My guest this time is Dr. Guy Lubitsh, a Chartered Organisational Psychologist with a sizeable track record working in the areas of organizational change, management, and leadership development. He is a Client Director and Professor of Leadership & Psychology at Ashridge Executive Education (Hult International Business School) and has extensive experience working with Executives at the highest levels of international companies in Europe and the Middle East.

More About Guy

Guy draws on eclectic approaches including human psychology, appreciative inquiry, psychoanalytical and systems theory. He builds long-term partnerships with clients and is highly valued for his dedicated, insightful, appreciative yet appropriately challenging approach.

He has published articles in the areas of talent management, collaboration across organizational boundaries, organizational consulting, and the role of emotions at work.

Guy’s book ‘Connect – Resolve Conflict, Improve Communication, Strengthen Relationships’ has been published recently by FT/Pearson and shortlisted for management book of the year CMI. He’s currently co-authoring a new book ‘The Leader’s Guide to Collaboration’ with Mike Brent to be published by Pearson at the end of 2024.

Related Content

The post Dr. Guy Lubitsh: A Leader’s Guide to Collaboration appeared first on The HR Gazette and HRchat Podcast.

Dani – co-author of the new book, The CAPEX Formula for Learning and Performance: Mega-trends driving the new world of work, learning, skills, and HR- also unpacks how face-to-face interactions foster trust and rapport, which are foundational for performance.

Questions for Dani include:

• How has hybrid working impacted and changed the ways we learn?
• Give us an overview of your new book, CAPEX Formula for Learning and Performance
• What are the best ways to demonstrate the ROI of L&D initiatives?
• How are machine learning and AI impacting the learning space?
• You are speaking at Disrupt London on March 20. Tell us about your session.

More About Dani

Dani reports into the COO to execute the Global Wavemaker and GroupM UK People strategies, working closely with EXCO and the leadership team. Dani sits on the London Advisory Group to support Common Purpose with their London initiatives on future Leadership programs for early career talent and sustainability programs.

Prior to joining Wavemaker Dani held numerous senior roles spanning People, Talent, and Culture. He has worked across the private and public sectors.

Related Content

The post Dani Saadu: Transformative Workplace Learning appeared first on The HR Gazette and HRchat Podcast.

In HRchat episode 681, David Creelman and I speak with Jonathan Bergdahl, Rachel Wong and Vimal Sharma. In this discussion, we gain practical insights from those who are leading the way and supporting their organizations, from the starting line, and discuss how they are leveraging AI at present, and how they are preparing and supporting their teams and organizations to implement AI effectively in 2024.

Tune in and Discover:

• How is ChatGPT utilized in daily work and how does it enhance efficiency beyond just saving time?
• How are organizations currently leveraging AI capabilities, and how are they preparing to effectively utilize advancements in AI technology?
• How can HR professionals support employees in adapting to this new technology?
• Advice for HR professionals who are beginning their journey with AI.

About our Guests

• Jonathan Bergdahl leads the Global Talent Operations function at EssenceMediacom, based in the UK. He is a senior HR operations leader who always seeks to learn about the latest technologies which can enable himself and his colleagues to do their jobs better! Jon currently works in the digital advertising sector, with prior experience that includes the legal, retail, and market research sectors.
• Rachel Wong is the Vice President, Total Rewards & HR Technology, at Symcor Inc.  Over the past 18 years, she has held various positions in HR and Total Rewards, across a number of industries, with experience successfully implementing HRIS systems, redesigning incentive plans, and leading corporate-wide compensation and benefits projects.
• Vimal is an experienced HR executive and the Vice President of Human Resources for the Canadian division of WIS International. Vimal Sharma leads all aspects of the people strategy and operations in Canada. She is a member of the AI Steering Committee at the enterprise level and currently partners with stakeholders to determine the short and long-term role AI will play within internal HR functions and assess the associated risks.

Related Content

The post How HR is Utilizing AI in 2024 appeared first on The HR Gazette and HRchat Podcast.

Holly is a Human Resources Business Advisor with 20 years of professional experience including multi-state, multi-location, start-up human resources management, and client relations strategy. Her specialties include Employment Law Compliance, HR Policy and Process Development, HR Solution Navigation, Training and Development, Workplace Communication, Creative Problem Solving, start-up – Up Human Resource processes, Client Relations, and Account Management Strategy.

Questions for Holly include:

• DisruptHR returns to Buffalo on April 11! What makes Disrupt a unique event?
• With over 35 years of experience, HMN Resources focuses on simple, sustainable, and well-coordinated solutions. How do you ensure that your HR solutions remain adaptable in the face of evolving business landscapes and workforce dynamics?
• Navigating wage and hour compliance can be challenging. What are your top tips for HR professionals looking to maintain compliance in the changing landscape of employment law?

Related Content

The post Holly Nowak: Compliance and the Return of DisruptHR Buffalo appeared first on The HR Gazette and HRchat Podcast.

In HRchat episode 679, we talk about the importance of boundaries plus we look at developing courageous, responsible, and intentional leadership. My guest today is Kim Crowder, Founder and CEO at Kim Crowder Consulting and writer with SHRM.

In a world where the line between strength and vulnerability often blurs, Kim redefines the concept of courage; showing us that it’s not just about the grand gestures but also about the quiet, steadfast decisions that shape a thriving workplace culture. Through the conversation, Bill and Kim embark on a journey that leads the listener through the nuances of setting measurable goals, fostering accountability, and how these practices pave the way for a more inclusive and respectful professional environment.

Related Content

The post Kim Crowder: Courageous Leadership appeared first on The HR Gazette and HRchat Podcast.

So how do you support your bosses on their quest and their journey to be great? What can you do to set them up for success instead of failure, to enrich lives and not ruin them? To answer this, let me share with you what I call the 4 A’s of being a great boss. I hope you find them helpful as you develop and/or review your management development strategy and approach.

1. Awareness

According to our survey, 99.6% of people have had a bad boss, so pretty much everyone. But if you asked these bosses, I’d be surprised if they actually knew their people were thinking of them in this way, considering them a bad boss. For this reason, the starting point for being a great boss is awareness in two ways:

• Aware of the existence of bad boss traits – There’s no denying that bad bosses exist, that the majority and not the minority of us have bad boss traits. And that’s because when it comes to being a boss it’s never either/or, all, or nothing. We all have a mix of traits, some bad, some good, and some great. They come and go based on the situation, the person, and even what’s happening in our lives. The key is helping your bosses be aware of any bad boss traits they may have, seeing them instead of ignoring them.
• Aware of the impact of bad boss traits – Equally important is for your bosses to be aware of the impact that being a bad boss can have on their people. How does it impact performance, engagement and even wellbeing? Raise this, discuss this, help your bosses see the often hidden harm that their actions can have on their people.

2. Acceptance

From here we move to acceptance, accepting those bad boss traits that we have been made aware of. On the surface this may seem easy, all you have to do is admit and accept that you have these traits. But the results from our survey show that this can be difficult to do. For although 80% of respondents admitted being a bad boss, when we drilled down and asked how many of the 10 types of bad bosses they felt they’ve been, only 22% on average admitted to being each.

For acceptance to happen, encourage your bosses to start by thinking, “Is this me?” instead of putting up their defenses and thinking, “Nah, it couldn’t possibly be me.” Have them think of it as an opportunity, and not a punishment.

3. Action

We next move to the step involving action, where bosses need to learn and leverage the right knowledge, skills, and tools to become great and overcome their bad boss traits. Key here is having the right tools (or building blocks as I call them) to meet the changing demands of the role, making them flexible so that as the need arises they can access them easily and use them as they see fit.

4. Accountability

Let me end with the final ‘A,’ accountability, which has two parts to it. The first is having each boss take personal ownership and responsibility for their development and improvement, doing what it takes to overcome their bad boss traits. The second is having the business put in place accountability measures as well. I say this because too often bad boss behaviors are allowed, with no consequences or repercussions. If we are ever going to rid the world of bad bosses, this needs to change. We need to pushback, we cannot and should not tolerate bad boss behaviors and actions. By doing this we not only help our bosses be great, but we also show our people that they are our number one priority.

If you’d like to learn more about our free and confidential online assessment tool, see more results from our survey, or download the first chapter of our book, please go to: https://www.badbossesruinlives.com/

About the Author

Debra Corey is an award-winning HR consultant, speaker and co-author of Bad Bosses Ruin Lives: The Building Blocks for Being a Great Boss.

The post The 4 A’s of Being a Great Boss appeared first on The HR Gazette and HRchat Podcast.

Trend 1: Adapting to Changing State and Local Policies

It’s no secret that the velocity of changes at the state and local level is increasing in the US.  State-level legislation that affects the conversation between employees and employers has increased and city councils across have shown they’re willing to implement their own rules.  We’ve tracked dozens of city-specific policies that need to be implemented in handbooks in the last year.  Some themes from cities include transportation benefits for employees, sick and safe leave benefits, protected characteristics, and paid family leave.

Trend 2: Inclusion of Remote Work Policies

As the work-from-home trend continues, the need for clear guidelines around setting up a productive home office environment has increased.  Expectations for availability and response times in remote settings are more important than ever, and many companies are refining hastily implemented COVID-era policies.  Many teams are addressing policies that are inclusive of time zone differences, flexible scheduling for international employees, and protocols for developing culture across in-person and remote teams.

Trend 3: Handbook Integration and Accessibility

The days of employee handbooks being printed and stuffed into a binder are behind us.  The best handbooks are living documents that reflect operational and cultural norms in a company and are updated regularly.  The best way to accomplish this is with a digital document that is always up-to-date and readily accessible.  Here are some trends around integrating your handbook into your employee’s workflows:

• Share a live link to the most current version of the handbook that’s always up to date
• Add the link to resources employees already use (intranet, shared drives, etc)
• Make sure the handbook is accessible on mobile and easy to navigate
• Provide a feedback mechanism for employees to privately suggest improvements

Trend 4: Enhanced Focus on Mental Health and Wellbeing

More companies than ever are providing access to online mental health resources and virtual counseling.  And employees are taking advantage of these benefits in record numbers.  Companies that encourage a culture of openness and support around mental health issues seem to be faring better at job satisfaction and retention surveys.  It’s probably worth reviewing policies around paid leave, mental health, and counseling resources.  

Trend 5: Compliance with NLRA and Protecting Employee Rights

As we’ve seen in the last few years, labor union activity across the US is increasing.  We’ve also seen a renewed emphasis and legislation on employees’ rights to discuss wages and working conditions.  It’s a great time to ensure that your social media usage policy doesn’t infringe on employees’ NLRA rights and that managers are trained on NLRA compliance and employee protections.  It’s always a good idea to include examples of permissible and prohibited behaviors in your handbook.  

Trend 6: Use of Data Protection and Privacy Policies

For many companies, a data breach is among their largest downside risks.  Many companies are providing robust training on data protection best practices and cybersecurity.  Having detailed guidelines on personal and professional data usage and storage is important for every company.  And don’t forget to consider a policy for the ethical use of customer data in decision-making.

Trend 7: Interactive Onboarding Processes

The first few days and weeks of an employee’s work at a company are crucial and onboarding has never been more important.  Many companies are reconsidering best practices for successful onboarding and including more immersive elements like virtual meet-and-greets with teams, highly interactive training, and feedback loops to improve the onboarding process based on employee experiences.

Final Thoughts

Hopefully, considering these trends prompts you to consider changes to your employee handbook.  Handbooks.io helps companies create and employee handbook that informs and guides company culture and promotes employee engagement.

Authored by Matt Hannam, founder of handbooks.io

The post Beyond the Basics: Emerging Trends in Employee Handbooks appeared first on The HR Gazette and HRchat Podcast.

The UK Government’s recent five-point plan to regulate immigration involves a substantial increase in penalties for companies employing illegal immigrant workers. Last year, violating this rule would cost an employer up to £20,000 in fines per identified worker, serving as a reasonably effective deterrent. However, the government believes it’s not enough. According to the anticipated regulations coming into effect in February, this fine is set to triple, reaching £60,000.

Assessing the Risk: What’s at stake for employers in the face of this heightened immigration surcharge?

Despite the ongoing debate on UK immigration, the exact number of people living in the country illegally remains unknown. An estimate from a 2020 study by the Greater London Authority suggests that between 594,000 and 745,000 undocumented individuals reside in the UK.

This represents approximately 1% of the total population. If these statistics are reliable, it implies that in a workforce of 100 people, there’s a considerable chance that one might be working illegally. The risk is even higher in sectors with a substantial migrant workforce.

According to the ‘Migrant workers and skills shortages in the UK’ report by the CIPD in May 2023, one in four businesses on average currently employs migrant workers. The report defines ‘migrant’ as individuals born overseas, irrespective of their citizenship status. The study highlights the highest migrant employment rates in IT (37%) and healthcare (32%). Additionally, the CIPD’s Labour Market Outlook winter 2022/23 reports that business services (27%), education (22%), and construction (22%) are the next most likely sectors to rely on the immigration system to fill job vacancies.

The Perfect Storm

In reality, UK companies of all sizes and across various sectors are facing a perfect storm. Brexit-induced skills shortages are hitting hard, forcing them into the competitive candidate marketplace. The urgency to fill roles quickly, however, poses a significant risk of incurring major financial penalties if candidates, including existing staff, are not thoroughly screened.

Whether one deems the fine increase disproportionate or not, it is imminent. Companies that ignored warnings last year and failed to implement robust screening practices must act swiftly. The only way to obtain a statutory excuse against liability for an illegal working civil penalty is by conducting compliant right-to-work verifications following Home Office guidance.

No Room for Error The challenge lies in the complexity of such guidance, making it challenging to interpret correctly. Seeking professional assistance for employee screening ensures compliance and accelerates the process, avoiding costly mistakes. This approach allows for expedited recruitment while significantly reducing the risk of fines for employing someone illegally. It instills confidence in widening the candidate pool to include migrant workers without fear of legal repercussions.

With the increasing reliance of UK businesses on migrant workers to fill widening skill gaps, getting the candidate screening process right has never been more critical under the new rules.

Related Content

This post is supported by KLPR.

The post Employment Law and Migrant Workers in the UK appeared first on The HR Gazette and HRchat Podcast.

Professor Sir Cary is the 50th Anniversary Prof of Organizational Psychology & Health at Manchester Business School, University of Manchester, author and editor of 100s of books and is one of Britain’s most quoted business experts.

He is also the founding President of the British Academy of Management, a Companion of the Chartered Management Institute, one of only a few UK Fellows of the (American) Academy of Management, and a past President of the British Association of Counselling and Psychotherapy and President of RELATE.

Professor Sir Cary was awarded the CBE by the Queen in 2001 for his contributions to organizational health and safety, and in 2014 he was awarded a Knighthood for his contribution to the social sciences.

Questions for Professor Sir Cary include:

• What do you think of attempts to move towards a 4-day work week?
• Is the 4-day work week a way to ensure a better work-life balance or does it offer stresses e.g. employees, in reality, working longer hours and scambling to get tasks done?
• One of your latest books, Resilience in Modern-Day Organizations, focuses on how organizations are coping with the challenges of low growth, energy insecurity, and higher levels of long-term sickness due to stress. Tell us more
• What are the big world of work trends to watch out for in 2024?

Related Content

The post Professor Sir Cary Cooper: 4 Day Work Week appeared first on The HR Gazette and HRchat Podcast.

Tune in and Discover:

• How can we leverage AI to optimize the employee experience, including employee commutes?
• What are the key considerations for an HR department that is considering building their own AI-based application or tools?
• How can AI contribute to optimizing HR initiatives, such as recruitment, and enhancing team engagement and collaboration?
• How can organizations harness AI effectively while maintaining our ethical standards?

Related Content

The post How AI is Driving Innovation in HR Products and Departments appeared first on The HR Gazette and HRchat Podcast.

Listen as they discuss employer branding strategies. Aaron provides a comprehensive definition of employer branding, emphasizing the importance of understanding an organization’s unique DNA and translating it into clear, consistent messaging to attract and engage talent. He highlights that employer branding is an interdisciplinary skill set that goes beyond recruitment and requires collaboration across functions.

Aaron also talks about effectively managing social media pages for employer branding. He emphasizes the importance of knowing where the target audience is and tailoring strategies accordingly. The key takeaway from the day is that employer branding is an iterative process that looks different for every organization, and continuous improvement is essential.

Takeaways include:

• Employer branding is about understanding an organization’s unique DNA and translating it into clear, consistent messaging.
• Employer branding is an interdisciplinary skill set that goes beyond recruitment and requires collaboration across functions.
• Tailoring social media strategies to the target audience’s preferred platforms is crucial for effective employer branding.
• Employer branding is an iterative process that requires continuous improvement and adaptation.

Related Content

The post Aaron Backman: Employer Branding Strategies appeared first on The HR Gazette and HRchat Podcast.

Professor Sir Cary Cooper, CBE is the 50th Anniversary Prof of Organizational Psychology & Health at Manchester Business School, University of Manchester, the author and editor of numerous books, and is one of Britain’s most quoted business experts.

Questions in part one include:

• Rethinking presenteeism to achieve higher productivity: “Our latest research at Robertson Cooper has turned conventional wisdom about presenteeism on its head. We’ve identified that not all instances of working whilst unwell should be classified as ‘presenteeism,’ paving the way for a new era in how organizations manage employee health, wellbeing, and productivity.” What we’ve discovered: There are three distinct types of working whilst unwell, only one of which should be labeled presenteeism and eradicated from businesses.” Tell us about the ‘correct’ definition of presenteeism.
• “The other two types, “Functional Presence” (Pragmatic and Therapeutic), aren’t always a cost to businesses and may actually be desirable for both the organization and the employee.” Tell us more about these types.
• What impact can presenteeism have on colleagues?
• Recent market reports suggest employees will be staying in their jobs for longer in 2024. How can employers minimize the chances of presenteeism and, instead, help to develop and grow the development of their people?

Related Content

The post Professor Sir Cary Cooper: Presenteeism and Strategies for Enhancing Wellbeing appeared first on The HR Gazette and HRchat Podcast.

According to findings from Monster, 83 percent of Gen Z candidates say a company’s commitment to diversity, equity, and inclusion (DEI) is important when choosing an employer. Businesses must acknowledge these ideals and adapt to reach Gen Z workers if they wish to attract, hire and retain the best talent. One way companies can do this is by offering robust CSR programs, which provide corporations a license to operate in value-driven ways.

In this HRchat episode, we hear from Sam Caplan, Vice President of Social Impact at Submittable, the social impact platform used by teams to make better decisions and maximize their CSR efforts. Sam is a tech industry leader with 20 years of experience building large-scale philanthropic programs for organizations such as the Walton Family Foundation and Walmart Foundation.

Listen as Sam discusses how CSR programs allow businesses to express and promote their values to prospective employees and customers.

Questions for Sam include:

• How do you see the role of Gen Z evolving in the workforce, and what key ideals do they bring with them that businesses need to acknowledge?
• How can businesses effectively demonstrate and integrate DEI values into their corporate culture to appeal to this demographic?
• As the Vice President of Social Impact at Submittable, could you provide examples of how CSR programs contribute to making better decisions and maximizing social impact within teams?
• How can companies ensure that their CSR programs are not just seen as a checkbox but are genuinely aligned with their values and contribute meaningfully to social impact?
• As the landscape of social impact and CSR continues to evolve, what emerging trends or strategies do you foresee that will be crucial for businesses to stay relevant and appealing to the values of the upcoming workforce, particularly Gen Z?

Related Content

The post Sam Caplan: CSR and Generation Z appeared first on The HR Gazette and HRchat Podcast.

Chapelle’s team is on a mission to ease administrative burdens and Form I-9 pain for HR professionals. WorkBright’s market share in the onboarding space has been increasing exponentially in an uncertain I-9 world! In her tenure with the business, WorkBright has achieved triple bottom line status as a B Corp and consistently places on Outside Magazine’s Best Places to Work with strong financial results of 40% YoY growth and profitability.

Questions for Chapelle include: 

• WorkBright has been named a Best Place to Work by Outside for 4 years running! Congrats! What does it take to create and nurture a culture of engagement and innovation?
• WorkBright is a Certified B Corporation. What does that say about the org and its values?
• WorkBright’s mission centers around Form I-9, which is a very specific space! Why build a product for a single specific form? Why does this matter for HR professionals?
• What changes have you observed in the I-9 space recently? Has anything changed since Covid?
• When you’re dealing with people’s data and a highly regulated space, how do you approach prioritizing high-demand needs?
• You mentioned an ebook, The Ultimate Guide to I-9 Compliance. Tell us more about this.

You Might Also Like This Episode

The post Chapelle Ryon: Deciphering I9 Verification appeared first on The HR Gazette and HRchat Podcast.

Hybrid Work Models

The pandemic accelerated the adoption of remote work, and in 2024, the hybrid work model is here to stay. HR professionals must develop strategies to seamlessly integrate both in-office and remote work, ensuring employees stay engaged and connected.

Employee Well-being Takes Center Stage

In the pursuit of talent retention and productivity, HR leaders are prioritizing employee wellbeing. Mental health programs, flexible schedules, and wellness initiatives are becoming integral parts of company culture, fostering a healthier and more motivated workforce.

Data-Driven Decision-Making

The use of data analytics in HR is evolving rapidly. HR professionals must harness the power of data to make informed decisions about talent acquisition, performance management, and employee engagement, ultimately contributing to strategic business outcomes.

Upskilling and Reskilling

The rapid pace of technological advancements demands a workforce with evolving skills. HR leaders are focusing on upskilling and reskilling programs to ensure employees remain relevant in their roles and contribute to the organization’s long-term success.

Diversity, Equity, and Inclusion (DEI)

In 2024, DEI initiatives are not just a buzzword but a business imperative. HR professionals play a crucial role in fostering an inclusive workplace, promoting diversity at all levels, and ensuring equal opportunities for all employees.

AI in HR Processes

Artificial Intelligence is transforming HR processes, from recruitment and onboarding to performance management. HR professionals need to understand and embrace AI tools to streamline operations and enhance the overall employee experience.

Agile Performance Management

Traditional annual performance reviews are making way for more agile and continuous feedback systems. HR leaders are adopting real-time performance management tools to provide timely feedback, recognize achievements, and address challenges promptly.

Remote Employee Engagement

With remote work becoming a permanent fixture, HR professionals are focusing on innovative ways to engage remote employees. Virtual team-building activities, digital recognition programs, and online learning opportunities are essential components of remote employee engagement.

HR Tech Integration

The HR technology landscape is expanding, and integrating various HR tech solutions is crucial for efficiency. From applicant tracking systems to employee engagement platforms, HR professionals must ensure seamless interoperability for a cohesive employee experience.

Leadership Development

Investing in leadership development is essential for the long-term success of any organization. HR leaders are crafting programs that identify and nurture future leaders, ensuring a robust leadership pipeline to drive the company forward.

Stay Ahead of the Latest Trends with the HRchat Podcast

Conclusion

Staying abreast of these trends is not just advisable; it’s imperative. As HR professionals and business leaders, embracing these trends will not only enhance your organization’s competitiveness but also create a workplace that attracts, retains, and empowers top talent in 2024 and beyond.

The post Navigating HR Trends in 2024 appeared first on The HR Gazette and HRchat Podcast.

The team at HR Gazette is passionate about creating podcast content. Each week, we publish 2-4 HRchat podcast episodes and share them with 10,000s of our awesome listeners across Apple, Google, Spotify, Stitcher, and elsewhere all around the world.

There are, of course, lots of awesome HR-related podcasts out there providing news, reviews, interviews, and tips to educate and entertain professionals in and around Human Resources. In fact, the past couple of years saw an explosion of new podcasts focused on the World of Work.

So what are the top new and established podcasts in 2024? We’ve curated a list, in no particular order, of both new and established podcasts that offer valuable insights into HR, Talent, and Leadership.

1. HRchat Podcast

With around 700 episodes (and counting) featuring high-profile guest experts, the HRchat Podcast explores the latest trends in leadership. HR strategy, recruitment, tech, career advancement, motivation, company culture, law, DEI and more! The show has received 100,000s of downloads and is frequently listed as one of the most popular global podcasts for professionals in Human Resources, Talent, and Leadership and ranks in the top five in the world based on traffic, social media followers, domain authority & freshness.

2. HR Happy Hour

The HR Happy Hour podcast produces heaps of super-helpful and entertaining content. There are 100s of episodes and new shows are published 2-3 times a month. Listen as Steve Boese and Trish McFarlane tackle topics related to human resources, management and leadership, and workforce technology.

3. HR’s Most Dangerous Podcast with Chad & Cheese

Chad & Cheese, industry analysts with over 40 years of combined experience, bring a unique perspective to HR and recruitment, making this podcast both informative and engaging.

4. HR in Review Podcast

This podcast by HRreview features interviews with leading HR practitioners, covering topics such as HR strategy, technology, recruitment, training, diversity, and employment law.

The pod covers a host of HR-related topics and guests share personal experiences and career tips; resulting in a varied and interesting content that provides useful and actionable advice, while also being an enjoyable and stimulating listen.

5. People and Performance Podcast

Launched in 2021, the People and Performance Podcast gives insights into the strategic competencies, behaviors, and results needed to increase the performance of employees. From attraction and recruitment through onboarding to succession planning, each episode takes a deep dive into the stages of workforce planning you need to master in order to guarantee long-term success in a rapidly changing world of work. Hosted by Chris Bjorling and others, each interview is around 15-20 minutes and is supported by super impressive guest industry experts.

6. We’re Only Human

Host Ben Eubanks blends research and practical advice to help HR, talent, and learning leaders improve business outcomes through dynamic and innovative approaches.

7. While We Were Working

Hosts Joey Price and Sommer Ketron share their personal perspectives and years of experience, focusing on employee engagement, workplace culture, and HR law for the modern workplace.

8. Punk Rock HR

Host Laurie Ruettimann, a top career adviser, explores the broken aspects of work, discussing buzzwords, the nerdy, and the contrarian.

9. DriveThruHR

A captivating and occasionally irreverent lunchtime discourse hosted by industry experts, covering various HR topics relevant to professionals in just 30 minutes.

10. WorkTrends Podcast From TalentCulture

Hosted by Meghan M. Biro, this long-running podcast explores how work is changing, featuring news, insights, and discussions with leading experts and HR tech vendors.

11. The Jim Stroud Podcast

Jim Stroud is a thought leader, HR Influencer, and public speaker on the future of work. One of the best futurist shows, The Jim Stroud Podcast discusses discoveries and trends impacting the world of work.

12. Nine To Thrive HR

This long-running show gives listeners access to leading HR practitioners, authors, academics, and thought leaders in under an hour, covering a range of human capital issues.

13. Human Centred Leadership Podcast with Kul Mahay

With over three decades of leadership experience, Kul Mahay works with organizations to develop powerful cultures of high value and performance.

14. Thinking Inside the Box

HRchat guest host Matt Burns leads this awesome pod focused on sharing innovative ways organizations, and their leaders overcome complex issues at work.

15. The CandEs Shop Talk Podcast

The Business of Recruiting and Candidate Experience: a podcast about the business impact of HR, talent acquisition, recruiting technology and improving candidate experience. HR and recruiting industry influencer, analyst and Talent Board President, Kevin W. Grossman, talks shop with CandE winners, talent acquisition leaders, industry influencers and technology providers.

16. HBR IdeaCast

Produced by Harvard Business Review, this podcast features interviews with influential thinkers in the business and management field, sharing insights on building a better workplace.

17. The HR Uprising Podcast

Hosted by business psychologist Lucinda Carney, this podcast delves into in-depth issues in HR and conducts interviews with specialists and HR/L&D practitioners.

18. The HR Social Hour Half Hour Podcast

HR professionals Jon Thurmond and Wendy Dailey host this podcast, discussing how to connect, give back, and expand HR networks.

19. HR Daily Advisor

A twice-monthly podcast providing clear, relevant, and actionable information on important HR themes for professionals managing organizations.

20. HR Leaders

Chris Rainey interviews industry experts and HR leaders, discussing building strong HR functions, challenges, and opportunities within renowned global brands.

21. CIPD Podcasts

The CIPD podcasts offer up-to-date insights on the latest HR news and trends, featuring information and interviews with leading experts in the field.

22. XpertHR Podcast

From the creators of XpertHR, this weekly/monthly podcast provides essential employment law advice and HR best practices for HR professionals and business owners.

23. The Better HR Business

The Better HR Business podcast with Ben Geoghegan is a great resource for HR consultants and HR tech firms looking to grow their businesses. The podcast features interviews with some of the top minds in the industry, discussing everything from business growth strategies to the latest HR technologies. If you’re just getting started in the HR industry or you’re looking for ways to take your business to the next level, the HR Business Marketing Podcast is a great option!

24. HR Exchange Network

Covering talent management, HR news, corporate learning, employee engagement, recruiting, HR Tech, succession planning, and HR conferences, this podcast features insights from renowned HR executives.

Honorable Mentions

• Redefining HR
• Workology
• All about HR
• The HR Sound-Off Podcast
• Talking HR trends with Natal and Tom
• Modern People Leader
• The RecTech Podcast
• SHRM Podcasts
• HR Coffee Time
• The Learning & Development Podcast

Check out the Latest HRchat Episodes

The post Best HR Podcasts in 2024 appeared first on The HR Gazette and HRchat Podcast.

Key Developments and Trends in the Labor Market

The labor market in 2023 saw significant shifts, driven by technological advancements and global events. In the discussion we look at adopting agile work practices and investing in upskilling programs to enhance human performance.

Leadership Qualities in a Changing Landscape

Effective leadership in 2023 demanded adaptability, empathy, and strong communication skills. My team prioritized leadership development programs focusing on these qualities to navigate the evolving landscape, and leaders were encouraged to proactively cultivate these attributes.

Navigating Unprecedented Challenges

HR professionals and corporate leaders faced common challenges, such as workforce well-being, talent retention, and diversity and inclusion. Listen as we emphasize the need for robust crisis management plans and continuous learning initiatives to better prepare for similar challenges in 2024.

The Remote Work Paradigm

2023 revealed valuable lessons about working with virtual teams. Listen as we discuss the importance of clear communication, leveraging collaboration tools, and promoting a healthy work-life balance. HR professionals and leaders are advised to refine remote work strategies for the evolving landscape in 2024.

The post Review of World of Work in 2023 appeared first on The HR Gazette and HRchat Podcast.

Experts assert that a project-based structure stands out as the most effective and successful approach, demonstrating superiority over both traditional line and functional organizational structures.

In this article, we will explore five essential tips to build an effective organizational structure that fosters growth, innovation, and seamless collaboration.

Source: Unsplash

Clarify Organizational Goals and Objectives

The foundational step in crafting an effective organizational structure is gaining a clear understanding of the company’s goals and objectives. Without a well-defined purpose, resource allocation, role assignments, and structural design become challenging. Leaders must engage in a comprehensive strategic planning process to articulate long-term goals and break them down into achievable objectives.

By elucidating organizational goals, decision-makers can identify key functions crucial for success. This, in turn, facilitates the establishment of departments or teams with specific responsibilities. For example, a company aspiring to expand its market share may necessitate specialized teams for marketing, sales, and customer service. Aligning the organizational structure with these goals ensures cohesive collaboration toward a shared objective.

Reduce the Risk of Fraudulent Activities

Effectively managing the risk of fraudulent activities is a crucial priority for any efficiently operating organizational structure. Fraud poses a threat not only to financial stability but also to trust and the reputation of a business. Consequently, it is imperative for organizations to establish robust measures that not only discourage fraudulent behavior but also actively reduce the opportunities for such activities to take place.

A key strategy for reducing the risk of fraudulent activities is the implementation of a segregation of duties matrix. This matrix involves a systematic delineation of tasks and responsibilities across various roles within the organization. The essence of the SoD matrix lies in ensuring that no single individual possesses unchecked control over an entire process. By strategically assigning and segregating duties, organizations create a formidable line of defense against potential fraud. 

This approach enhances transparency, accountability, and internal controls, thereby fortifying the organizational structure against the subtle threats posed by fraudulent activities. Regular audits and updates of the SoD matrix are essential to adapt to evolving business landscapes and ensure its continued efficacy in safeguarding the organization’s integrity.

Show Appreciation to Employees

Fostering a positive work environment involves recognizing and appreciating the efforts of employees. Employee appreciation not only boosts morale but also contributes to a sense of belonging and loyalty within the organization. A culture of appreciation creates a motivated workforce, enhancing overall productivity and job satisfaction.

One effective way to show appreciation is through corporate gifting. Thoughtful gifts, such as personally created gift baskets for employees, go beyond words to convey genuine appreciation. 

Corporate gifting programs can include personalized items, gift cards, or experiences, serving as tangible expressions of the organization’s gratitude for the hard work and dedication of its employees. With 94% of top executives offering gifts to employees, these gestures not only strengthen the employer-employee relationship but also contribute to a positive and engaging work culture.

Source: Unsplash

Empower Employees Through Decentralization

Fostering employee empowerment is a fundamental aspect of constructing a thriving organizational structure. Central to this concept is decentralization, which involves dispersing decision-making authority throughout various organizational levels. By empowering employees at different tiers, organizations can leverage the collective intelligence of their workforce, promoting more informed and agile decision-making.

Decentralization not only boosts employee engagement but also facilitates swifter responses to challenges and opportunities. Concentrating decision-making at the top may hinder the organization’s ability to adapt quickly to evolving circumstances. Conversely, a decentralized structure encourages autonomy and responsibility among employees, cultivating a sense of ownership in their roles.

To implement decentralization effectively, leaders should provide clear guidelines, training, and support to employees. This ensures that individuals are equipped to make decisions aligned with the organization’s goals. Furthermore, leaders must create a culture that values input from all levels, fostering a collaborative environment where ideas can flow freely.

Regularly Review and Adjust the Structure

Building an effective organizational structure is not a one-time task; it requires ongoing evaluation and adjustment. The business environment is dynamic, and what works today may not be optimal tomorrow. Regular reviews of the organizational structure help identify inefficiencies, redundancies, or emerging needs.

Leaders should conduct periodic assessments to gauge the effectiveness of the structure in achieving organizational goals. This may involve seeking feedback from employees, analyzing performance metrics, and staying attuned to industry trends. If certain departments or teams are consistently facing challenges, it may be an indication that the organizational structure needs adjustment.

Potential modifications might involve reorganizing teams, reallocating resources, or revisiting the organization’s goals and objectives. The crucial aspect is to take a proactive approach to resolving issues rather than allowing them to escalate. An organization that is flexible, embraces change, and is committed to continuous improvement is better prepared to navigate the complexities of the business landscape.

Bottom Line

In summary, crafting a successful organizational structure is a complex undertaking that demands thoughtful attention to organizational goals, communication, adaptability, employee empowerment, and continuous evaluation. By incorporating these five principles, companies can establish a framework that not only improves efficiency but also fosters a positive and collaborative work culture. As organizations progress, it is essential for their structures to evolve, ensuring agility, innovation, and sustained success in a dynamic business environment.

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The post Five Tips to Build an Effective Organizational Structure appeared first on The HR Gazette and HRchat Podcast.

In our conversation, Brian shared his reflections on developments in the industry, and what HR professionals can expect in 2024. He also highlighted some of IEA’s significant achievements in 2023. The organization successfully expanded its certification programs, providing professionals with valuable skills and knowledge. The introduction of innovative classes and webinars in both on-demand and instructor-led formats demonstrated IEA’s commitment to accessible and flexible learning opportunities.

The conversation then delved into the major developments in Workers’ Compensation, Absence Management, and Human Resources in 2023. Brian discussed the evolving landscape, emphasizing the importance of staying abreast of regulatory changes. He pointed out the growing emphasis on holistic approaches to employee wellbeing and the integration of technology to streamline HR processes.

Workers’ Compensation, Absence Management and Human Resources – Looking Ahead to 2024

As the discussion turned to the future, Bill and Brian explored IEA’s plans for 2024. Brian provided insights into the organization’s involvement in key events, aiming to create a platform for professionals to network and stay informed about industry trends. He also emphasized IEA’s commitment to delivering a robust lineup of webinars, catering to the diverse needs of professionals in the field.

Predictions for 2024

Brian concluded the interview by sharing his predictions for Workers’ Compensation, Absence Management, and Human Resources in 2024. He anticipates a continued focus on employee wellbeing, with organizations prioritizing mental health support. Additionally, Brian foresees advancements in technology influencing HR practices and an increased emphasis on diversity, equity, and inclusion initiatives.

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IEA Webinars in 2024

IEA Training has a cool catalog of webinars lined up for 2024, covering a spectrum of topics crucial for HR professionals. From practical skills workshops to in-depth discussions on regulatory changes, these webinars promise to be a valuable resource for those seeking continuous professional development. Professionals can explore the comprehensive webinar catalog on IEA’s website for a glimpse into the diverse offerings. Learn more.

The post Brian Allain: Review of Workers’ Compensation and HR in 2023 appeared first on The HR Gazette and HRchat Podcast.

Mark is a former city worker turned lifestyle coach, entrepreneur, mental health advocate, and productivity / bio-hacker – the founder and host of the UK’s No.1 peak performance podcast, Take FLIGHT, and the host of the unique ‘Take FLIGHT’ events and seminars. Mark is on a mission to help you find your inner strength, pursue your true purpose and take that leap of faith towards the life you’ve always dreamed of living.

Mark built a successful career in London with two of the biggest companies in the world, but after 10 years found himself searching for his true purpose. After hitting rock bottom, in one enlightening moment, he realized happiness and fulfillment will never arrive through the accumulation of material things – and it is only felt when you are aligned with your true purpose. He has been helping people pursue their purpose ever since!

We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

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