Latest news with #ETHRWorld
Time of India
3 days ago
- Business
- Time of India
Weekly Jobless Claims Surge Amid US Labor Market Uncertainty, HR News, ETHRWorld
Advt Advt Join the community of 2M+ industry professionals Subscribe to our newsletter to get latest insights & analysis. Download ETHRWorld App Get Realtime updates Save your favourite articles Scan to download App WASHINGTON: The number of Americans filing new applications for unemployment benefits increased more than expected last week, while the jobless rate appeared to have picked up in May as labor market conditions continue to claims for state unemployment benefits rose 14,000 to a seasonally adjusted 240,000 for the week ended May 24, the Labor Department said on Thursday. Economists polled by Reuters had forecast 230,000 claims for the latest hoarding by employers following difficulties finding labor during and after the COVID-19 pandemic is underpinning the jobs market. Nonetheless there has been an uptick in layoffs because of economic uncertainty as President Donald Trump pursues an aggressive trade policy, which economists say is making it challenging for businesses to plan ahead.A U.S. trade court on Wednesday blocked most of Trump's tariffs from going into effect in a sweeping ruling that the president overstepped his authority. Economists said the ruling, while it offered some relief, had added another layer of uncertainty over the economy.A report from the Bank of America Institute noted a sharp rise in higher-income households receiving unemployment benefits between February and April compared to the same period last year. Its analysis of Bank of America deposit accounts also showed notable rises among lower-income as well as middle-income households in April from the same period a year expect claims in June to break above their 205,000-243,000 range for this year, mostly driven by difficulties adjusting the data for seasonal fluctuations, following a similar pattern in recent years. That would not suggest a material shift in labor market conditionsMinutes of the Federal Reserve's May 6-7 policy meeting published on Wednesday showed while policymakers continued to view labor market conditions as broadly in balance, they "assessed that there was a risk that the labor market would weaken in coming months."They noted that there was "considerable uncertainty" over the job market's outlook, adding "outcomes would depend importantly on the evolution of trade policy as well as other government policies."The U.S. central bank has kept its benchmark overnight interest rate in the 4.25%-4.50% range since December as officials struggle to estimate the impact of Trump's tariffs, which have raised the prospect of higher inflation and slower economic growth this number of people receiving benefits after an initial week of aid, a proxy for hiring, increased 26,000 to a seasonally adjusted 1.919 million during the week ending May 17, the claims report showed. The elevated so-called continuing claims reflect companies' hesitance to increase headcount because of the economic claims covered the period during which the government surveyed households for May's unemployment rate. The jobless rate was at 4.2% in people who have lost their jobs are experiencing long spells of unemployment. The median duration of unemployment jumped to 10.4 weeks in April from 9.8 weeks in March.(Reporting by Lucia Mutikani; Editing by Chizu Nomiyama)
Time of India
4 days ago
- Business
- Time of India
Panama Declares State of Emergency as Chiquita Brands Layoffs Follow Massive Worker Strike, ETHRWorld
Advt Join the community of 2M+ industry professionals Subscribe to our newsletter to get latest insights & analysis. Download ETHRWorld App Get Realtime updates Save your favourite articles Scan to download App Panama City: The Panamanian government on Tuesday declared a state of emergency in one province after US banana giant Chiquita Brands laid off about 5,000 workers following a strike that had ground its production to a went on strike a month ago in the province of Bocas del Toro, blocking roads and halting school instruction to protest a pension reform approved by workers have also been striking for the past month over the pension "state of emergency" declaration allows the government to speed past bureaucratic hurdles to address economic or social crises quickly. Bocas del Toro lives off tourism and banana which employed more than 7,000 workers, laid off about 5,000 of them last week for what they called unjustified abandonment of company claims the strike has cost it $75 million in losses and caused irreversible damage to the production of Panamanian President Jose Raul Mulino warned Friday that more jobs are on the line if the strikes continue.
Time of India
25-05-2025
- Business
- Time of India
Debunking HR Myths: Why workplace celebrations and surveys matter, ETHRWorld
Highlights Celebrations boost engagement and reinforce company values. Surveys succeed when organizations take visible action on feedback. Inclusive practices enhance employee experience and trust. Advt Advt By , ETHRWorld Contributor Join the community of 2M+ industry professionals Subscribe to our newsletter to get latest insights & analysis. Download ETHRWorld App Get Realtime updates Save your favourite articles Scan to download App In today's data-driven business environment, HR initiatives are increasingly expected to deliver measurable impact. Yet workplace celebrations and employee surveys are often dismissed as 'feel-good' activities with limited business value. This view misses the deeper truth: when implemented thoughtfully, these practices significantly enhance organizational health and performance. Here's are frequently first to be cut when budgets tighten. But their impact reaches far beyond momentary happiness.1. They reinforce organizational identity. Celebrating achievements aligned with company values helps embed those values in everyday culture more powerfully than any policy document.2. They build social networks. From national holidays to sports tournaments or health challenges like a Stepathlon, shared experiences create trust and break down silos across teams and levels. Employees who report strong workplace relationships are more likely to be engaged and productive.3. They make progress visible. In knowledge work, where impact isn't always immediately apparent, celebrations provide tangible recognition. This satisfies our basic need to see that our work matters.I call this the 'Visible Investment Effect'—when organizations publicly invest time and resources in celebrating employees, it sends a strong message that people matter. This often leads to increased discretionary effort and commitment. These benefits are backed by behavioural science. Principles like reciprocity, social proof, and psychological safety—all fostered through celebration—are proven drivers of performance and don't fail because employees are tired of them. They fail because organizations don't act on what they learn. To close this 'Say-Do Gap' we use a four-step framework:1. Ask the right questions – Focus on what directly influences performance and experience.2. Communicate transparently – Share key findings, even the difficult ones.3. Take visible action – Even small steps, if linked to feedback, build trust.4. Track and share impact – Reinforce that input leads to REA India, our post-survey actions include department-level initiatives and personalized development plans (IDPs) for managers. These targeted responses have improved our people strategy and driven higher engagement and participation year after year. When feedback loops are closed consistently, surveys stop being a routine—they become a foundation of real power emerges when we stop treating celebrations and surveys as separate. Together, they form a cohesive employee experience strategy that addresses fundamental human needs: to be heard, to feel valued, and to see progress. Surveys provide insight. Celebrations provide meaning. When paired, they reinforce each other and create a culture of appreciation and work has disrupted informal connections and spontaneous moments of belonging. But it has also forced us to rethink what truly builds celebrations, onboarding rituals, and digital recognition moments—when thoughtfully designed—can be just as impactful as their in-person counterparts. In fact, they often have greater reach and seen first-hand how digital-first celebrations can still build connection, clarity, and morale. What matters most isn't the medium—it's the intention: to help people feel seen and is essential in modern workplaces. Celebrations must be respectful of diverse backgrounds, cultures, and preferences. Not every employee connects with the same events or expresses engagement in the same way. Likewise, surveys must be designed to include varied communication styles and needs. Creating space for quieter voices, neurodiverse employees, or those working in different geographies helps ensure everyone's experience is represented. Inclusive practices aren't just ethical—they're HR often leads these initiatives, their success hinges on leadership modelling. When leaders engage in celebrations or reference survey feedback in decisions, it sends a message that these efforts when leaders are disengaged or inconsistent, it undermines trust and devalues the experience. Celebrations and surveys must be sustained—not one-off gestures. Culture is built through rhythm: regular feedback, regular recognition, and a shared sense of time has come to reframe the conversation. Celebrations and surveys aren't fringe perks. They are central to creating a workplace where people bring their best thinking, strongest commitment, and highest creativity. In a world where talent is a company's most valuable and costly resource, the real question isn't whether we can afford these initiatives. It's whether we can afford not to.
Time of India
25-05-2025
- Business
- Time of India
AI in HR: Hype Vs Reality, HR News, ETHRWorld
Advt Advt By , ETHRWorld Contributor Join the community of 2M+ industry professionals Subscribe to our newsletter to get latest insights & analysis. Download ETHRWorld App Get Realtime updates Save your favourite articles Scan to download App Artificial Intelligence (AI) is the shiny new object in every boardroom discussion. HR, long seen as the custodian of people processes, is no exception. There's a growing buzz that AI will 'revolutionize' HR - automating recruitment, predicting attrition, personalizing learning, and even writing job descriptions. Behind all the buzz and bold claims lies a simple truth: AI in HR is a powerful tool, but it's not where does the hype end and the reality begin?Imagine this: An AI tool scans thousands of resumes in seconds, shortlists top talent, schedules interviews automatically, analyses candidate responses for tone and confidence, and even sends out offer letters - while the recruiter sips is the dream sold by many vendors. And to be fair, some of this is already happening. There are tools which are using AI to assess candidate facial expressions and cognitive traits. LinkedIn Talent Insights can predict talent availability and competitor hiring trends. Chatbots like Paradox's Olivia handle scheduling and FAQs 24/ while these tools are impressive, they are not plug-and-play ground this in a real story.A global tech firm implemented an AI-powered resume screener to reduce time-to-hire. It worked - initially. But six months later, they realized the algorithm was biased. It was favouring candidates from specific universities and inadvertently filtering out applicants from underrepresented root cause? The AI was trained on historical hiring data - which carried human learned: AI is only as good as the data it's fed. In HR, where decisions affect lives and careers, bias isn't just a technical glitch - it's an ethical can genuinely elevate HR when applied with purpose and caution. Here are a few practical examples –1.: Companies like Unilever have pioneered AI in hiring by using gamified assessments and video interviews analysed by AI. This allowed them to screen thousands of candidates faster and more fairly - especially for entry-level roles. The result? A 90% reduction in screening time and more diverse shortlists.2.: AI-driven platforms like Culture Amp and Peakon can analyse employee feedback in real-time to detect mood shifts, burnout risks, or engagement drops - long before traditional engagement/dip-stick surveys would. Imagine an AI alerting HR that engineers in a particular team are showing signs of disengagement based on internal feedback. That's actionable intelligence.3.: Gone are the days of generic training modules. AI tools like EdCast and Degreed now curate learning paths based on roles, career goals, and skill gaps. It's like Netflix for professional growth - relevant, bite-sized, and doesn't understand organizational culture. It can't mediate conflicts, coach a struggling manager, or inspire a team during tough times. These require empathy, context, and emotional intelligence - uniquely human traits.A chatbot can answer policy questions, but it can't detect when a new joiner is silently struggling with imposter a hybrid world, where connection is currency, HR's role is becoming more human, not should HR professionals be afraid of AI? Absolutely not. But we must engage critically, not blindly adopt will not replace HR. But HR professionals who understand AI will replace those who don' future belongs to those who can blend technology with empathy, data with judgment, and automation with human insight. AI is a tool - not the destination. Let's use it wisely, and not let the hype overshadow our most powerful asset: PEOPLE.
Time of India
24-05-2025
- Business
- Time of India
From Metrics to Mindset: Advancing DEIB through real-time tracking and inclusive leadership, ETHRWorld
Advt Advt By , ETHRWorld Contributor Join the community of 2M+ industry professionals Subscribe to our newsletter to get latest insights & analysis. Download ETHRWorld App Get Realtime updates Save your favourite articles Scan to download App In 2025, Diversity, Equity, Inclusion, and Belonging (DEIB) transitioned from aspirational ideals to essential components of organizational strategy. As workplaces become increasingly diverse and dynamic, the integration of real-time tracking mechanisms and the cultivation of inclusive leadership have become pivotal in driving meaningful DEIB DEIB assessments, often conducted annually, fail to capture the nuanced and rapidly changing dynamics of the modern workplace. Real-time tracking offers a more agile approach, enabling organizations to –: Real-time data collection allows for ongoing assessment of representation across various demographics, facilitating timely interventions.: Regular pulse surveys and feedback mechanisms help gauge employees' sense of belonging and inclusion, identifying areas needing immediate attention.: Transparent reporting of DEIB metrics fosters a culture of accountability, encouraging leaders to take ownership of DEIB initiatives A study by Culture Amp highlights that organizations leveraging real-time DEIB data are better positioned to implement effective strategies and measure their impact leadership is the linchpin in translating DEIB metrics into meaningful action. Leaders who prioritize inclusivity –: By creating environments where all employees feel valued and heard, inclusive leaders encourage open dialogue and innovation.: Inclusive leaders actively seek out and consider diverse viewpoints, enhancing decision-making and problem-solving.: Through their actions and decisions, inclusive leaders exemplify the organization's commitment to DEIB, setting the tone for the broader from Forbes underscores that organizations with inclusive leadership are more likely to achieve their diversity targets and experience higher employee synergy between real-time DEIB tracking and inclusive leadership creates a feedback loop that reinforces positive outcomes –1.: Real-time insights enable leaders to tailor initiatives that address specific challenges and opportunities within their teams.2.: Inclusive leaders use ongoing feedback to adapt their approaches, ensuring that DEIB efforts remain relevant and effective.3.: The combination of data and inclusive practices fosters a culture where DEIB is embedded in everyday operations, leading to lasting to TalentNeuron, integrating data-driven strategies with talent management is crucial for navigating the complex interplay of modern HR trends, including the clear benefits, organizations face challenges in advancing DEIB initiatives. A report by Affirmity reveals that while 21% of respondents rate their organization as "advanced" on the DEIB maturity model, only 7% see themselves as "expert." Additionally, 45% of respondents consider a lack of budget as their top barrier to increasing DEIB external pressures have led some companies to rebrand or scale back their DEIB programmes. An analysis by The Washington Post found that mentions of DEI in S&P 500 companies' 10-K filings fell to an average of four in 2024, down from a peak of 12.5 in 2022. This decline follows the US Supreme Court's 2023 ruling against affirmative action in college admissions and subsequent conservative activism targeting DEI these challenges, many organizations remain committed to DEIB. A 2024 study by Bridge Partners found that 72% of business leaders expected to expand their DE&I programmes in the next 24 organizations strive to navigate the complexities of the modern workforce, the integration of real-time DEIB tracking and the cultivation of inclusive leadership emerge as critical strategies. By embracing these approaches, businesses not only enhance their DEIB outcomes but also drive innovation, employee satisfaction, and overall the words of a recent HR Research Institute report, "The path to DEIB maturity is paved with continuous learning, accountability, and a steadfast commitment to inclusivity at all levels of leadership."Let us commit to transforming metrics into mindsets, fostering workplaces where diversity is celebrated, equity is ensured, inclusion is practised, and belonging is felt by all.
