US labor market adds jobs in Feb. as wages remain strong | Ways ChatGPT could help HR departments | People risk: How to mitigate the adverse effects of employee behavior
The US labor market added 242,000 jobs in February, with wages remaining buoyant amid strong employer demand for staff, according to ADP Research Institute data. The new roles were primarily added by larger firms and companies in the leisure sector.
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Bernard Marr provides seven examples of how ChatGPT could be useful for HR departments, starting with automating the recruiting process through screening resumes and scheduling interviews. Chatbots might be used "to improve the overall employee experience," Marr notes.
5 Key HR Metrics That Make A Difference Cut through the noise. Now more than ever, easy-to-understand HR "People" metrics are vital for evaluating business processes and driving strategy. Learn how to leverage 5 key HR metrics to drive successful business outcomes across your organization. Find out more.
Conducting "stay" interviews can help employers better meet staff members' needs and improve retention by giving people a chance to express concerns and provide insights about their work experiences. Dick Finnegan of C-Suite Analytics recommends conducting the interviews in person and one-on-one, and he says the conversation should center on particular workplace issues, employee input and ideas for improvement, not an individual's job performance.
Wisconsin Department of Natural Resources CIO Ricki Koinig, Guardsquare CIO Kimberly Wood and Liberty Mutual Insurance Global CIO Monica Caldas are the first women to fill the role at their respective organizations, and they say gender-neutral approaches that emphasize capability are essential to finding and supporting talented female executives. The job doesn't care about gender, and an inclusive culture for people of all backgrounds is what's important, Caldas says.
Leaders must first have an inspiring vision for their company's culture before they can communicate and amplify it among their workforce and then they must be vigilant to enhance that culture by building on strengths and "eliminating toxins," writes Mark Miller, vice president of high performance leadership for Chick-fil-A. A system of spotting those toxins in the culture is needed, Miller writes, so leaders can act early to head them off.
Ortiz is unmoved. He seems not to hear the noise. He sinks both shots to put Buena in the lead. Next to me, Coach Ray smiles.
“That’s poise,” he says, watching Ortiz race up the court.
His words strike me and I ponder them on the ride home, thinking about them through the lens of the workforce.
Managing a team is tough, especially now. Organizations are tightening their belts and asking people to do a lot more with a lot less. How are we handling these circumstances? Are we as composed as young Mr. Ortiz? Or are we rattled by the stress?
I want better poise under pressure. I want to maintain patience, a good attitude and high productivity, no matter what lands on my desk. That isn’t a product of luck -- it’s the product of intention. Ortiz demonstrated that when he stood at the line. He blocked everything out and focused on the only thing that mattered: the shot.
It paid off. Buena won the game -- Ortiz pulled off another two shots at the line just seconds later -- and became the first public high school in our county to win a CIF-State regional title in boys basketball. They play for the state title tomorrow afternoon in Sacramento.
How do you navigate the pressure of managing your work teams? What tactics help you prioritize and communicate effectively? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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