The World Economic Forum says technologies like artificial intelligence (AI) will displace 75 million jobs by 2022 but will also create 133 million new roles. That’s a net gain of 58 million new jobs. To prepare workers for these new jobs, organizations will have to provide significant resources for upskilling their workforces. And employees will need to take personal responsibility for their career development in a context of rapid technological change.How can HR professionals prepare e
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​States reported that 778,000 U.S. workers filed for new unemployment benefits during the week ending Nov. 21, an increase of 30,000 from the previous week’s revised total.The total number of workers continuing to claim unemployment benefits fell last week, to 6 million. The Pandemic Emergency Unemployment Compensation program for people whose benefits have run their course has been showing a steady rise in claims however, now up to 4.5 million. Approximately 20 million people are in t
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​Job descriptions are often dubbed the workhorses of HR documentation—and justifiably so. When thoughtfully crafted, they can be used as building blocks for conducting successful workforce planning, setting salary and grade levels, and meeting compliance requirements. They also play an important role in performance reviews, employee career development and even recruitment. Often, job descriptions are updated in conjunction with annual performance reviews or as part of the recruiting process
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Employers with entirely remote workforces as a result of the COVID-19 pandemic have until the end of the year to take advantage of relaxed document-inspection requirements for the Form I-9.
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When a company relies on an external recruiting firm to handle its candidate searches, it is trusting that the firm and its representatives will reflect favorably on the company’s employer brand. But will they?
http://feedproxy.google.com/~r/shrm/talentacquisition/~3/baMmaEGNpeE/how-external-recruiters-reflect-your-employer-brand.aspx