DEI – HR Focus

 

Figure 1 – DEI – HR Focus

An organization's dedication to promoting a diverse, equitable, and inclusive work environment is demonstrated by its Diversity, Equity, and Inclusion (DEI) policy.

It helps a company attract diverse talent, cultivates a respectful and collaborative culture, and guarantees fair growth and opportunity for every employee are just a few of its main goals.

DEI programs foster a diverse and inclusive workplace where all workers are treated with respect and are not subjected to harassment or discrimination.

This dedication goes above and beyond only following the law; it also seeks to advance a genuinely diverse and equal workplace environment.

The company's guiding principles, fundamental values, and best practices are reflected in DEI, which is effectively shared with all internal and external stakeholders.

This covers policies for appropriate conduct, protocols for dealing with infractions, and programs to advance inclusivity and diversity.

By actively investing in DEI projects, the organization demonstrates its forward-thinking and dynamic nature while also acknowledging the significance of diversity, equity, and inclusion.

The company's reputation and brand image are further enhanced by its proactive approach towards DEI.

 

“DEI is no longer just a “nice to have” in the workplace.

According to numerous studies — some cited below — DEI is good for the bottom line and can increase profit.

More importantly, for HR Managers and Recruiters, Diversity, Inclusion, and Equity are now critical competitive factors in retention and recruiting as we face a labor shortage in Canada.” (Amanda Stephenson, It is your new normal': Canada's aging workforce root of national labor shortage)

Figure 2 – DEI Initiative

DEI Initiatives

 

DEI initiatives consist of a range of proactive strategies and policies aimed at promoting diversity, ensuring equal opportunities, and nurturing an inclusive culture within an organization.

As the name suggests, DEI initiatives encompass three core elements:

DIVERSITY

Diversity encompasses a broad range of qualities that make individuals unique.

It can include characteristics such as race, ethnicity, gender, age, sexual orientation, disability, and other factors.

A diverse organization doesn't discriminate workforce based on these factors and ensures equal opportunities for all.

EQUITY

Equity focuses on ensuring that all employees have equal access to opportunities and resources, taking into account the unique challenges they may encounter.

Equity should not be confused with equality.

Equality means treating every employee as if their challenges and experiences are the same. On the other hand, equity acknowledges and addresses the fact that individuals have different experiences and circumstances.

INCLUSIVITY

Inclusion involves fostering a feeling of belonging and embracing every employee, ensuring their viewpoints are appreciated and honored.

It aims to create a positive workplace environment where everyone feels accepted and valued. (Hady ElHady, The 2023 HR Guide to DEI Initiatives)

 

Literature review

Figure 3 – Social Identity Theory

Social Identity Theory, proposed by Henri Tajfel and John Turner in the 1970s, posits that individuals derive a portion of their self-concept from their membership in social groups.

 "Social identity is a person’s sense of who they are based on their group membership(s)."

Tajfel and Turner (1979)

(Saul Mcleod, PhD, Social Identity Theory In Psychology (Tajfel & Turner, 1979), October 5, 2023)

 

What Makes DEI Initiatives Crucial?

Companies are starting to realize that DEI efforts are essential to success and not merely catchy catchphrases. Prioritizing diversity and inclusivity at work promotes creativity, innovation, and higher employee satisfaction.

The growing demands of consumers, workers, and investors have led to the significance of DEI efforts. These stakeholders increasingly expect organizations to show that they are sincere and accountable in their commitment to social responsibility.

In addition to being the morally correct thing to do, giving diversity, equality, and inclusion (DEI) initiatives top priority is essential for maintaining competitiveness in the fast-paced corporate world of today.

A diverse workforce gives the company a competitive edge and keeps it current by bringing fresh perspectives, cultures, and skill sets to the table. (Hady ElHady, The 2023 HR Guide to DEI Initiatives)

Figure 4 – DEI Initiative

13 Successful DEI initiatives to consider

 

1. Diverse hiring practices

Implement strategies to attract diverse candidates, such as partnering with diverse recruitment agencies and attending job fairs and conferences focused on underrepresented communities.

 

2. Promote pay equity

Data and analytics can be used to identify patterns for salaries and promotions. This can inform whether all underrepresented groups and genders are compensated equally or if any discrepancies need fixing.

 

3. Mentorship for underrepresented groups

Mentorship is the relationship between a more experienced and less experienced employee, where the former offers guidance to help them develop in their career.

 

4. Talent development programs for underrepresented employees

Talent development programs cover various topics from career pathways and development, goal setting, strategic thinking, influence in the workplace, and more.

 

5. Interview your diverse employees

One of the best DEI initiatives HR departments should implement is interviewing their diverse employees. Send out surveys, conduct interviews, and focus groups to find out their main concerns, what diversity means to them, and what they’d like to see implemented in the future.

 

6. Start employee resource groups

Employee resource groups (ERGs) help to bring people together who share certain social identities including gender, race, parenthood, faith, sexual orientation, etc.

 

7. Provide DEI training across levels

DEI training that is role-specific can help all employees identify where they may be bringing bias into the workplace and how they can better support the DEI goals of the company.

 

8. Financial wellness programs

DEI initiatives also include creating an environment where all employees feel safe and free from physical and mental health concerns, including financial stress.

 

9. Create a culture of diversity, equity and inclusion

Another important DEI initiative for all organizations is to create a culture of diversity, equity, and inclusion. Without the right culture, any other DEI initiatives will likely fall flat. The key to building this culture is ensuring every employee feels a sense of community and belonging.

 

10. Pay attention to your language

Language matters, so think about how inclusive language currently is. This includes job descriptions, website copy, social media communications, company emails, training materials, presentations, and meetings.

 

11. Flexible holidays

Holidays like Christmas and Easter have become the norm in the US, Europe, and Australia, but these are Christian holidays, and not everyone celebrates them.

  

12. Host inclusive social events

Another way to implement DEI initiatives in the workplace is to ensure that social events consider and include everyone.

 

13. Measure DEI initiatives’ success

The final strategy for DEI initiatives is to make sure to measure everything that is launched to track progress. (Shani Jay, 13 Tried-and-Tested DEI Initiatives To Implement [in 2023])

Figure 5 – DEI Metrics

DEI metrics

 

Diversity in hiring vs. applications

 

Employee retention

 

Employee engagement

 

Diversity in leadership roles

 

Promotion

(profit. co, 5 DEI Metrics an Organization Should Measure)

 

Importance of DEI Metrics

The observation and gathering of DEI data is not a comprehensive strategy for bringing about change.

It is merely a first step for organizations to figure out where they stand.

Once gathered, this information can be used as a basis point for improvement initiatives and as a benchmark to gauge progress. (Patrick Flavin, What Are DEI Metrics? A Look Beyond the Numbers, 5/30/2022)

 

 

Conclusion

Companies can manage their efforts to create an inclusive workplace and diversify their workforce by using a DEI dashboard.

HR Team can make sure that the dashboard is more than just a pretty visual aid by being deliberate about what includes and instructing users on how to use it.

 

 

 

 

 References

 

Shani Jay, How to Create a DEI Dashboard for Your Organization in 7 Steps, October 2023 (ONLINE)

AVAILABLE AT:https://www.aihr.com/blog/dei-dashboard/

[ACCESSED ON:30/11/2023]

 

Sensible HR Solutions, WHY DEI INITIATIVES ARE GOOD FOR BUSINESS, Oct 5, 2023 (ONLINE)

AVAILABLE AT:https://sensiblehrc.com/why-dei-initiatives-are-good-for-business/

[ACCESSED ON:30/11/2023]

 

Samantha Melendez, DEI Leadership: Should HR Run Your Diversity and Inclusion Program?, April 13th, 2023 (ONLINE)

AVAILABLE AT:https://www.helioshr.com/blog/dei-leadership-should-hr-own-your-diversity-and-inclusion-program

[ACCESSED ON:01/12/2023]

 

Cassie Whitlock, Creating a More Diverse, Equitable, and Inclusive Workplace, March 17, 2021 (ONLINE)

AVAILABLE AT:https://www.bamboohr.com/blog/dei

[ACCESSED ON:01/12/2023]

 

Hady ElHady, The 2023 HR Guide to DEI Initiatives, August 8, 2023 (ONLINE)

AVAILABLE AT:https://www.hipeople.io/blog/dei-initiatives

[ACCESSED ON:01/12/2023]

 

Pivotal Solutions, DEI by the numbers: 19% higher revenues, 25% greater profit and retention and attraction of team members, March 17, 2023 (ONLINE)

AVAILABLE AT:https://www.pivotalsolutions.com/dei-by-the-numbers-19-higher-revenues-25-greater-profit-and-retention-and-attraction-of-team-members/

[ACCESSED ON:01/12/2023]

Collectivism vs Individualism - HR Perspective

 

Figure 1 - Collectivism vs Individualism

The concepts associated with individualist and collectivist societies are well-acknowledged and sometimes juxtaposed. One and only thing that can affect how individuals think and act is culture. Cross-cultural psychologists frequently focus on the distinctions and overlaps between collectivist and individualistic cultures within this very broad field of study.

Cultures that value the demands of the individual over those of the group are said to be individualistic. People in this place take great pleasure in their independence and self-reliance. As such, people's attitudes and preferences ultimately determine how people behave in social situations.

In collective cultures, the interests and aspirations of the community come before those of the individual. Therefore, in these cultures, a person's relationship.

Introduction

Both collectivism and individualism are principles, practices, political theories, and cultural patterns.

They are often viewed as being in contrast with each other.

Collectivism prioritizes group cohesion over individual pursuits, and it sees long-term relationships as essential since it promote group goals.

On the other hand, individualism focuses on human independence and freedom.

It is generally against external interferences regarding personal choices.

The following discussions further delve into these distinctions. (Jean Brown, Difference Between Collectivism and Individualism, 2023)

Figure 2 – Definition of Collectivism and Individualism

Individualism

Individualism emphasizes personal growth, distinctive traits, and individual demands.

The group promotes independent thought, initiative, and self-starting behavior in its members. Workers in this culture are acknowledged and valued for their contributions, personalities, and skill sets.

Top achievers will establish a reputation as having exceptional skills, even inside a team. This dynamic can foster creativity, innovation, and high individual performance. Thus, workers will be highly productive and self-driven. On the other hand, success and disappointment are personal experiences.

If someone makes a mistake on their task, only that person will receive a reprimand and even harsh criticism.

Moreover, the employees will experience fierce competition with their coworkers.

If they are not superior, their teammates will alienate them. It will cause feelings of insecurity, stress, and anxiety. In effect, they will defend their interests at all costs to keep them safe from others' efforts.

Encouraging healthy workplace competition is the key to positive individualism. An employer could train employees about how harmony and collaboration can support everyone in achieving their goals.

Enterprises can also provide individuals with task management tools that have a goal feature.

This feature can assist individuals in tracking and measuring their achievement progress, individually or as a team.

Figure 3 – Individualism

Collectivism

The idea or practice of collectivism is putting the good of the group before the interests of the individual.

It believes that since they advance group objectives, long-term relationships are crucial.

In a collectivist society, individuals are willing to forego their personal gains in order to further the common good.

In contrast, if someone with a collectivist mindset is picked out for praise, they might even feel ashamed of themselves.

A decision-making study found that higher collectivists are more trustworthy and less likely to betray members of the key ingroups (Le Febvre & Franke, 2013). A prevalent cultural tendency in traditional cultures such as those found throughout Asia, Africa, and Latin America is collectivism. Collectivism is also a political theory that is related to communism since it proposes that power should be placed in the hands of the citizens as a whole instead.

of in the hands of only several individuals such as those in the upper class. Hence, it is beneficial to construct a system that facilitates shared goals.

However, this ideal is difficult to actualize as evidenced by Soviet communism’s attempted collectivist society.   

(Jean Brown, Difference Between Collectivism and Individualism, 2023)

   

Figure 4 – Collectivism

 

	Figure 5 – Geert Hofstede's the Cultural Dimensions Theory

Geert Hofstede's Cultural Dimensions Theory

A thorough investigation of culture and its impact on workplace values gave rise to Professor Geert Hofstede's Cultural Dimensions Theory, an internationally recognized framework for cross-cultural interactions based on six essential dimensions.

One of the key dimensions in Hofstede's Cultural Dimensions Index is individualism versus collectivism.

"The collective programming of the mind distinguishing the members of one group or category of people from others" is Hofstede's definition of culture. Research, theorization, and debate on the idea of culture—as well as its causes and effects—continue.

An organization's perception, assessment, and response to the internal and external forces influencing it shape its culture.

Figure 6 – Difference between Collectivism and Individualism

Difference between Collectivism and Individualism

 

Collectivism:

Focus on the group and community interests.

Emphasis on cooperation, interdependence, and harmony.

Hierarchy in social structure with conformity to societal norms.

Close, long-lasting relationships within the group.

Shared success and failure, downplaying individual recognition.

Encourages teamwork and loyalty in the workplace.

 

Individualism:

Focus on individual needs and goals.

Valuing personal freedom, self-reliance, and independence.

A flatter social structure promotes uniqueness and personal paths.

Emphasis on personal accomplishments and self-sufficiency.

Attributing success and failure to individual efforts.

Emphasizes personal achievements, competition, and individual growth.

Common factors affecting Individualism and Collectivism in the workplace

 

1. Cultural Background‍

The prevailing cultural norms and values of employees influence their orientation towards individualism or collectivism.

 

‍2. Leadership style‍

The leadership approach and management practices in an organization can either promote individual autonomy or emphasize team cohesion and collaboration

 

‍3. Organizational Structure

‍The way an organization is structured and operates can either encourage individual decision-making or prioritize group consensus.

 

‍4. Performance Measurement

Performance evaluation and reward systems can either focus on individual achievements or team contributions.

 

5. Communication and Feedback‍

Open and transparent communication channels can support individual expression or foster collective input and feedback.

 

6. Employee Diversity

Workplace diversity can impact the level of collectivism, as employees from various backgrounds may bring different cultural perspectives.

 

‍7. Employee Motivation‍

Employee preferences and motivations may vary, influencing their inclination towards individualism or collectivism.

 

‍8. Company Goals‍

The organization's goals and mission can shape the emphasis on individual performance or collective success. (Sharon Monteiro, November 24, 2023)

 

Which is the best?

There are pros and cons to each method.

An individualism or collectivism culture will depend on the organization's needs and its employees' characteristics.

For instance, companies in the technology sector tend to prioritize innovation.

Each employee must be creative, expressive, self-driven, and proactive.

This kind of business would do better with an individualism approach.

In contrast, market research firms frequently rely on teamwork.

This business will be better suited to utilizing a collectivism approach.

Companies can also combine the two cultures, for example, in a hybrid workplace culture.

They often pursue team-based projects and appreciate the group's efforts.

At the same time, the group recognizes individual efforts as well.

In this environment, accountability belongs to both the individual and the team.

The management team can try to find a balance and compatibility between collectivism and individualism in your organization. (Dewi Madasari, Jan 31, 2023)

 

Conclusion

‍The interplay of individualism and collectivism in the workplace culture can shape a dynamic and thriving environment.

Each perspective plays a vital role, like pieces of a puzzle coming together to form a thriving and harmonious workplace.

Employees feel empowered as unique individuals while working together towards common goals.

It's like a symphony of productivity and collaboration, where everyone's playing their part, and together, they hit all the right notes to achieve success (Sharon Monteiro, November 24, 2023)

 

References

 Harry Triandis, Michele Gelfand, A theory of Individualism and collectivism, January 2012 (ONLINE)

AVAILABLE AT: https://www.researchgate.net/publication/272160306_A_theory_of_Individualism_and_collectivism

[ACCESSED ON:27/11/2023]

 

 Dewi Madasari, Collectivism Vs Individualism In The Workplace, Jan 31, 2023 (ONLINE)

AVAILABLE AT:https://www.axdif.com/blog/general/collectivism-vs-individualism-in-the-workplace

[ACCESSED ON:27/11/2023]

 

LANI MORRIS, Workplace Culture: Collectivism vs. Individualism, MAY 22, 2023 (ONLINE)

AVAILABLE AT:https://toughnickel.com/business/Culture-and-Influence-in-the-Workplace-Part-I

[ACCESSED ON:28/11/2023]

 

Jean Brown, Difference Between Collectivism and Individualism, 2023 (ONLINE)

AVAILABLE AT:http://www.differencebetween.net/miscellaneous/difference-between-collectivism-and-individualism/

[ACCESSED ON:28/11/2023]

 

Sharon Monteiro, Culture and influence in the workplace: Individualism vs Collectivism, November 24, 2023 (ONLINE)

AVAILABLE AT:https://www.peoplehum.com/blog/culture-and-influence-in-the-workplace-collectivism-individualism

[ACCESSED ON:28/11/2023]

 

peopleHum, Culture and influence in the workplace: Collectivism vs Individualism, Sep 29, 2021 (ONLINE)

AVAILABLE AT:https://connect-92241.medium.com/culture-and-influence-in-the-workplace-collectivism-vs-individualism-81617e5308da

[ACCESSED ON:28/11/2023]

Modern HRM Trends

 

Figure one – Modern Trends of HRM

Modern technology has given us and we have reaped many benefits.

This technology, which is improving day by day, gives a tremendous boost to all large-scale productions, from day-to-day work.

The benefits that this technology has opened up to human resource management are unique. Today, we who live in a global village have a space to move forward by changing all the wrong assumptions made in the old human resource management through human resource management which is improving day by day.

This attempt will bring an analysis in that regard.

Figure Two – Analytics of HRM Cycle

Human resources (HR) trends are practices and techniques that companies often use to understand and meet employee needs, add value to the business, and align specific functions with commercial demands.

As industries and society evolve, many HR departments update their practices to enhance both company and employee experiences.

HR professionals who want to increase the efficiency and value of their organizations may benefit from learning about these trends.

The importance of HR trends

It's important to learn HR trends because market climates, employee needs, industry practices, and company policies often change as time progresses and technology evolves. World events and societal shifts also often affect how employees and companies approach daily operations.

For example, many employees now desire more flexibility as technology now allows many work-from-home opportunities.

Companies often observe these trends and incorporate them into the organization to enhance practices and the employee experience.

Observing trends often helps organizations determine what changes may optimize the business.(TOM HAAK, 11 HR Trends to take into account for 2021, NOVEMBER 23)

 

 

 

Industry Trends in HR

1. Treating diversity, equity, and inclusion (DEI) as an integral strategy

• Creating a zero-tolerance approach to bullying
• Ensuring that diversity remains an important part of work culture by observing leaders modeling the behavior the organization wants to see
• Addressing bias in diversity training
• Incorporating bias assessments into performance reviews
• Applying DEI metrics to a company's key performance indicators (KPIs)

 

2. Listening to what employees have to share

• Giving a person your full attention and avoiding multitasking
• Letting the other person complete their thoughts before responding
• Trying to understand the actual meaning of a person's message, including nonverbal cues
• Asking thoughtful questions
• Building a company culture that encourages employees to express themselves

 

3. Upskilling and reskilling your workforce

• Encouraging training and development for all employees
• Rewarding successful development accomplishments
• Using multiple methods for training, such as face-to-face, online, and hybrid options
• Providing focused feedback

 

4. Nurturing a positive company culture

• Helping employees maintain relationships and forming new ones as new employees appear
• Teaching employees how to better collaborate while providing resources to maintain them
• Adapting new communication technology
• Including diversity, equity, and inclusion into the business strategy

5. Using data to enhance employee experiences

Data may provide assistance in the form of a personalized onboarding program, which may help new employees feel valued and supported.

Companies may also use data from professional rewards and recognition programs that emphasize an employee's accomplishments.

Emphasizing engagement with these programs may help some companies gain more data and insight into employee values.

  

6. Creating more wellness initiatives

More companies have started emphasizing employee wellness support to help with productivity, employee turnover, and client satisfaction.

This includes wellness in different forms, such as financial, social, mental, and physical.

 

7. Providing care for caretakers

• Providing clear goals and expectations
• Gathering and listening to feedback
• Recognizing efforts
• Providing additional tools and resources for job duties
• Providing more training opportunities

 

8. Emphasizing the role of teams among employees

When people work from home, participating in a virtual team often helps them form new relationships and access new resources.

Teams may contribute to a more positive work culture when all employees feel valued as equals among their peers.

 

9. Implementing innovative recruitment

As companies compete for talent, some have started implementing different tactics to attract and retain qualified candidates.

Many companies now use social media to contact potential employees instead of conventional job boards.

 

10. Balancing remote work flexibility with on-site business requirements

• Crafting an equal back-to-office strategy that addresses those who can and can't perform remote work
• Offering a place of community and engagement
• Using rewards and recognition as motivation
• Communicating with transparency
• Using change management strategies

 

11. Using skills-based hiring

As technology advances, many jobs require new skills and competencies.

This is typically true with the rise of artificial intelligence, which has both automated and created jobs.

Many companies have emphasized skills and competencies when hiring new employees to meet the demands of the current industry. (INDEED EDITORIAL TEAM, 11 HR Trends To Know for 2023, February 4, 2023)

Figure Three – HR realigning priorities

Top 8 HR Trends for 2023

 

1. Setting the Hybrid Work Model for Collaboration

It’s an employee-centric flexible work model with a mix of in-office and remote work.

 

2. “Human” Leadership

·         Improve company communications

·         Prioritize teamwork and collaboration

·         Invest in people

·         Encourage feedback

·         Give recognition, rewards, and compliments

 

3. Working in the Metaverse

With technological advances, the metaverse workplace is on a quick path to becoming an everyday reality.

The metaverse workplace offers virtual reality environments that let you work in a customized immersive space from anywhere in the world.

 

4. Change Management

·         Digital adoption platforms to implement change

·         Managers and early adopters as change agents

·         Change as a part of company culture

·         Data-driven approach to change management

·         Humanized change

 

5. People Analytics

·         Diversity and Inclusion: For actionable insights on employee sentiment and to test improvements in employee experience, psychological safety, belonging, and fairness.

 

·         Employee Experience: For data-driven employee experience/listening to get a better “feel” of the organization.

 

·         Retention: For information about the labor market, key competitor trends, risk factors with predictive models, and more.

 

·         Workforce Planning: To predict and plan for skills and workforce costs while managing existing costs.

 

·         Talent Acquisition: For evaluating fairness in assessment and selection and the right hiring pace for the market demands of the business.

 

 

6. The Transition From Employee Well-being To Healthy Organization

§  Physical Health

§  Mental Well-Being

§  Financial Fitness

§  Social Health and Community Service

§  Safe Workplace

§  Healthy Culture

 

7. DEI in the Spotlight

Diversity, equity, and inclusion are buzzwords in most organizations, and rightfully so.

To improve DEI

·         Recruitment metrics

·         Hiring metrics

·         Onboarding metrics

·         Day-to-day activity metrics

·         Compensation, advancement, and retention metrics

 

8. Generative AI To Enhance HR Processes

Generative AI has emerged as a transformative technology with significant potential in various domains, and the field of HR is no exception. (Alexandre Diard, What Does Modern HR Look Like in 2023, 2023)

                                                            Figure Five – Modern HR for 2025

Figure Six – Conclusion

 Conclusion

The top solutions AI offers to the HR sector are, cloud solutions, bots, language processing, digital assistants, automated solutions, etc., which are just some initial ones.

From learning how to administer the work-from-home workers to pivoting toward contactless deliveries, everything was put on the table in front of us in a haphazard manner.

Management was in a pickle to hold up with all the evolving changes, whilst striving to keep up the customer base and worker morales, and simultaneously accomplishing enough profits to satisfy the stockholders too.

 

 

References

TOM HAAK, 11 HR Trends to take into account for 2021, NOVEMBER 23, 2020(ONLINE)

AVAILABLE AT:https://hrtrendinstitute.com/2020/11/23/11-hr-trends-to-take-into-account-for-2021/

[ACCESSED ON:25/11/2023]

 

INDEED EDITORIAL TEAM, 11 HR Trends To Know for 2023, February 4, 2023(ONLINE)

AVAILABLE AT:https://www.indeed.com/career-advice/career-development/hr-trends#:~:text=Human%20resources%20(HR)%20trends%20are,specific%20functions%20with%20commercial%20demands.

[ACCESSED ON:25/11/2023]

 

Rabhya Sharma, 7 Emerging Trends in Human Resource Management (HRM), March 13, 2023(ONLINE)

AVAILABLE AT:https://www.zimyo.com/resources/insights/trends-in-human-resource-management/

[ACCESSED ON:25/11/2023]

 

Alexandre Diard, What Does Modern HR Look Like in 2023, 2023(ONLINE)

AVAILABLE AT:https://peoplespheres.com/what-does-modern-hr-look-like/

[ACCESSED ON:25/11/2023]

 

Jeanne Meister, Top Ten HR Trends For The 2023 Workplace, Jan 10, 2023(ONLINE)

AVAILABLE AT:https://www.forbes.com/sites/jeannemeister/2023/01/10/top-ten-hr-trends-for-the-2023-workplace/?sh=7482672c5933

[ACCESSED ON:25/11/2023]

 

Jessica Ruane, Top 10 HR Trends Transforming the Future of Frontline Work, June 28, 2023(ONLINE)

AVAILABLE AT:https://www.beekeeper.io/blog/top-hr-trends/

[ACCESSED ON:25/11/2023]