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In today's dynamic business environment, agility may make or destroy a company's future. It is important not just to respond to disruptions, but also to adapt to changing market conditions and technology improvements. In other words, there is no longer a point of differentiation for enterprises.
Organizational agility is no longer a desirable trait, but rather a requirement for survival. It is thus up to HR departments to build a strong and flexible staff, the foundation of which is an agile organisation. However, getting there presents its own set of obstacles. So, what is the point, one could ask? So, here's the money side of things that may motivate you to pursue agility.
Also Read:Boost Your Hiring Process With Agile Recruitment
In comparison to industries such as travel and hospitality, the epidemic left minor effects. These firms also appear to be relatively resistant to the talent battle that the rest of the globe is dealing with. Meanwhile, non-agile and traditional businesses are finding comfort in abandoning age-old work ideals and redesigning their structures to become more flexible and dynamic. Given the uncertainty of markets and talent flows, they have found renewed meaning in constantly innovating their hiring and interview methods.
The pillars of an agile workforce cover several dimensions, each of which contributes to the organization's overall adaptability.
Flexibility: Agile firms can quickly change and adapt to dynamic market unpredictability, ensuring their continued relevance in a competitive market context.
TO Know More: https://hrtechcube.com/how-hr-can-help-organizations-create-an-agile-workforce/
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Diversity Survey: Challenges and Opportunities for Building Long-Term DEI Change
Google CEO Sundar Pichai stated that "a diverse mix of voices leads to better discussions, decisions, and outcomes for everyone." However, when diversity programs are first implemented at a company, employees frequently express hesitation. In a divided political context, a diversity study based on reliable data can help establish facts on which everyone can agree.
Also Read: Is HR Ready for the AI Revolution?
Even with greater focus on racial equity, creating a DEI program presents numerous hurdles. The good news is that these difficulties can also provide chances for growth if CEOs handle them directly.
Here's the truth about DEI programs: without objective, actionable data, they nearly always fail. That's because getting staff and employees to agree on a delicate issue like DEI necessitates hard evidence. A diversity campaign must address the specific needs of your workforce, and a diversity survey provides the foundation for success.
Diversity, equity, and inclusion are three interconnected values.
DEI stands for Diversity, Equity, and Inclusion, three interrelated goals that many businesses and organizations have pledged to uphold.
Diversity: Who are your employees? Are people of various genders, sexual orientations, ages, and abilities represented? Are your employees largely from the same religion or ethnicity, or do they come from a diversity of backgrounds?
TO Know More: https://hrtechcube.com/8-opportunities-for-making-your-diversity-survey-a-success/
Q) Greetings Carleen, can you briefly outline your professional journey and what led you to establish EnrichedHQ as CEO?
Over the last 22 years, I’ve carved out a fulfilling career in enterprise tech, starting as a developer for Fortune 1000 clients before expanding into leadership roles across product, operations, marketing, and ultimately, sales of complex infrastructure solutions to C-level executives. As a proud single mother of a 12-year-old son, I’ve always strived to balance my professional aspirations with my parenting responsibilities, often going the extra mile to overcome the biases against working single parents in corporate America.
The challenges of balancing caregiving and a demanding career, especially as a single mother, became even more pronounced with the onset of the pandemic in early 2020. This period not only tested my ability to juggle professional and personal roles but also highlighted the gaps in support for working parents, particularly when it comes to educational and extracurricular opportunities for our children.
Motivated by my experiences and the technological gaps I identified, I founded EnrichedHQ in 2020. My vision for EnrichedHQ was to leverage technology to create a platform that offers virtual extracurricular programs for school-aged children, aiming to support working families, especially women. I wanted to build a solution that addressed my struggles, providing accessible educational opportunities that complement school learning and focus on essential life skills. My aim is to ensure that all children, regardless of their economic background or abilities, have immediate access to the best programs from a single platform.
To learn More: https://hrtechcube.com/hrtech-interview-with-carleen-haylett/
Diljaan, could you discuss your approach to learning and development within the retail sector, particularly in the context of both call centre training and broader HR strategies?
When we talk about learning & development in retail, especially at Match Retail, we’re really painting on a broad, vibrant canvas.
Working in retail has always been mercurial, always ever-evolving. If I can continue the art piece metaphor, retail is constantly changing colors with trends in technology and consumer behavior.
As the Director of Training, I approach this with a blend of traditional retail acumen while striving to experiment with new, untried ideas and strategies. It’s about ensuring that our call center teams and broader HR strategies are not just keeping pace, but are ahead of the curve.
Let’s start with call centers. Here, the training isn’t just about handling calls efficiently. It’s about giving our team the knowledge and tools to make every customer feel special. Like every business, we’re integrating AI to streamline processes. But the core remains focused on enhancing human interactions.
For broader HR strategies, it’s about nurturing a culture where continuous learning is as natural as breathing. We’re encouraging our teams to embrace change, be it new software, shifting consumer trends, or evolving communication channels.
To learn More Visit: https://hrtechcube.com/hrtech-interview-with-diljaan-gill/
A new era is approaching in the world of personnel—the era of information, powered by AI. With technologies such as ChatGPT lighting the path, generative AI has become an excellent tool for efficiently extracting critical insights from vast rivers of data within businesses. As companies enter the world of large language models (LLMs), they get the capacity to easily combine data from many domains such as HR, finance, and employment. This stream of data, once harnessed by LLMs, is easily accessible to any employee, changing information retrieval and empowering the workforce like never before.
The recommendation: HRTech Interview with Carleen Haylett, CEO of EnrichedHQ
1. Evolution of the Intelligence Era
The rise of generative AI marks a substantial shift in both the technologies deployed and the culture of authorship and consumption. Businesses can use LLMs to extract information from a variety of sources, which is then accessible with a straightforward query. It means that each employee may access the information they require, increasing accessibility, collaboration, and the overall productivity and efficiency of the organization.
For instance, if a salesman requires customer or product information, they do not need to sift through databases or communicate with several people. Instead, they can communicate with a company chatbot powered by artificial intelligence. Not only does this make it easier to find what you're looking for, but it also promotes employee connectedness, saving decision-making time and, ultimately, adding value to the organization. There are few jobs that generative AI does not improve, but human resource workers in particular stand to benefit greatly. HR business partners may make better decisions about what their teams need to succeed by having more visibility into pay levels, retention rates, and employee engagement.
Join the conversation: https://hrtechcube.com/hr-and-ai-revolution/
Seeking to speed up and improve your hiring process? Agile recruitment is the solution. It's similar to sports teamwork: quick, adaptable, and constantly developing. Agile recruitment, inspired by how software is developed, removes boundaries and brings people together to swiftly locate the perfect personnel.
Forget traditional hiring. Agile recruitment is about collaboration, quick decisions, and continuous improvement. Whether you're an experienced hirer, a manager, or just starting out, this article will teach you everything you need to know about finding great talent and growing your team.
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Continue reading to understand how agile recruitment can improve your hiring process!
Agile recruiting transforms your hiring process by reinventing how you hunt for the appropriate candidate, not just arranging things differently.
Picture this: You know the drill: no matter how exhausted you are, you're thumbing through mountains of resumes and interview after interview, with no results. And here is where agile recruitment comes into play. It is a tactical move based on invaluable experience and is intended to improve hiring methods.
First and foremost, you must conduct a thorough study of your current process. Identifying strengths and weaknesses is the cornerstone for effective Agile method implementation. Setting defined and quantifiable goals after determining your starting point
Join the Conversation: https://hrtechcube.com/boost-your-hiring-process-with-agile-recruitment/
In the contemporary American workforce, a significant transformation is underway, largely driven by the escalating departure of working mothers due to inadequate childcare provisions. Termed as the "Mommy Tax," this trend stands as a pivotal factor contributing to an 80% gender pay gap in the U.S. This article delves into the mechanisms by which unjust work frameworks are compelling mothers to exit the workforce, with a notable 18% having made job changes or exits in the past year. The focus is on how HR leaders can recalibrate strategies to bolster support for working mothers, with a particular emphasis on collaborating with online childcare and educational platforms.
Recommended: IgniteTech unveils Jive Personas at ImagineAI Live.
Understanding the "Mommy Tax":
The "Mommy Tax" represents a systemic challenge in the United States, where working mothers encounter substantial income disparities compared to their childless counterparts. This gap transcends mere wage differentials, encompassing limitations in career advancement opportunities and workplace flexibility. According to data from the U.S. Bureau of Labor Statistics, a significant wage discrepancy exists between men and women, with women earning only 82 cents for every dollar earned by men as of 2022. Moreover, working mothers experience a 5% reduction in earnings per child compared to women without children.
The financial strain of after-school programs further exacerbates the challenges faced by working mothers. Statistics from the National Center for Education indicate that the average monthly cost of such programs can soar to $1,000 in certain regions. Single Black mothers, in particular, bear a disproportionate burden, with childcare costs consuming nearly 50% of their annual incomes. This financial burden, coupled with existing wage disparities, compounds the challenges for mothers in effectively juggling work and family obligations.
To Learn More: https://hrtechcube.com/working-moms-quit-jobs-due-to-lack-of-childcare-options/
IgniteTech, the AI Enterprise Software Company, announced the launch of Jive Personas. This pioneering new feature utilizes the power of Generative AI to create role-specific knowledge-based personas, delivering information in the form of lifelike digital assistants within its Jive software solution. Jive is an Employee Experience Platform deployed globally across multiple industries and government organizations, empowering the ability to share knowledge, connect people, and drive engagement. IgniteTech’s CEO, Eric Vaughan unveiled Jive Personas during his main stage session at the inaugural ImagineAI Live conference, dubbed the “Woodstock of Enterprise AI.”
Jive Personas leverages multimodal Large Language Models (LLMs) to process various inputs including natural speech, text, images and videos. The realistic, 3D Jive Persona goes beyond a generic studio avatar to represent the person that the company already knows—mirroring not only the person’s physical appearance but also their voice. When faced with questions beyond the current information in a company’s database, the Jive Persona reaches out to its human counterpart, the Persona Owner, in real time, gathering new information and instantly updating its knowledge base. Jive Personas even enables multiple languages, beyond the Persona Owner’s capabilities, a critical feature for today’s global workforce. IgniteTech posted a video demonstrating the power of Jive Personas at https://ignitetech.com/helloJivePersonas.
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