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Is the HR Accountable for Mass Layoffs?

Keka HR Blog

Blow to diversity, inclusion According to Alexandra Kalev , associate professor at Tel Aviv University , companies view those roles as expendable during layoffs which are part of the ‘non-core’ or ‘non-essential’ areas. They had to go from diversity and inclusion to adversity and expulsion in a snap.

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Seven Steps to Meaningful Diversity and Inclusion Metrics

i4cp

In the world of business, metrics hold a special place—and rightfully so. When it comes to this concept, the success of diversity and inclusion (D&I) programs is no different. The metrics and models to apply them in various situations filled eight pages. Here’s why.

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Employer Brand Media – Are you keeping external brand awareness top of mind in 2024?

Blu Ivy Group

This approach presents a few significant challenges: Businesses are primarily speaking to candidates ‘leaning forward’ and showing intent to apply, either through Search or when scrolling for open positions via job boards and platforms. Are we considering metrics such as sentiment, employee net promoter scores and other quality measures?

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Is the HR Accountable for the Mass Layoffs?

Keka HR Blog

Blow to diversity, inclusion According to Alexandra Kalev , associate professor at Tel Aviv University , companies view those roles as expendable during layoffs which are part of the ‘non-core’ or ‘non-essential’ areas. They had to go from diversity and inclusion to adversity and expulsion in a snap.

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Three Questions to Help You Build a Better Workplace Culture — Annual Conference Takeaways

Cupa HR

In her keynote presentation on employee retention, business strategist and author Erica Keswin pointed out that the days of climbing the same corporate ladder for 50 years are long gone. Another key takeaway from Keswin’s presentation was the importance of being a “human professional” and checking in with your team on a regular basis.

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Your definitive guide to employee training: Why, when and how

Insperity

Any training that your company delivers should be: Clear in purpose and objectives Relevant to a specific business need or employees’ roles Achievable according to established metrics of success. Employees want their training to be short, focused, on the job and diverse in approach. Does it leverage a variety of delivery methods?

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Kimberly Kayler of Advancing Organizational Excellence: “Diversity, Equity and Inclusion”

Thrive Global

Diversity, Equity and Inclusion. Recently selected as one of the most influential people in the concrete construction industry by Concrete Construction magazine, Kimberly is Co-Founder of the Women in Concrete Alliance (WICA) and leads efforts to create networking programs for women in the concrete industry.