As organizations navigate a myriad of rapid changes, tension is rising between leaders and employees, according to Deloitte's 2025 Global Human Capital Trends Report. Leaders want agility and efficiency, while workers want stability. HR leaders should focus on balancing these priorities to ensure their organization's long-term success and growth.
Purdue's graduate-level human resource management programs go beyond basic HR principles. With tech-driven skills and data insights, you'll set yourself apart as a true HR business partner. Explore the Industry Overview today.
A Ciphr survey of 300 HR decision-makers finds 50% most enjoy supporting and helping employees, 47% like hiring and business growth and 40% appreciate improving productivity. Other reasons HR leaders like their job include satisfaction, problem-solving and work-life balance.
With nearly 80% of employees living paycheck to paycheck, benefit managers are prioritizing financial wellness programs. Although just one-third of employers currently offer such programs, the demand is growing, according to the Employee Benefit Research Institute. Companies like Pepsi, Canary, Chime, FinFit and Banyan Software are introducing initiatives to help employees manage health care costs, build savings and improve financial literacy.
Michigan Gov. Gretchen Whitmer, in partnership with the Michigan Department of Labor and Economic Opportunity, has announced a $1.9 million investment in State Apprenticeship Expansion grant funding. The initiative aims to enhance workforce development by providing 287 additional residents with access to registered apprenticeship programs across various industries including construction, manufacturing and health care.
Conflict mitigation skills are crucial as intergenerational teams and return-to-office policies increase tensions, says Jason Walker, a professor at Adler University, who notes that many employees lack training in managing conflict, leading to costly HR investigations. Walker advises leaders to look for conflict mitigation skills in potential new hires, implement training and foster a culture of open communication and dialogue.
It was about 4:30 am Pacific time, January 17, 1994. My husband and I were sleeping soundly when a thunderous crash shook our apartment. David flipped over immediately and grabbed our four-month-old son in his bassinet. I could hear pictures and knick-knacks falling from the wall and fireplace mantel in the other room. I jumped out of bed, but couldn’t stand for the violent shaking. David pulled me to him and we huddled together with Kiaha, waiting for it to end.
The Northridge earthquake. Longest 20 seconds of my life. When the shaking finally stopped and we got out of bed, I still felt wobbly and disoriented. It would be several minutes before I felt steady again.
Some employees feel like their workplace has been hit by a tremblor, according to our top story today. Disruption is happening at breakneck speed -- new technologies, organizational restructuring -- and it’s unsettling. Employees are feeling more stressed and less engaged. What’s an HR leader to do?
Double down on support, say the study’s authors. “Today, the people being managed are in need of support more than ever due to the shrinking half-life of skills, the impact of AI, and the increasing pace of change," they write.
I get it. Workers know they need to be adaptable, but keeping up with the tsunami of change has many feeling overwhelmed. The desire for support and stability makes sense.
So how are you making this happen? How are you helping workers feel steady amid the evolving landscape around them? Let me know!
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