The shape of work is changing in front of our eyes. And while plenty has been written about digitization and the future of work, little has been said about how organisations can take this opportunity to re-imagine and super charge their HR function. This takes a holistic, planned and sustained approach. In this article, I share some views, based on our LACE model, so organizations can make the most of this opportunity.
Jobs at the top in the HR department often require master’s degrees, years of experience, and more specialized knowledge – but they also come with higher salaries. If you’re in the human resources field (or are looking to enter it and climb the ranks), possess strong interpersonal skills, and want to set your sights higher, cultivating another area of expertise within the field may help. Here are 5 jobs to aspire to on your career journey.
The rapid evolution of HR systems gives rise to new opportunities for employers along with new challenges in leveraging new capabilities. Christa Manning, Bersin, Deloitte Consulting’s vice president and solution provider research leader, laid out the varied and changing role of HR tech consultants in helping employers harness HR tech in a recent conversation with Employee Benefit News. Edited excerpts of that conversation follow.
The EEOC recognizes that “long COVID” may be a disability under the Americans with Disabilities Act (ADA) and Section 501 of the Rehabilitation Act in certain circumstances. The EEOC agrees with the analysis of “long COVID” by the Departments of Health and Human Services and Justice in their “Guidance on ‘Long COVID’ as a Disability Under the ADA, Section 504, and Section 1557.” EEOC technical assistance about COVID-19 and ADA “disability” in the employment context will be released in the coming weeks.
This June we honor national Pride month, and most significantly this year, we celebrate the first anniversary of the Supreme Court’s landmark decision in Bostock v. Clayton County, which affirmed – as the U.S. Equal Employment Opportunity Commission (EEOC or the Commission) had held several years earlier – that Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employment discrimination on the basis of sexual orientation or gender identity.