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Resource Planning Template for HR: Guide + Free Download

AIHR

Time period Located above the table, this field sets the planning window (e.g., “Q1 2026”). Monitor engagement and well-being through soft metrics like self-assessments and scheduled check-ins, and add a section for risks, backup resources, and contingency plans.

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HR Tech Awards 2025 Winners Announced

Lighthouse

If your organization wants to compete in 2026, simply let our team know by emailing us. Developed in partnership with a major Middle Eastern utility, the solution tracks 74 employee metrics and manages nearly 16,000 position pipelinesintegrating performance, assessments, and business-critical roles across the organization.

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Applicant Tracking Systems: Key Information Unpacked

LiveHire

by 2026 with staffing agencies and internal recruitment teams currently among the top users. Performance metrics – ATS functionality includes monitoring of recruitment metrics through enhanced analytics dashboards. Who uses an Applicant Tracking System? The global ATS market is predicted to grow by 7.3%

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UK Set to Expand Pay Gap Reporting Requirements for Employers

Trusaic

Employers are required to calculate six metrics measuring the difference in compensation by gender: Percentage of men and women in each hourly pay quarter, Mean gender pay gap of hourly pay, Median gender pay gap of hourly pay, Percentage of men and women receiving bonus pay, Mean gender pay gap of bonus pay, and Median gender pay gap of bonus pay.

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Ireland Gender Pay Gap Reporting Deadline Nearing

Trusaic

Organizations are required to report on the following metrics: Difference (in percentage) between the mean and median hourly remuneration of male and female employees, part-time employees, and employees on temporary contracts. From there, you must publish your gender pay gap data six months after that date. tends to slowly follow.

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What’s New in the EEOC’s 2022-2026 Strategic Plan?

HR Digest

Stay tuned to discover how the EEOC’s 2022-2026 strategic plan sets the stage for fostering inclusive and diverse workplaces across the nation. Analysis of the EEOC’s 2022-2026 Strategic Goals The EEOC’s 2022-2026 strategic goals provide further insights into the agency’s priorities for the coming years.

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California SB 219: New ESG Reporting Standards and How to Comply

Runzheimer

Case in point is Californias Senate Bill 219 (SB 219) , which will require roughly 10,000 companies doing business in the state to begin disclosing their full greenhouse gas (GHG) emissions beginning in 2026. Originally, SB 253 dictated that companies had 180 days after reporting Scope 1 and 2 emissions to submit Scope 3.

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