HR Bytes Newsletter, June 2024
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Welcome to the June edition of HR Bytes, where we explore the latest trends, developments, and insights shaping the world of work. In this month's issue, we're enthused to share insights from Meg Bear on S4E2 of our HR Bytes? VODcast and thoughts on keeping the human touch alive as we implement tech into our work from Mike Cilla, M.S., SHRM-CP . We are exploring cutting-edge advancements in AI and transformative shifts in HR automation, the unprecedented AI spending spree by tech giants like Alphabet, Amazon, and Microsoft, signaling a significant shift toward AI-driven innovation and infrastructure development, and other news bytes from the workplace. Join us as we unravel the latest innovations, challenges, and opportunities in the dynamic world of HR. Together, let's continue to learn, adapt, and thrive in shaping the future of work.
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HR Bytes Beyond Borders: Global HR News
A survey by Slack revealed that 66% of workers haven't yet adopted AI at work, even though there is a growing urgency among executives to incorporate it. Despite inflation and the economy being less of a concern for employers, AI innovation has become their top priority. The survey of 10,000 desk workers worldwide found that 96% of executives now feel a strong urgency to incorporate AI, a figure that has surged seven-fold in the last six months. The benefits of AI for those who use it include increased productivity and better job satisfaction. However, trust and lack of training are major barriers. To fully realize AI's potential, organizations need clear AI guidelines, more training, and a shift in how they measure productivity. The focus should be on meaningful work rather than busy work, and efforts should be made to close gender gaps in AI usage.
Microsoft and the AFL-CIO have joined forces in a groundbreaking partnership aimed at developing artificial intelligence (AI) in a way that includes input from workers. This historic collaboration involves incorporating the voices of labor union members into AI development, providing training on AI for workers, and advocating for policies that benefit workers in the AI-powered economy. With concerns about AI potentially replacing human jobs on the rise, the partnership seeks to address these anxieties by ensuring that workers have a seat at the table in shaping the future of AI. Microsoft, known for its involvement in AI development through initiatives like OpenAI, and the AFL-CIO, representing millions of workers across various industries, are working together towards three main goals:
1. Incorporating worker feedback into AI development to create technology that is worker-centered.
2. Providing educational opportunities on AI for workers to adapt to the changing landscape of work.
3. Collaborating on policy development to support workers in the AI-powered economy.
We're thrilled to announce that we'll be attending the SHRM Annual Conference & Expo in Chicago from June 23-26! Join us on June 23rd at 7:00 pm CST at the iconic Portillo's for a bite and an HR Byte! RSVP link below. See you there!
HR Bytes Across the States: Exploring National and Local HR News
New York has taken a significant step forward by becoming the first state to mandate paid time off for prenatal care, starting in 2025. This move ensures that pregnant employees can attend appointments without worrying about lost wages or using up their existing family leave. Additionally, employers are now required to provide paid break time for nursing employees to express breast milk for up to three years after childbirth. This initiative reflects a growing recognition of the importance of supporting workers' reproductive and postpartum health. Other states like California have also implemented measures to address similar concerns, such as providing leave for reproductive loss.
The U.S. job market is undergoing some interesting shifts, with a spotlight on skilled labor versus knowledge-based professionals. Data shows a higher unemployment rate for professionals and business services workers compared to those in manufacturing. It's like a "buyer's market" for brainpower and a "seller's market" for manual labor.
While April's job growth was below expectations, it's not all bad news. The slight rise in unemployment was seen as a "goldilocks" scenario by some economists, signaling a healthy balance between inflation and low unemployment.
Colorado Enacts First Comprehensive U.S. Law Governing Artificial Intelligence Systems via Future of Privacy Forum
Colorado has taken a groundbreaking step in regulating the use of artificial intelligence systems with the introduction of the Colorado AI Act (CAIA). Signed into law by Governor Polis on May 17, this legislation marks the first comprehensive effort in the United States to address the potential risks associated with AI technology. The CAIA aims to protect individual rights and prevent discriminatory outcomes resulting from the use of high-risk AI systems. It builds upon existing best practices and incorporates input from a wide range of stakeholders, including a bipartisan group of policymakers led by Colorado Senate Majority Leader Rodriguez and Connecticut Senator Maroney. This collaborative approach underscores the complexity of regulating emerging technologies like AI, emphasizing the importance of incorporating diverse perspectives.
Ever heard of the mysterious "hush trips"? It's like entering a hidden world where work and wanderlust merge, turning remote work into a thrilling adventure. As HR wizards, you're the trailblazers navigating the wild terrain of flexible work setups, ensuring all is shipshape with rules and fostering a vibe of trust and openness.
Today, we're probing into the intriguing case of 'hush trips' in remote work. Imagine this: employees disappearing on covert work missions without a whisper, creating a whirlwind of challenges for companies in terms of policies and logistics.
While the idea of sneaky remote work jaunts may sound like a blast, it's not all rainbows and butterflies. These "hush trips" involve working from undisclosed locations, throwing a curveball into the mix of remote work dynamics. And hey, it's not just a fun game – legal and practical hurdles come into play, from tax matters to employment laws, keeping businesses on their toes.
Working from anywhere might sound cool, but it can lead to complications like not being covered by worker's comp if something goes wrong during work-related activities while traveling. Plus, there are tax implications, especially for long-term remote workers in different states or countries.
Having a clear travel policy that prohibits hush trips isn't about being strict; it's about staying compliant with laws and protecting both the company and its employees.
Working from anywhere might sound cool, but it can lead to complications like not being covered by worker's comp if something goes wrong during work-related activities while traveling. Plus, there are tax implications, especially for long-term remote workers in different states or countries.
Having a clear travel policy that prohibits hush trips isn't about being strict; it's about staying compliant with laws and protecting both the company and its employees.
While some travel is allowed within reasonable limits, it's crucial to communicate the rules, educate employees on why they exist, and take appropriate action if rules are broken, even up to termination if necessary.
What other perspectives would you add to the above?
Let's continue the conversation. Write to us at [email protected] .
?? HR Bytes Spotlight
We asked HR practitioners how to strike a balance between technology and keeping people at the forefront of their decisions. Here’s Mike Cilla, M.S., SHRM-CP 's take on it!
JESS VON BANK explores the significant gender gap in attitudes toward artificial intelligence (AI) and discusses how HR can address it. Women, more than men, tend to perceive AI as threatening due to fears about economic uncertainty, personal security, and the impact of mega change. To bridge this gap, HR can take proactive steps such as promoting fair representation of women in STEM fields, implementing tougher rules on digital crimes, and ensuring workforce policies promote equity for women in the age of AI. By acknowledging and addressing these fears, HR can help prevent the unnecessary harm and disproportionate impact of AI on women and other vulnerable groups.
The evolution of the human resources (HR) function from focusing on cost-cutting to prioritizing employee well-being. It highlights the shift in HR's role due to factors like a tight job market and rising workplace stress. The article emphasizes the need for HR to advocate for employees and drive changes in company policies. It also underscores the importance of providing accurate data to company leaders regarding the true costs of turnover and the impact of employee stress. Overall, HR's new role involves prioritizing employee welfare, providing valuable data, and advocating for policies that support long-term success.
领英推荐
How organizations are using artificial intelligence (AI) to improve various aspects of their human resources (HR) operations. It highlights four main ways AI is being utilized: creating AI ‘employees’ to assist with tasks and provide feedback, using AI to tailor communication styles, implementing personalized learning pathways for employees, and utilizing AI-powered tools for feedback management. Overall, it emphasizes how AI is revolutionizing HR processes, making them more efficient, personalized, and supportive for employees, ultimately contributing to organizational growth and innovation.
In today's era dominated by artificial intelligence (AI), the value of people skills remains paramount. While AI can handle many tasks, it lacks the human touch needed for creativity, emotional understanding, and relationship-building. This underscores the ongoing importance of human capabilities. To further develop these skills, engaging in group activities, practicing active listening, reading, mindfulness, and embracing a growth mindset are recommended. Investing in people skills not only benefits individual career growth but also enhances one's value to any organization amidst the evolving landscape of work.
In today's HR landscape, artificial intelligence (AI) is reshaping the way businesses manage their human resources. With promises of increased efficiency and insights, AI is transforming recruitment, talent management, and employee engagement. However, HR leaders face critical considerations in implementing AI responsibly and effectively.
Firstly, HR leaders must understand how AI can enhance human capabilities rather than replace them entirely. By automating mundane tasks, AI frees up time for HR professionals to focus on strategic decision-making and fostering innovation within the workforce.
Secondly, ensuring fairness and equity in AI-driven HR practices is crucial. HR leaders must implement ethical frameworks and diversify datasets to mitigate biases and promote inclusivity.
Thirdly, while enhancing the employee experience through AI-driven personalization is beneficial, respecting privacy and data protection is paramount. HR leaders must balance delivering tailored solutions with safeguarding sensitive personal information.
Moreover, investing in upskilling and reskilling initiatives is necessary to prepare the workforce for AI integration. HR leaders should prioritize training programs to equip employees with the digital fluency and AI literacy needed to thrive in the evolving workplace.
Lastly, AI can play a significant role in building stronger workplace cultures by streamlining processes like workplace investigations and uncovering systemic issues. By aligning AI practices with organizational values, HR leaders can ensure that these technologies contribute positively to culture, fostering an environment of inclusivity and continuous improvement. In navigating AI in HR, asking these five questions can help HR leaders harness the potential of AI while addressing ethical, privacy, and cultural considerations to drive organizational success.
In the future, many jobs might be taken over by machines, leaving people worried about their employment. Studies predict that a significant portion of jobs could be automated soon. But instead of focusing solely on which jobs might disappear, it’s important to consider which aspects of jobs will remain human-driven. Some jobs like being a barista have seen automation, but the social interaction aspect, like chatting with a bartender, remains uniquely human. Two key aspects make some jobs harder to automate: emotion and context. Humans excel at understanding and expressing emotions, and they can adapt to different situations by considering the context. These skills are crucial for critical thinking, problem-solving, and effective communication—qualities that employers highly value. Employers seek candidates who can think critically, communicate clearly, and work well with others. These are the skills that technology struggles to replicate, giving humans an advantage in the job market.
The importance of involving employees in the adoption of AI technology within organizations, particularly from a human resources (HR) perspective, is emphasized in the piece. It highlights that while AI can enhance efficiency and productivity, it's essential to ensure that employees feel included and empowered throughout the process. Common challenges arising when AI adoption excludes employees, such as loss of autonomy, resistance to AI, and the creation of business silos, are outlined. Strategies for inclusive AI adoption are suggested, including fostering collaboration between tech and non-tech teams, providing support and training for employees, and creating a culture of openness and empathy among leadership. Overall, the need for HR professionals and leaders to prioritize employee involvement and well-being in AI initiatives to maximize their success and ensure a positive organizational impact is underscored.
?? Geckos’ Ear Candy: HR Podcast Recommendations
We are tuning into the People Managing People podcast. Host David Rice talks to top industry professionals to provide the tips, tricks, and tools to recruit, retain, and manage your people and organization more effectively.
Of course, we are excited for Season 4 Episode 2 of our very own HR Bytes? , where we share stories of HR trailblazers redefining HR with a global mindset and local impact. This month, our guest is Meg Bear !
We found some new reads to stay ahead of HR and the future of work trends! What is on your HR bookshelf this month?
??? HR Bytes Reminders: Mark Your Dates with HR Excellence
Hey HR pros, as we dive into June, let's do it with finesse. Here's your heads-up for the month ahead, highlighting those must-know dates to make your HR journey a breeze!
June 1: Prescription Drug Data Collection (RxDC) Deadline.
June 15: Deadline for filing Form 5500 for employee benefit plans (for plans with a December 31 year-end). This form is related to reporting information about the plan’s financial condition, investments, and operations.
June 30: Form 720: This deadline pertains to reporting and paying the federal excise tax on certain health-related items.
June 30: End of the second quarter for tax purposes: Ensure that all payroll taxes, including federal income tax withholding, Social Security, and Medicare taxes, are accurately reported and paid. This is crucial for compliance with federal tax regulations.
As June unfolds, we find ourselves on the threshold of another month teeming with potential and promise in the HR landscape. Building upon the insightful discoveries and transformative revelations of May, we are propelled into a new wave of exploration and adaptation. Navigating the ever-changing currents of AI integration, workforce dynamics, and ethical considerations, we must remain steadfast in our commitment to fostering vibrant, inclusive workplaces. So, let's stay motivated, stay curious, and continue our journey together.
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AI is changing the world - I am here to supercharge that change | Connecting HR and Tech | 12+ Years Leading People & Product Initiatives | opinions expressed are my own
5 个月Great compilation of resources (once again) from the team! I must to dive deeper on the HR's new Role!
Digital Marketing and Lead Gen Associates | Canva Pro | ORM | Content Management | Skilled in Organic & Paid Campaigns | Building Brands Through Engaging Content | Boosting Online Visibility & Engagement
5 个月Insightful read
President and CEO at 1105 Media (B2B, B2C) - 3 Exits | Open To New Board Opportunities | YPO | Advisor | Private Equity | 2X Best Selling Author (New book: AI Made Simple | Keynote Speaker
5 个月Thank you for featuring my book AI Made Simple!
HR Lead | People & Talent Management Expert | Women Leadership Advocate | Author | Adjunct professor
5 个月HR Geckos? Jay Polaki?? SHRM-SCP/SPHR Thanks for adding the chameleon leader to your monthly reads on HR and the future of work trends!