Latest news with #SHRM
Yahoo
4 hours ago
- Business
- Yahoo
Jason Sudeikis to open SHRM25 conference in San Diego
SAN DIEGO (FOX 5/KUSI) — The annual SHRM workplace and workers conference and expo is taking place over the summer and Jason Sudeikis has been announced as the opening mainstage speaker at this year's event. SHRM25 is taking place June 29 to July 2, 2025, at the San Diego Convention Center in downtown San Diego. In addition to actor, comedian, writer, and producer Jason Sudeikis, will be singer, songwriter, actor, and producer Josh Groban, author and podcast host Jay Shetty, actress, author, and podcast host Jenna Fischer, and actress, author and podcast host Angela Kinsey, along with the CEO of BambooHR Brad Rencher, and SHRM president and CEO Johnny C. Taylor. 'Jason Sudeikis's award-winning portrayal of Ted Lasso took the world by storm and redefined leadership—not through authority or ego, but through civility, empathy, optimism, and a belief in others,' shared Betty Thompson, SHRM-SCP, Chair of the SHRM Board of Directors. 'This is a powerful reminder that true leaders are accountable for their actions. By fostering trust, owning their decisions, and demonstrating integrity, they inspire others to do the same. SHRM members and HR professionals will be treated to an uplifting and engaging session full of humor and actionable insights to bring back to their workplaces, empowering them to lead with both accountability and purpose.' The world's largest HR conference, Society for Human Resource Management (SHRM), takes place in San Diego, 'offering insights on cutting-edge HR innovations, regulations, workplace trends, and leadership strategies.' Those in attendance at SHRM25 will learn how to master AI & HR tech, navigate new workplace regulations, tackle challenges like pay transparency, retention and workplace culture shifts, along with networking opportunities with thousands of HR professionals, Chief Human Resources Officers (CHRO), and industry pioneers. To learn more, visit SHRM25 will be offered both virtually and in-person, and is sponsored by BambooHR, with 375 sessions to choose from. Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
The Sun
2 days ago
- Business
- The Sun
Why Malaysian companies are losing talent and how to fix it?
IN today's digital-first economy, talent is not just important, it's everything. As businesses across Malaysia face increasing pressure to embrace new technologies and meet evolving customer demands, the strength and adaptability of their workforce have become mission-critical. Yet, a growing concern has emerged: 40% of Malaysian employers say they are struggling to retain employees due to significant skill gaps. Many of these gaps are tied to the digital transformation sweeping through industries, and the issue goes deeper than a lack of technical training. Often, companies don't even know what skills they should be focusing on, which makes it nearly impossible to build effective development plans. Former human resources minister V. Sivakumar highlighted in 2023 that up to 4.5 million Malaysians could face job losses by 2030 if they do not enhance their skills, particularly in response to the rise of artificial intelligence and automation. This uncertainty presents a serious challenge. Without clear visibility into the strengths and weaknesses of their workforce, many companies risk being left behind. Rapid innovation is now the standard, not the exception, and organisations that fail to keep pace may find themselves unable to compete. Fortunately, the solution lies not in guesswork or generic training modules, but in the power of people and behaviour analytics, a smart, data-driven approach to talent development. Turning data into development People analytics refers to the practice of collecting and analysing employee data to inform strategic decisions about hiring, development, engagement, and performance. When combined with behaviour analytics, businesses have the opportunity to gain a holistic understanding of their workforce. This allows them to design learning strategies that are tailored, relevant, and aligned with business goals. Building upon this integrated approach, organisations that effectively leverage people analytics experience a 25% increase in business productivity and a 50% reduction in attrition rates. Furthermore, a study by the Society for Human Resource Management (SHRM) found that companies utilising HR data analytics saw a 21% boost in productivity and a 22% decrease in turnover. These statistics underscore the tangible benefits of data-driven strategies in enhancing workforce performance and retention. By combining insights from people and behaviour analytics, this targeted approach ensures that each employee's learning journey is relevant, which not only improves learning outcomes but also increases engagement and satisfaction. Businesses can also craft personalised learning and development programmes that not only align with organisational goals but also foster a more engaged and efficient workforce. In this direction, employees are more likely to stay and grow in organisations that recognise their individual potential and invest in the right areas. Using learning data to drive strategic workforce development The importance of upskilling cannot be overstated. In a business environment where change is constant, continuous learning has shifted from being a luxury to a survival strategy. Skills that were in high demand just a few years ago are quickly becoming obsolete, replaced by new competencies in areas like artificial intelligence, cybersecurity, digital marketing, and automation. Yet many organisations continue to rely on outdated or broad training programmes that don't address the actual needs of their teams. For instance, if data shows that employees are consistently underperforming in areas related to digital communication or project management, a company can respond with focused learning modules tailored to close those specific gaps. At the same time, leadership teams can monitor progress over time, identifying high performers, potential mentors, and areas where further support is needed. This creates a culture of accountability and growth, where learning is not just encouraged but strategically integrated into everyday work. This is where solutions like OpenAcademy play a transformative role. OpenAcademy empowers employers to turn learning insights into real, measurable action. By tracking course completion rates, engagement metrics, and knowledge retention through quizzes and surveys, companies gain a detailed picture of how their employees are progressing. These insights allow leaders to make informed decisions about where to invest in training, which skills to prioritise, and how to align employee development with long-term business strategies. Building future-ready skills with data-driven clarity People and behaviour analytics offer Malaysian companies a clear, data-driven path to building a future-ready workforce. By identifying current capabilities, forecasting future skill needs, and aligning training with business goals, organisations can ensure their development efforts deliver real impact. This not only improves performance and innovation but also reinforces a culture where employees feel recognised and supported in their growth. Crucially, these benefits are accessible to businesses of all sizes. For Malaysia's many SMEs, even simple analytics tools can lay the groundwork for smarter talent development and long-term success. As companies continue to navigate digital transformation, embracing analytics will be key to staying competitive, resilient, and future-focused.
Yahoo
27-05-2025
- Business
- Yahoo
What should I do if my duties don't match my job description? Ask HR
Johnny C. Taylor Jr. tackles your workplace questions as part of a series for USA TODAY. Taylor is President and Chief Executive Officer of SHRM, the world's largest human resources professional society and author of "Reset: A Leader's Guide to Work in an Age of Upheaval.' Have a question? Submit it here. Question: Soon after being hired, I found my duties slightly out of line with my job description. After eight months on the job, my day-to-day responsibilities are much different from when I started. Should I be concerned enough to address the situation in my annual review next month? – Joshua Answer: Absolutely, you should bring this up during your annual review. An annual review is the ideal time and place for career conversations. Job changes such as this are more common than people think. Typically, you accept a job, get into the groove, and before long, your role starts to shift. Sometimes, it's gradual; other times, it's abrupt. But eight months in, if your current responsibilities don't resemble what you signed up for, it's worth a conversation. Don't look at this as sounding the alarm; instead, think of it as seeking clarity. Roles naturally evolve, especially in workplaces where people are stretched or when the business needs to shift quickly. The real questions are: Were those changes communicated to you? Do they align with your skills and interests? And do your compensation and title reflect the work you're doing? Come to the conversation prepared. Take note of the major differences between your original job description and your current daily responsibilities. What specific new things are you doing? When did they start? What have you stopped doing? Are you now working at a higher level than originally outlined in your job description? Be ready to discuss this factually, not emotionally, and give examples. Your goal is to align expectations, not to air complaints. Many managers would appreciate your initiative and welcome the discussion. When employees speak up about role clarity, it enables better staffing, development, and compensation decisions. You're not just advocating for yourself; you're contributing to a healthier and smarter organization. So, yes, bring it up and do so with confidence and professionalism. If your conversation with your manager doesn't go as planned, consider reaching out to your Human Resources department. They can often help in these difficult situations and provide helpful coaching opportunities for your manager if needed. My job is switching from 100% remote to hybrid. I have the option to move near our headquarters in Washington, D.C., or one of our six regional offices. Pay for each is based on the local job market. I'm concerned that I will have less organizational visibility at a regional office. What else should I consider when offered a job relocation? – Chelsea Co-worker stealing your ideas? Co-worker stealing your ideas? How to keep a collaborative spirit: Ask HR There's always a lot to consider when making any big change. It's smart to take some time to weigh your options. Let's talk about compensation and benefits first. Sure, salary is a big deal, but it's worth digging deeper. How will the pay affect your standard of living or taxes in the new location? Don't forget to check if there are any changes to benefits such as health care, paid leave, holidays, or other perks. For example, if you're moving somewhere new, will your current health providers still be available, or will you need to switch? Some states even have unique benefits, like paid family leave or sick leave, so that's something else to keep in mind. Now, let's talk about visibility and career growth. Sometimes, working in a regional office can make it harder to stay on the radar, but there are ways to work around that. Volunteer for big projects or join cross-functional teams to stay involved. Show up for virtual meetings, and, if you can, attend in-person events at headquarters when the chance arises. Building relationships is key, so don't be shy about using email, texts, or even good old-fashioned phone calls to connect with colleagues. Technology is another thing to think about. Consider whether any of the regional or HQ locations use the same tools and systems and whether they're up to date. Outdated tools and systems could make your work more challenging. On the flip side, if a location features more advanced technology, it could be a great opportunity to grow your skills and boost your value to the organization. Finally, assess each site's growth potential. Does it offer strong mentoring, training, or advancement opportunities? While working at headquarters is often seen as the best option for career growth, some satellite locations might surprise you with unique learning opportunities or a different focus that could help you thrive. Taking a step back to look at the broader picture ‒ salary, benefits, cost of living, visibility, tech, and growth ‒ can ultimately help you determine what's best for your next career move. The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY. Layoffs looming? How to be prepared? Ask HR This article originally appeared on USA TODAY: What to do if your duties don't match your job description
New York Post
21-05-2025
- Business
- New York Post
Trendy workplace benefit is too good to be true: ‘It's not all it's cracked up to be'
This time-off policy is not making employees any happier. These days, when people are applying for jobs — they look for an employer that pays well and offers generous paid time off. However, if you see a job listing that offers 'unlimited' PTO, it might be a scam — here's why. Advertisement 'People hear you have it and are like 'Oh my gosh, I'm so jealous, you have unlimited PTO.' But from my experience, it's not all it's cracked up to be,' a disgruntled employee told Travel & Leisure in an interview. The outlet revealed that employers offer the time off benefit as a 'recruitment tool' as more job hunters are looking to work for companies that allow their employees to have a healthy work-life balance. 'People hear you have it and are like 'Oh my gosh, I'm so jealous, you have unlimited PTO.' But from my experience, it's not all it's cracked up to be,' a disgruntled employee told Travel & Leisure in an interview. Sergei Fedulov – Advertisement Supposedly, one in five Americans won't even give a job the right time of day if the employer isn't generous with employees' time off, according to a survey from Empower. 'There's a very powerful message when an organization adopts unlimited PTO,' Julie Schweber, senior advisor at SHRM, told the outlet. 'It says 'We value you. We trust you. We trust you'll get your work done.' I can't think of a better retention tool or motivator for employees.' Yet people are quickly learning that there's a catch when it comes to working for a place that offers this — like not having unused vacation days roll over or be paid out when an employee leaves the company — something that's often done at places with more limited time off policies. Advertisement 'I view the concept of unlimited PTO as more of a PR gimmick and a way for a firm to get out of providing a quantifiable benefit,' an unnamed Detroit-area senior systems engineer told T&L. Many employees who work for companies that offer unlimited PTO are not actually happy about it. Kirsten Davis/ – Employees who are offered unlimited PTO also notice that even when they do take a long vacation — they tend to feel the need to check in on work while away or feel guilty if they were to take another long trip later in the year. And since many people work at places that don't offer this 'gimmicky' policy — they have to get creative with how they use their limited amount of PTO. Advertisement The PTO hack that went viral earlier this year is to schedule vacations around holidays that land at the start of the week, like Memorial or President's Day. 'Federal holidays and long weekends are your best friend here,' Jesse Neugarten, CEO and founder of Dollar Flight Club, told Forbes. Doing this allows people to have an extra-long weekend without using up all their PTO.
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Travel + Leisure
19-05-2025
- Business
- Travel + Leisure
Unlimited PTO Is Often Touted as a Workplace Perk—but Is It a Scam?
The vacation policy was an enticing incentive. Jennifer, an Atlanta-based media specialist, had 28 days off in her first year on the job. 'Our managers were pushing for a good work-life balance,' she explained. Eventually, in a move the company said would better compensate employees, it pivoted to unlimited paid time off. Jennifer, an avid traveler, was thrilled at first. But what was supposed to be a perk soon proved otherwise. Time off hoarding and snitching ensued. 'It got to the point where people were counting other people's paid time off," Jennifer, who preferred not to be named, told Travel + Leisure , "and saying 'So and so took 67 days off, I've only taken 35, how is that fair?'' Jennifer's company is in the process of rescinding the policy for her department. 'People hear you have it and are like 'Oh my gosh, I'm so jealous, you have unlimited PTO.' But from my experience, it's not all it's cracked up to be.' Is unlimited PTO the workplace policy well-heeled travelers dream of, or a matter of being careful what you wish for? During the past decade, unlimited PTO has been touted as the ultimate recruiting tool as employers seek to put work-life balance into practice. While still rare—data from the Society for Human Resource Management or SHRM indicates just 7 percent of American employers offer it—the policy is very much in demand. A recent survey from Empower showed one in five American employees wouldn't consider a new job at a firm that didn't extend endless off days. 'There's a very powerful message when an organization adopts unlimited PTO,' Julie Schweber, senior advisor at SHRM, told T+L. 'It says 'We value you. We trust you. We trust you'll get your work done.' I can't think of a better retention tool or motivator for employees.' But that retention tool can quickly go sideways, as experienced by one Detroit-area senior systems engineer, who requested to be unnamed. His firm's unlimited PTO policy hasn't been the benefit he'd hoped for. "I have been subtly told by my manager that the 'perception is you're taking too much time off,'' he said. 'How do you plan to travel with that hanging over your head?" What's more: his unlimited days can't be banked or paid out at the end of employment. He's soured on the idea altogether. "I view the concept of unlimited PTO as more of a PR gimmick and a way for a firm to get out of providing a quantifiable benefit," he said. A couple relaxing on a quiet beach.A.J. Stackawitz, a senior executive assistant and office manager at a small development business in Denver, is a fan of her team's unlimited PTO policy. Her husband is a pilot and travel is a top priority for her family. She says the flexibility is indeed a perk, even if it means completely unplugging isn't always possible. Her company policy is clear: she stays on top of critical assignments, and may be required to respond to emails, calls or texts while taking time off. 'We're supposed to tend to things that we need to tend to,' she said. 'So that might mean I'm with my family in Hawaii for two weeks, but on one of those days I have to book someone's airfare or check email.' Sick leave is separate, so there is no mixing or confusing the two. Stackawitz clears decks before she leaves town and doesn't mind an occasional check-in. She says the policy works well for her. 'It would be hard to go back to the other way now,' she said. 'Just knowing you have the option is a morale booster. It's a tradeoff that I appreciate, and the bottom line is that it's worth it.' Unlimited PTO won't work for every company. Employers should consider the following before putting it into place: A culture of trust and respect is crucial. Workload and performance should be effectively managed. This might mean caps on unlimited PTO during certain times of year, or that advance approval is necessary. The policy must be fair, clear, and well-communicated. 'Otherwise, you've got this guilt creep, the shaming of someone for taking PTO,' Schweber said. That creep is pervasive. A recent Harris Poll showed nearly half of American workers (47 percent) report feeling guilty taking time away, and about the same amount (49 percent) get nervous requesting time off. Limitless time off won't fix the inability to fully disconnect from the workplace if people are already afraid to do it. That said, when a company implements it well and fairly, it can free employees up to travel extensively and unplug. However, a lack of guardrails or clarity could transform what's perceived as a top perk into a real pain. Jennifer learned that first-hand. 'If I heard 'unlimited PTO' now, it wouldn't have the same appeal,' she said.
