The January 2025 World Economic Forum's Future of Jobs Report shows that 41% of companies intend to downsize due to AI by 2030 while 77% are investing in reskilling efforts. The report highlights AI's dual impact on the job market, with some roles declining while others, particularly those requiring AI skills, are on the rise. Full Story: CNN (1/8)
Recruiting & Retention
4-day work week: Balancing benefits and challenges The idea of a four-day work week is gaining traction in countries including Australia, Belgium and the UK, offering benefits such as increased productivity and better work-life balance. However, challenges include longer work days, potential burnout and difficulties for industries requiring constant customer service. The success of this model depends on appropriate planning and tailored approaches for different sectors. Full Story: The HR Digest (12/30)
Publix faces lawsuit over alleged pregnancy discrimination Publix is facing a lawsuit for allegedly firing a pregnant employee due to her need for pregnancy-related accommodations and planned leave for childbirth. The case highlights the importance of compliance with laws like the Pregnant Workers Fairness Act and the ADA, which require reasonable accommodations for pregnancy-related conditions. Full Story: HR Dive (1/7)
Path to Workforce
Colleges, economy brace for demographic cliff Colleges and the economy are bracing for a demographic shift as the number of 18-year-olds begins to decline this year, a trend that started with falling birth rates during the Great Recession and is projected to result in 15% fewer 18-year-olds by 2039, compounding an existing 15% drop in college enrollment. This decline poses a significant economic threat, with potential labor shortages expected by 2032 and a decrease in skilled workers, increasing the risk of college closures, especially in the Northeast, Midwest and West. Full Story: The Hechinger Report (1/8)
Karen Robinson, leading HR at Nissin Foods USA, is navigating cultural integration and workforce expansion as the company grows its US operations. Her focus includes building a positive work culture, addressing labor shortages, and leveraging AI to improve recruitment. Robinson's strategy involves balancing the company's Japanese heritage with local community engagement, particularly with the upcoming South Carolina plant. Full Story: HR Dive (1/7)
About the Editor
Reflections
Love it or hate it, social media has woven itself into the fabric of modern society. We use it to humblebrag about our children, find the world’s best chicken wing recipe and connect with others who share our passion for treasure hunting in thrift stores. It’s also the platform folks use to call out people and organizations. Our Leadership & Development story today from Business Insider highlights how some folks are using LinkedIn to air dirty laundry about their toxic bosses and workplaces. This surprised me. I hadn’t seen this type of activity on LinkedIn -- at least not on my feed. It’s actually why I prefer LinkedIn. I engage with other professionals and work friends for discussion, encouragement and advice. It doesn’t have the drama and acrimony I see on other platforms. I find myself on the fence about the practices outlined in the story. I get that in the age of social media, blasting others publicly is becoming the norm. But when we circumvent HR and take that to professional networking sites, I cringe. I question whether or not it’s a productive practice. Folks will point to the number of likes and followers as proof of its effectiveness, but I’m not drinking that Kool-Aid. Actions should lead to necessary change. And perhaps this method has utility in certain circumstances. But as a new practice all should adopt? Count me out. What do you think? Should we put toxic workplaces and bosses on public blast? Does that work? What are the legal ramifications? (That’s always one of my first questions: How could this come back to bite someone in the tail?) Let me know! I look forward to hearing your thoughts.
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