ModernHR, Inc.

Say goodbye to these lousy HR trends!

The trend of major companies dialing back their DEI initiatives reflects broader economic and strategic challenges. In the midst of this realignment, many businesses will continue to seek out ways to maintain their commitment to diversity, equity, and inclusion, seeking a balanced approach that supports both business objectives and a positive workplace environment.

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Hot weather poses challenges to traditional dress codes, but heat does not erase an employer’s requirements. Employers still can ban strappy tops, flip-flops, shorts, tank tops and other unacceptable clothing regardless of gender/gender identification.

Today’s workforce wants personalized benefits, work-life balance, and a sense of inclusion and purpose at work. Tailored, motivational experiences and benefits that are optimized to address individual preferences and health needs will result in meaningful behavior change and stronger cultures. There is no business without its people, so it’s up to employers to look inward and enact a comprehensive, people-first wellbeing strategy. By supporting whole-person health employers can cultivate a stable, healthy, and loyal workforce. 

HR strategy shifts are necessary for HR to remain relevant and impactful as the business landscape continues to change. By embracing these HR strategy shifts, HR pros can elevate their roles and contribute more significantly to their organizations’ success.

Phishing emails with HR-related subjects continue to target employees across the world, according to the latest data from KnowBe4. What can we do about this as an organization?

Both initiatives provide crucial assistance to small employers facing the complexities of family leave laws and the financial challenges associated with employees taking leave.

Whenever there’s a generalized perception of an entire group of people, that perception is bound to be incorrect with respect to many members of that group. By dismissing Gen Z as lacking a strong work ethic, hiring managers are not only hurting the employment prospects of members of this generation; they’re also hurting their own prospects of finding quality workers.

Tech companies have not been constrained by the hierarchies and conventions that legacy organizations have historically ingrained in their structure or culture. As a result, tech leaders have always been able to think differently about their company’s culture, approach, or their leadership style. This is especially true for startups, as the attitude and actions of leadership even more define culture.