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It’s a question whose answer has long remained elusive for employers and employees.
HR leaders must not cheat themselves out of their own performance management and professional development.
Making progress permanent requires 'humanizing work by meeting people where they are,' industry analyst writes.
Where there's change, there's an opportunity to make things better.
'We are not going back to the way it was.'
Last year was an eye-opening one for HR leaders.
HR should use 2020 as a wake-up call.
Some Silicon Valley organizations are recalculating pay for workers who live in lower-cost areas.
From COVID-19 vaccine support to increased interest in emergency savings accounts, here are predictions to watch in the coming year.
The best way for HR leaders to start fresh next year is to first leave as much of this year as possible complete, checked off, and neatly tied up.
Despite the challenges of 2020, there is reason for hope.
HR must think strategically about how it responds to crises and adapts and safeguards its talent.
A look back on the most important takeaways from the year defined by the pandemic.
Matching job descriptions and resumes doesn’t go deep enough.
We’ve only just started scratching the surface of HR transformation.
CHROs are stepping up to the plate to help workers and businesses through troubling times.
Employees are using less and less PTO—at a time when they should be using it more than ever.
Differentiating bias and discrimination is an important first step.
Human resources professionals need to stop apologizing if we ever want to drive progress.
Going back to the workplace can pose some risks to the culture gains many organizations have made over the last few months.