Hiring managers are more prone to disability bias in certain situations, and inclusion-focused gen-AI tools might inadvertently "swing the pendulum toward preferential treatment", a researcher has found.
Organisations are spending more on workplace wellbeing, but they're not seeing it translate to higher employee engagement, nor do employees consider themselves well supported at work, according to new research.
Academic research has added weight to the business case for HR investment, finding organisations are more productive when they offer work-life balance and reduce their gender pay gap.
When overwhelmed managers can distinguish between their productive and unproductive struggles, they're less likely to feel like they're "spinning [their] wheels and stagnating", a performance consultant says.
A new report calls for employers to stop treating upward bullying as an "interpersonal issue", and recognise it as "a distinct organisational and governance risk".
Workplaces are full of well-intentioned leaders who are confused as to why "morale is low, collaboration is stalling, and trust is slipping through their fingers", not realising the gap that exists between their intentions and their impact, a leadership behaviour strategist says.
Too much focus on digital technologies could advance workplace productivity "at the cost of human meaning", according to a research team now urging "a more proactive HR response".
Some high-performers operate within an "impossible" system that rewards over-functioning and ends up keeping them "stuck", according to a performance specialist.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
