The Candidate Experience: 6 Elements to Win Top Talent

Getting and keeping employees engaged in the learning process is a challenge. Gamification can help make that a reality. Join research analyst David Wentworth for this upcoming webcast that will explore the best practices in gamified learning and development.

In the day-to-day busy-ness, it’s easy to lose sight of the fact that employees are actually people. Losing the personal touch in HR, employees begin to feel like numbers on a spreadsheet rather than a valued individual human. While many want to maintain that human connection it’s no surprise it falls by the wayside. There is so much time is spent with tedious, repetitive, and administrative tasks. We simply have no time to build relationships with employees, let alone focus on a strategy to do so.

For over 50 years, the Supreme Court has relied on the Civil Rights Act of 1964 to clarify and strengthen its definition of sexual harassment. Even today, it’s clear some employees remain confused about what is and isn’t sexual harassment and how they’re protected when reporting incidents. Between 2018 and 2021, the U.S. Equal Employment Opportunity Commission received nearly 30,000 charges of alleged sexual harassment. Sexual harassment drives preventable business costs: Human costs in low morale and high turnover; financial costs of legal fees, settlements or damages; and lost productivity in both front-line employees and executives. Avoiding these costs requires a comprehensive sexual harassment policy that is regularly reviewed and updated.

Organisations are increasingly recognising the value of older workers in filling skills shortages and the benefits that having mixed-age teams can bring. Putting in place support mechanisms, such as having open discussions about people’s careers in later life, and making suitable job adaptations can help to ensure that the opportunities presented by having people working for longer are maximised.