Artificial Intelligence (AI) is transforming the nature of work and challenging traditional roles across every industry. For HR professionals and employees alike, understanding how AI is reshaping talent is critical to staying ahead. Fortunately, there's a clear and practical way to evaluate where your work stands in this new landscape: the 3-Bucket Analysis.

The Michigan Going PRO Talent Fund offers more than $55 million to employers for training that leads to a worker credential for skills that are transferable and recognized by industry. Though focused on hard skill training, Going PRO grants can be used to develop supervisor skills in the employer’s workforce. 

Workplace culture is evolving, and HR professionals are at the forefront of this transformation. The old norms – fake empathy, hustle culture, and an obsession with productivity – are being replaced with a more human-centered approach. What’s driving this change? A simple yet powerful idea: love as a business strategy.

Neurodivergent individuals – those with autism, ADHD, dyslexia, and other cognitive differences – bring unique perspectives and strengths that can greatly benefit organizations. However, without proper support and accommodations, they may struggle to thrive. With April 2nd being World Autism Awareness Day, let’s look at how HR professionals can identify and create an inclusive environment for neurodivergent employees.

As organizations push for return-to-office (RTO) mandates, a new workplace trend has emerged: task masking. This behavior, where employees appear busy without necessarily being productive, is a growing concern for HR professionals striving to foster genuine engagement and efficiency.

Employee turnover is costly for companies, posing significant business risks. A new analysis by The Conference Board highlights the strong business case for investing in talent retention – not just to mitigate turnover costs but to enhance competitiveness as well.

The last few years have been transformative for workforce management. Remote and hybrid work models are now commonplace, artificial intelligence became deeply integrated into workflows, and multi-generational teams brought new complexities to team dynamics. Unsurprisingly, many managers are feeling overwhelmed by these expanding responsibilities.

As one year ends and another begins, people worldwide embrace the tradition of setting New Year’s resolutions. Similarly, in the workplace, goals and objectives are critical tools for shaping an organization's direction. While both aim to inspire progress, the similarities and differences between personal resolutions and professional goals reveal insights into motivation, accountability, and success.

The holiday season brings us many joys: glittering lights, warm cocoa, and the ever-watchful presence of the Elf on the Shelf. This tiny elf has something in common with another entity that keeps us on our toes all year round – Human Resources. Let's see who does the job better!

Human Resources teams are feeling the strain of managing an increasingly digital workforce, compounded by the rapid adoption of AI-driven technologies. A recent report from aconso, Transitioning from Manual to Meaningful: Unlocking HR’s Potential through AI and Digital Transformation, sheds light on the challenges facing HR leaders and their plans to address them. The findings, based on a survey of 650 senior HR leaders, highlight a landscape where technology roadblocks and complex...

Every generation enters the workforce with its unique characteristics, shaped by distinct experiences and societal shifts. When the youngest members of society step into their professional roles, there’s often a period of adjustment as they and their employers navigate differences in expectations, communication styles, and work habits. For Gen Z—those born between 1997 and 2012—this transition has proven to be particularly rocky.

A recent TalentLMS survey reveals a concerning gap in leadership development. While organizations face a growing need for effective leaders, their efforts to nurture leadership capabilities appear to be falling short.

While employees have signaled in various surveys this year that they generally prefer not to discuss politics at work, the intensity of the current election and its results may inevitably lead to workplace conversations. This election resulted in high emotions for many.

In ASE’s recent Member Challenges Survey conducted in September, one of the top five challenges our members listed was developing talent, coaching for performance, and managing conflicting priorities. These challenges are interconnected and directly impact employee growth, satisfaction, and overall company success. By effectively addressing these issues, HR leaders can foster a more resilient and productive workforce. Here are some practical strategies for tackling these top HR...

As the 2024 election campaign reaches its peak, discussions about politics will likely find their way into the workplace. In addition to being a hallmark of democracy, such conversations can pose challenges for employers as they navigate rules around employees' rights to participate in political discourse. Below are some common statements employers might hear from employees and tips for handling them, along with recent changes in employment law that could impact these conversations.

Survey data from ASE partner, McLean & Company, confirms that succession planning plays an integral role in effective talent management, with 47% of exiting employees citing "opportunities for career advancement" as having a moderate or major effect on their decision to leave an organization or as their primary reason for leaving. In their new HR resource, the Succession Planning Conversations Guide, McLean & Company emphasizes that simply having a well-designed...

TalentLMS, a leading learning management system, has released its latest report on Growth Mindset in the Workplace, based on a survey of 300 business leaders and 1,000 employees in the U.S. The findings reveal that while executives recognize the critical role of growth mindset in driving success, they also express concern over the potential negative impact of generative AI on key soft skills.

HR professionals experience complex work challenges, manage evolving job expectations, and must stay updated with the latest industry trends and regulations. In such a dynamic environment, the value of having a community of peers to discuss work-related issues is immense. Peer networks provide a support system, enhance learning, foster collaboration, and promote personal and professional growth.

Ageism is real in the workplace. Resume Now released findings to its 2024 State of Ageism in the Workplace report, which examines the prevalence and impact of age-related discrimination. The survey polled 1,003 U.S.-based workers who are aged 40 or older and found that 90% of respondents have experienced ageism in their workplace.

Experiencing boredom at work might seem harmless, but it can actually have serious consequences. The main difference between burnout and boreout is the contrast between feeling overworked and feeling unfulfilled.

Increasing headcount through the end of 2024 may not be feasible for some U.S. companies, as 33% of hiring managers say budget constraints or the inability to hire is responsible for stagnant or decreasing hiring plans. However, reskilling current employees may be the key to balancing the desire to strengthen workforces while keeping costs in line, according to a recent Express Employment Professionals-Harris Poll survey.

You are more influential than you may realize, or at least have the potential to be. Being influential in the workplace doesn’t always mean holding a high-ranking position or having years of experience. Influence is more about the ability to inspire, motivate, and drive positive change among your colleagues, no matter your role. Here are several strategies to help you build and sustain influence at work.

A new survey release by Indeed and Harris Poll shows that nearly 40% of Gen Z and millennial workers (ages 18-34) said they would leave a job because of political differences at work, and 40% said they would leave if their CEO expressed political views they disagreed with. Overall, 28% of workers would consider resigning over political differences, and 32% might leave if the CEO expressed views they disagreed with, Indeed found.

More than two-thirds of employees said that health care benefits are second only to salary when considering a job offer, and 78% said they would find a new job if their benefits package was inadequate, according to recent research from Intuit QuickBooks and Allstate Health Solutions. The 2024 Intuit QuickBooks Allstate Health Solutions Benefit Survey noted that the survey results emphasize the important role health care benefits play when it comes to an employer’s ability to...

With the election just 76 days away, it's common for discussions about politics to arise in the workplace. While these conversations can be engaging, they can also lead to tension, misunderstandings, and conflicts. Here are five tips to help manage political discussions in the workplace effectively, ensuring a respectful and harmonious environment.