HR - Tracks

In group settings, when I ask senior leaders whether they’ve ever attended or sponsored their team members to attend programs focused on creativity and idea generation, the silence is palpable. Alternatively, it’s hard to regain control of the discussion when I ask them whether they and their teams do creative work. They wax eloquently on how critical creativity is to daily problem solving and responding to our ever-changing external environment.

Hiring managers need to know which interview questions to ask because not every job candidate is cut out to work from home.

The COVID-19 pandemic changed nearly everything about the way we live and work. But amid the Great Resignation, workers are coming face to face with another, less-talked-about phenomenon.

Kathryn Minshew, The Muse’s cofounder and CEO, is calling it “Shift Shock”: that feeling when you start a new job and realize, with either surprise or regret, that the position or company is very different from what you were led to believe.

Many companies are using drug tests these days as a way to weed out employees. Be sure to find out before you apply if the company is going to ask you to take a work drug test to avoid any embarrassment.

Employers have a role to play in talking about and treating the problem, says HBLC speaker Cheryl Brown Merriwether of the International Center for Addiction and Recovery Education.

Employee performance reviews are important. Here are 5 things we're not telling employees in their reviews that we should add to the mix.

Very little research has investigated the impact of personality on inclusion, or the link between personality and inclusive leadership behaviors. This study attempts to examine the relative importance of personality and other factors on employee perceptions of four aspects of inclusion:

The extent to which individuals feel they are included by their co-workers
The extent to which they feel they belong to, are ‘at home’ in, and are valued by their organization
The extent to which they feel they can be their authentic selves
The extent to which they feel their manager behaves in an inclusive way to them


Data was collected on 251 people who completed an online survey. Any respondents who were themselves managers or leaders were also asked questions about their own inclusive leadership style.

From new approaches to DE&I to the latest impacts of hybrid and remote work, Gartner's Brian Kropp explores what this year could hold for HR.

Too many applicants are screened out because they don’t fit a particular pattern.

Managers and direct reports should be able to talk honestly about career goals.

A team out of MIT combed through huge amounts of data to determine the real causes of the Great Resignation.

It’s time to change how we think about work.

It's not reverse psychology, but it is a great lesson in what not to do.

The company is trying to learn from its previous lay-off blunder, but it's not clear anything has changed.

Severance, a new series from Apple TV+, explores a simple solution for the problem of worker multidimensionality—one with Black Mirror-ish implications for society. It involves a medical procedure that severs an employee’s brain so that it functions in a vacuum whenever they’re on the clock. No personal life, no personality, and none of the emotional baggage associated with either. All that a severed brain retains on the job is the worker’s skill set and their time.

​Federal data show that men are entering the job market in droves despite the ongoing COVID-19 pandemic. Women are not.

Maybe accept that you’re better off not working for a company that wears its red flags on its sleeve.

The report includes 21 complaints of actual or attempted rape or sexual assault over the past five years at the global mining giant.

In recent years, the thinking on the future of work has focused on the need to reconfigure jobs—not to reimagine or replace them entirely. The reasoning goes like this: As alternative approaches to work have emerged such as artificial intelligence, automation, and off-balance-sheet talent, we need to disaggregate the job into component tasks, determine which tasks can be performed more optimally by smart machines or alternative talent outside of the organization’s walls, and then reassemble the remaining tasks with new ones to create a newly reconfigured job. Employees are then reskilled, upskilled, or outskilled to once again meet the needs of the newly reconfigured job, with automation substituting for, augmenting, or transforming the human worker’s role

The biggest mistake most new managers make is to continue doing their old jobs. Here are 10 great tips to get first-time managers rolling.