#employee performance management trends

[maxlearnmicrolearningplatform]

Is Microlearning the Future of Employee Training? Here’s What We Know!

Microlearning, a training methodology characterized by delivering content in short, focused bursts, is increasingly being recognized as a transformative approach in the realm of employee training. As the modern workplace continues to evolve, driven by technological advancements and changing employee expectations, microlearning emerges as a solution that addresses the need for agile, efficient, and engaging training methods. This article explores the potential of microlearning to shape the future of employee training, examining its benefits, applications, and challenges.

The Evolution of Employee Training

Traditional employee training programs often involve lengthy sessions, extensive manuals, and a one-size-fits-all approach. While comprehensive, these methods can be time-consuming, costly, and ineffective for the modern workforce, which values flexibility, personalization, and immediacy. Employees today are accustomed to accessing information quickly and efficiently, thanks to digital technologies. This shift in information consumption has paved the way for microlearning to gain prominence.

What is Microlearning?

Microlearning breaks down training content into bite-sized modules that can be easily consumed and retained. These modules can take various forms, including videos, infographics, podcasts, quizzes, and animations, typically lasting between 2 to 10 minutes. The goal is to deliver relevant, actionable information that employees can apply immediately, enhancing their skills and knowledge incrementally.

Benefits of Microlearning

Increased Engagement: Short, focused content is more engaging than lengthy training sessions. Employees are more likely to stay attentive and absorb the material when it’s presented in manageable chunks.

Flexibility and Accessibility: Microlearning modules can be accessed anytime, anywhere, using mobile devices or computers. This flexibility allows employees to learn at their own pace, fitting training into their busy schedules.

Improved Retention: Studies have shown that information retention is higher when learning is spaced out over time, rather than crammed into a single session. Microlearning’s structure supports this spaced learning approach, reinforcing knowledge and skills.

Cost-Effective: Developing microlearning content can be more cost-effective than traditional training programs. It reduces the need for in-person training sessions, travel expenses, and extensive training materials.

Personalization: Microlearning allows for more personalized training experiences. Employees can select modules that are relevant to their roles and career development, ensuring that the training is directly applicable to their needs.

Applications of Microlearning in Employee Training

Microlearning can be applied across various aspects of employee training, including:

Onboarding: New hires can benefit from microlearning modules that introduce company policies, culture, and job-specific information in a structured, digestible manner. This approach helps new employees acclimate faster and more effectively.

Compliance Training: Compliance topics often involve dense regulations and policies. Breaking down this information into microlearning modules makes it easier for employees to understand and adhere to compliance requirements.

Skill Development: Whether it’s soft skills like communication and leadership or technical skills like data analysis and software usage, microlearning can provide targeted training that enhances employee capabilities incrementally.

Product Training: Sales and customer service teams can use microlearning to stay updated on new product features, benefits, and usage. Short modules ensure they have the latest information to effectively support customers.

Performance Support: Microlearning can serve as just-in-time learning, providing employees with quick access to information they need to solve problems or perform tasks more efficiently.

Microlearning in Action: Case Studies

Several organizations have successfully implemented microlearning to enhance their training programs. For example:

Google: Google uses microlearning to train its employees on various topics, including new technologies, management skills, and company policies. Their approach includes short videos, quizzes, and interactive modules that employees can access on-demand.

IBM: IBM leverages microlearning to keep its workforce up-to-date with the latest technological advancements and industry trends. Their microlearning strategy includes bite-sized courses, podcasts, and gamified learning experiences.

Coca-Cola: Coca-Cola has implemented microlearning for its sales teams, providing short, focused training on product knowledge, sales techniques, and customer engagement strategies. This has helped improve sales performance and customer satisfaction.

Challenges of Microlearning

Despite its many benefits, microlearning also presents some challenges:

Content Development: Creating high-quality microlearning content requires careful planning and expertise. Organizations need to ensure that the content is engaging, relevant, and effectively designed to meet learning objectives.

Integration with Existing Systems: Integrating microlearning with existing learning management systems (LMS) and other training platforms can be complex. Organizations need to ensure seamless access and tracking of microlearning modules.

Consistency: With multiple microlearning modules, maintaining consistency in tone, style, and quality can be challenging. Organizations must establish guidelines to ensure uniformity across all content.

Measuring Effectiveness: Assessing the impact of microlearning on employee performance and knowledge retention can be difficult. Organizations need robust evaluation methods to measure the effectiveness of their microlearning initiatives.

The Future of Microlearning in Employee Training

As organizations continue to navigate the changing landscape of employee training, microlearning is poised to play a significant role in the future. Here are some trends and predictions for its evolution:

Increased Adoption: More organizations will adopt microlearning as part of their training strategies, recognizing its benefits in enhancing employee engagement and performance.

Advanced Technologies: The integration of artificial intelligence (AI), machine learning, and data analytics will enable more personalized and adaptive microlearning experiences. These technologies can analyze employee performance data to recommend relevant modules and provide real-time feedback.

Gamification: Gamification elements, such as leaderboards, badges, and rewards, will be increasingly incorporated into microlearning to boost motivation and engagement.

Social Learning: Social learning features, such as discussion forums, peer reviews, and collaborative projects, will enhance the microlearning experience by fostering interaction and knowledge sharing among employees.

Focus on Soft Skills: With the growing importance of soft skills in the workplace, microlearning will increasingly focus on areas like communication, leadership, and emotional intelligence, providing employees with the tools to succeed in a dynamic work environment.

Conclusion

Microlearning represents a promising future for employee training, offering a flexible, engaging, and efficient approach to skill development and knowledge retention. As organizations seek to meet the evolving needs of their workforce, microlearning provides a solution that aligns with modern learning preferences and technological advancements. While challenges remain, the potential benefits of microlearning make it a compelling strategy for the future of employee training. By embracing microlearning, organizations can enhance their training programs, improve employee performance, and drive overall business success.

[robertreich]

Boeing Is Everything Wrong With American Capitalism

Excuse my language, but why is Boeing such a shitty corporation?

Their planes are literally falling apart in the sky.

At least six Boeing planes have had parts fall off this year — including an exit door in mid-flight. A whistle-blower has accused Boeing of a “criminal cover-up” of its safety failures.

But beyond this one company, Boeing’s descent is a case study in how American capitalism has become so rotten. Let me explain.

I’m old enough to remember when people used to say “If it’s not Boeing, I’m not going.”

But in 1997, everything changed when Boeing merged with McDonnell Douglas and became the only major maker of commercial aircraft in America. With no domestic rivals, it no longer needed to stay on the cutting edge of innovation.

Executives at Boeing who once specialized in engineering were replaced with Wall Street types who looked down on the engineers. One money-hungry CEO described those who cared too much about the integrity of Boeing’s planes, and not enough about its stock price, as “phenomenally talented assholes.”

To keep Wall Street happy, Boeing began spending billions on stock buybacks that pumped up the value of shares — money that could have been spent on safety and innovation.

It doled out hundreds of millions on campaign contributions and lobbying to lower safety standards, rake in massive government contracts, and boost its bottom line.

To cut costs, Boeing outsourced roughly 70% of its design, engineering, and manufacturing rather than rely on its experienced union workforce.

To further undercut its union, Boeing opened an assembly plant in South Carolina, a notorious anti-union state. Executives reportedly told managers not to move any unionized employees there.

This quest for profit resulted in massive quality control problems that were reported by engineers and machinists, but allegedly ignored by management. All of this inevitably led to the deadly safety issues Boeing faces today.

And because of Boeing’s monopoly-like power, it has been largely immune from any repercussions for its poor performance.

Boeing made it seem like it was punishing executives who led it astray by firing them, but still rewarded them with “golden parachutes” on the way out.

Folks, Boeing’s troubles should serve as a cautionary tale. It’s reflective of broader trends in our economy over the past forty years. Monopolization. Wealth siphoned off to rich shareholders at the expense of everyone else. Cutting corners on safety to save a dime. Bashing unions. All while spending big money lobbying the government.

Boeing may have become a shitty company, but that doesn’t mean we have to put up with it.

The government has the power to increase antitrust enforcement to bust up big companies — something that we are already starting to see in other industries.

It should also attach strings to government contracts and subsidies to ensure that private corporations are working in the best interest of the country, and not just their bottom lines.

It should ban stock buybacks, which were illegal before the Reagan administration, so profits are put back into improving the company, including the safety of products, rather than solely padding investors’ wallets.

Union power should be rebuilt, so that workers can once again act as a countervailing force to Wall Street.

And we should continue the fight to get Big Money out of politics.

It’s not too late to reverse course and chart a new flight path.

[httpsserene]

𝐬𝐧𝐢𝐩𝐩𝐞𝐭 | 𝐬𝐢𝐩 𝐨𝐟 𝐬𝐮𝐧𝐬𝐡𝐢𝐧𝐞 | 𝐜𝐡. 𝟐 𝐬𝐮𝐦𝐦𝐞𝐫 '𝐭𝐰𝐞𝐧𝐭𝐲-𝐭𝐡𝐫𝐞𝐞

poly! carlando x reader | read chapter one here. | join taglist

˖♡ - ̗̀ ⇢ this is the entire intro to the second chapter. in the outline, it's called "the first strike." any predictions? well, you're in for a ride, let me tell you that. full chapter two coming soon. tysm for being patient and understanding x

On this Monday in May, you’re awake before the sun, watching it rise over Madrid as you drive to Golf La Moraleja. This summer begins the same as those before it, with your coworkers complaining about being required to attend a meeting—filled with the same information you’ve all heard every year since you first started—and, holding it so early in the morning. 

Your eyes ache from lack of sleep but it doesn’t hinder you from complaining all the same; returning employees should be allowed to skip the first meeting of the season as it’s more of an orientation for the new hires. Marco, your boss, disagrees. He says that senior employees need to be present to set a good example of the standards and expectations for the rookies. 

You’re unsure if a group of seven, sleep-deprived, twenty-something-year-old, beverage cart drivers could be described as a “good example.” At least there’s a breakfast spread. The seven of you can be good examples of how to take advantage of a free meal.

As Marco drones on about procedures and policies, your mind drifts to the late-night you had. 

Your eyes burn with exhaustion because you missed out on a few hours of sleep to talk with your boyfriends. You listened as Lando ranted about how disappointing his car performed this weekend and Carlos still seemed surprised that he managed to hold onto fifth place with a time penalty. Neither of the boys wanted to sweat out more of their body weight in water in a packed, humid, Miami club after a particularly demanding race, but you convinced them to at least have a drink or two with Fernando Alonso to celebrate his podium finish.

You may not have the most in-depth Formula One knowledge, but you know that dragging that Aston Martin onto the podium is an astounding feat. Carlos admires the man greatly, even if he pretends to be salty about being the second-favorite Spanish F1 driver. Lando respects Alonso largely as well, he talks kindly about the time he spent shadowing him at McLaren.

You styled their outfits for the night with sleepy eyes. Carlos endlessly showered you with compliments every time he glanced at you through the screen of his laptop. The butterflies in your stomach fluttered at every endearment; you believed in the hermosa’s and linda’s with each repetition, even as your phone mirrored the image of you: makeup-free, bonnet, and pimple patch-riddled.

Lando (after Carlos kicked him out of the bathroom for being unable to control his wandering hands) splayed across the hotel bed on his stomach, the love ? —the longing he has for you is visible through the pixels. His feet kicked back and forth behind him mindlessly as he attentively listened to you ramble about the authorship credit you received in a textbook for research you did last year.

You sighed deeply. If only the world knew how these two men ended the call by blowing kisses through the screen, whining about having to wait another couple of months until they get to see you in person. 

If the world knew, maybe that woman in the club wouldn’t have tried (and failed) to make a move on your boys.

When your alarm sounded for today’s early morning meeting, you awoke to the sight of your phone being spammed with Twitter links and texts with your name in all caps.

The hashtag Carlando is trending on Twitter because of an anonymous submission to a gossip account that details Lando and Carlos “getting cozy” with a woman in a club. Thankfully, the anonymous submission was proven false—with photo evidence, at that. 

The first photo caused a sense of dread to build within you. It shows a blond woman standing next to them at the bar, her beady eyes predatory as she stares up at Carlos with a disgusting smirk and her hand is offensively outstretched, tugging at the collar of his polo. Lando, who’s standing next to the Spaniard, looks at her with an expression of shock and disbelief, while Carlos only offers her his trademarked confused stare.

The second photo transformed that sense of dread into a feeling of relief, pity, amusement, and vicarious embarrassment. 

The image captured the woman dropping her hand away with an annoyed frown and a sharp glare thrown at Lando, whose disposition has switched from surprised to unimpressed, illustrated by his well-known disgruntled nose scrunch. Carlos isn’t looking at the woman anymore, he’s taken a step backward and is staring at Lando. His hand is clasped on the younger man’s shoulder and he’s seemingly trying to pull him away from the woman.

You wish there were more photos. 

The online consensus is that the woman in the photo needs to change her entire identity if she wishes to have another peaceful day on Earth. The F1-adjacent internet is clowning this poor girl about her seduction attempt on Carlos going so terribly that Lando had to put a stop to it. There’s a smaller portion of people saying that Lando couldn’t handle the sight of somebody trying to flirt with Carlos right in front of him—they’re closer to being correct than they know.

Nevertheless, you kind of feel sad for the woman: waking up after a night out with a nasty hangover only to find out you’re being lambasted on social media because there’s photo evidence of you being rejected after a terrible attempt at flirting. You refuse to imagine it; seeing her experience is enough for you. 

While it’s early morning in Spain, it’s midnight in Florida. The two men are asleep and unaware of their current trending status. Hopefully, that will last until you’ve returned home from this staff meeting and taken a long nap. But, damn, you’re dying to know exactly what Lando said that had her looking so insulted. 

You jolt to attention at a tap on your shoulder.

“Muchacha, the meeting is finished,” Isa’s eyes match your exhaustion, “Were you even paying attention?”

“Does it matter if I was?” You ask, heaving yourself out of your seat and waiting for your friend to do the same. “We’ve had the handbook read to us for the last five years. Zoning out during this orientation doesn’t matter to me.”

“¿Perd��name?”

You turn around to see one of the new hires addressing you. The first thing you notice is that he’s tall, like an American basketball player, type of tall. The second thing you notice is that he can’t be any older than twenty; unless he’s lucky enough to be so babyfaced. He’s tall and lanky, sporting sharp cheekbones, a nose that reminds you of Carlos, a pair of eyes similar to Lando’s, and an artfully styled mess of dirty blonde curls atop his head. Objectively speaking, he’d make a hell of a supermodel.

“I’m Alejandro, or Alé. I wanted to introduce myself before I started training with you tomorrow,” he states kindly, with a broad smile.

Zoning out during this orientation suddenly mattered very much. Last summer—sometime in June, before Carlos and Lando reappeared—you offered to train an employee if Marco needed the extra help. You must have missed the part of the meeting when he assigned Alejandro to you.

“Oh! Yes, sorry,” you introduce yourself to the kid kindly, apologizing mindlessly, “I am very tired and I was not paying attention—don’t tell Marco that. I’m supposed to be setting a good example for the new kids.”

He laughs, “I think you are a great example of reminding everyone to sleep for at least eight hours every night.”

“I can’t disagree with that, can I?” You smile politely, “Well, I promise I’ll be a better role model when training officially starts. You’re stuck with me for a month, right?”

“I would not say I am ‘stuck’ with you—that would be mean,” Alejandro snorts lightly, “But, yes. I will be riding along with you for a month. Marco says that I’m lucky to be paired with you.”

“Did he?”

“Sí. He said you’re one of his best cart servers and that you bring in the most tips.”

Isa snorts behind you. Without needing to look, you reach behind to smack her on the back of the head. He doesn’t need to know that your secret relationship with two Formula One drivers is responsible for the extra money you made last year.

“I’m a young woman working on a golf course. Which, is why I make plenty of tips.”

Alejandro hums, raising a brow, “Really?”

“There’s more than a few sleazy men that come out here willing to throw cash at anyone who wears a smile, skirt, and pigtails.”

“Ah, well,” he shrugs jokingly, his picture-perfect smile relaxing into something natural, “I do not have enough hair for pigtails and could not pull off a skirt. I do think I can manage a smile.”

Squinting, you survey his form, “Don’t worry; there are men out there who prefer the sight of boys in tight shirts and short shorts instead of girls in short skirts. Ask Ryan or Rob. They make more money than me some days!”

“Is this your fancy plan to get me into tighter clothes?” Oh. He’s misunderstood you.

“Wow,” you deadpan, “You caught me. No, niño, I’m only ‘training’ you on how to make your wallet very happy. If you are uncomfortable with showing a little thigh, that’s okay.”

“I’m a model,” He scoffs with a smirk (you called it, him being a model), “of course, I do not mind showing more skin; however it looks like you want to see me in less clothing, as well.”

Your mouth drops open at the insinuation. Behind you, Isa full-body laughs herself to tears. The rest of your cart team—Lucas, Rob, Ryan, Sofia, and Steph—turns to look at Isa, wanting to know what she finds so funny. The entire clubhouse will know that the new kid tried to flirt with you by the end of the day. 

You shake your head fervently, “Woah, uh, no. ¡Dios mío! I hope I never see what’s under your clothes, full offense. I’m happily in a relationship! Also, not that it matters to me since I’m not interested in you, but—you are way too young for me, niño. It would be best to respect that and forget this part of the conversation ever happened, or it will be an awkward month of training.”

He immediately loses the smirk, stepping backward and raising his hands placatingly, apologetic, “¡Lo siento! I did not mean to make you uncomfortable. I assumed you were—well, it does not matter, I assumed you meant more, and that is my fault. Pero, I am not a kid–I am nineteen.”

You and the rest of the eavesdropping beverage cart crew all gasp, abhorred at just how young he is. Does this mean you are all too old to be riding around serving drinks on a golf course?

“Nineteen?! What year were you born in? Never mind, don’t tell me—it’ll make me depressed. Look, niño, you’re forgiven—I could see how telling someone to show off their…assets, could be seen as flirting. So, I’m sorry, too. This is incredibly awkward, let’s never speak of this again?”

“Yes, I agree,” he nods vigorously, “But—Do you have to call me ‘niño?’”

“It fits, though? You are the youngest cart driver we have. Speaking of cart drivers—what’s your phone number? Lucas has to add you to the work chat.”

Your coworkers introduce themselves to Alejandro without hesitation. Conversation flows seamlessly as you all begin to catch up on what’s occurred in your lives since last summer. Rob’s sister-in-law exposed his older brother’s affair over Christmas Dinner, Sofia’s younger sister is pregnant with twins, and Lucas graduated with a degree in journalism. Midway through Ryan’s explanation of how his car was stolen three times in two months, the last two new hires shyly join your discussion. Laura and Giulia are training with Steph and Ryan, respectively. You and the other senior drivers begin to whine about old age when they reveal that they're nineteen, like Alejandro.

Isa catches a ride home with you and she asks if you're going to tell Carlos and Lando about how your trainee tried to make a move on you. You won’t tell them because there’s no reason to. Alejandro apologized and backed off—that’s all that matters to you. Why tell your boyfriends that the kid you’re going to be training tried to flirt with you? It won’t do anything more than make them jealous, probably, and that’s unnecessary.

general taglist (ask to join):

@saintslewis/@cherry2stems/@lorarri/@mindless-rock/@biancathecool

@barnestatic/@darleneslane/@lovingaphroditesworld/@smoothopz/@vetteltea

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@nissaimmortal/

current SOS taglist (ask or leave a reply if you would like to be added):

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@neferaskingdom/@chaoticversion/@minahoeshi/@dreadity

© httpsserene - do not repost.

[rabbitbandit05]

Headcanon:

Vox with a Famous Performer Reader

Heyyy, so this is my first time actually writing headcanons for Hazbin Hotel in general, so if its not that good thats probably why. This idea kinda sprang into my head and I really wanted to write for it without actually writing a fanfiction (though im not opposed to the idea).

On that note: Im taking requests for Hazbin Characters to strengthen my writing and really just practice. Ive gotten into the show lately. I also do other fandoms though currently just working on Hazbin. Thanks for reading!

You are a very famous Singer in hell, so I imagine that would garner a lot of attention, including Vox

He spots your talent from miles away and is immediately intrigued with you, especially if you are an upcoming singer, because he likes to be ahead of trends

He would offer you a deal with Vox tech of some sort, since he thinks your talent would go to waste with Valentino and Velvette isn't interested in you as a model, with really good benefits of course (if they have health benefits/ time off)

Definitely focuses on creating music videos of you and plastering your face on as many screens as he can to get the word out there about your music 

If you weren't spoiled before, he definitely is now gonna- best cars, best clothes, best of everything. 

Also, is sure to make every demon know that you are with him/ a vox production and a part of his employees (very prideful of this) 

I think slowly would start to gain feelings for you, however would be very unaware of these feelings and chalk it up to just thinking you are a great performer or thinking its respect

Valentino and Velette do make fun of him for how much actual effort he is putting not only into your career but into you! 

Like- he cares about your feelings and is doing way too much for someone who is just supposed to be using you for your talent for his gain. 

“Aww come on Vox, you like the little ‘estrella’. Its clear from how you treat them-” Valentino would tease  

“Yeah, your more pushy with their career than any other demon i've seen. Its clear you like them-” Velvette would back up. 

Only then does Vox begin to realize he likes you and cares about you- Like actually cares about you

Has a fear of you signing with a different agency/manager and leaving him- not because of how he benefits but because he knows others would use your talent and exploit you. 

Might do a Part 2 since its very unfinished. Okay thanks for reading!

[britsyankswheels24]

🇺🇸 As we approach Chrysler's 100th anniversary, Frank B. Rhodes Jr., great-grandson of company founder Walter P. Chrysler, is raising concerns about the brand’s future and wants to take action to rescue it. In a recent open letter to “investors and workers,” Rhodes announced his plan to revitalize Chrysler and its related brands—Dodge, Ram, and Jeep—under new “American” ownership.

🚗 Stellantis, the current parent company of Chrysler, has come under criticism from Rhodes for its management of the brand, which he claims has been severely neglected. The Chrysler brand currently offers only one vehicle, the Pacifica minivan, while several promising concept cars, such as the Chrysler Airflow, were shelved before reaching production. Rhodes highlighted Stellantis’ focus on European brands like Citroën and Peugeot, arguing that Chrysler has been left behind.

💼 Rhodes, who has been a Chrysler ambassador for over 40 years, points to his family’s legacy and his own ownership of the final Chrysler 300C as reasons for his dedication to the brand. He submitted a 17-page proposal to Stellantis executives, inviting them to a confidential discussion on reviving Chrysler. His plan includes giving equity stakes to employees, echoing the worker-centered vision of his great-grandfather, who founded the company on principles of American ingenuity and innovation.

📉 Rhodes also expresses concern about the future of Dodge, which has focused heavily on electric vehicles (EVs) despite its core customer base being more interested in American muscle and performance cars. He argues that Stellantis’ push toward an all-electric lineup by 2028 for Chrysler is out of step with market trends, where hybrids are gaining popularity. The all-electric path, Rhodes warns, could be disastrous for the brand’s future.

🔧 Despite these challenges, Rhodes remains optimistic about the potential to rebuild Chrysler as a symbol of blue-collar luxury and innovation. He is calling for a return to American-designed and built products, and greater autonomy for Chrysler and Dodge within Stellantis. Rhodes’ ultimate goal is to rescue the brand from what he sees as poor management and ensure that Chrysler survives to celebrate its next century.

🚨 As Chrysler fans prepare for the 100th anniversary celebrations next summer, including a large event in Pennsylvania, Rhodes is urging action to prevent the brand from fading into obscurity. Without intervention, he warns, Chrysler’s future looks bleak.

[mesetacadre]

Re: flexibility, I've been wondering - what is there to say about the impact of remote work on productivity and profit, inasmuch as it can be measured?

I can only comment on the IT sector, and only superficially: multiple employers have cited the transition to remote/hybrid work as the primary cause of the not-insignificant decrease in efficiency currently observed in companies worldwide. On the managers' end, it's being portrayed as e.g. a shift in priorities, with younger people especially being more willing to change jobs frequently and not feeling tethered to a single employer - at least according to recent Microsoft Work Trend Index reports that I (unfortunately) had to analyze LOL. Does flexibilization yield tangible profits in the "white collar"* department, too, or is it primarily and exclusively a tool of exploitation of "unskilled"* laborers, migrants, et cetera?

Asking this because the surge in popularity of remote work is certainly an unprecedented development, I'm trying to find the correct framework within which to assess its importance. (Unless this is outside your area of interest/expertise...)

Hi Adam, first I would be cautious of what some employers attribute to be the cause of lost productivity, they can lie as much as they want. It is well known how, for example, retailers in the US state of California assign loss from imagined future profits as well as actual losses from other causes to shoplifting when actual lost sales from shoplifting is as significant as a small accounting error. Taking them at face value still, I'd argue that the context of remote work is far from neutral, having been instituted rashly during the economic slowdown that the pandemic forced. I've also heard the complete opposite from other employers, such as my mother's, which has instituted a hybrid work regime *after already having established the required infrastructure and protocols* and it seems to increase productivity by the same mechanism that a shortened work week increases productivity, worker morale.

A well-implemented hybrid or completely remote work regime does increase productivity, not only because of better employee performance in some cases, but also because it can allow the capitalist to cut down on costs, a very intuitive example of this could be having to afford less physical space for an office, since not everyone has to be present to work, and there could not even be an office. Flexibilization, when done well for the employer, always increases profit margins because it makes the worker more subservient to the needs of the capitalist, it allows them to choose when and for how long the worker works, for example, or to never have to pay the salary corresponding to a full work week.

I'd also tell you not to confuse the general trend for what a subset of workers want. The trend towards flexibilization and the higher mobility of young workers between jobs is imposed on them by this trend, by shortening average contracts (Taking again Spain as an example, the average contract for people younger than 30 got as low as 17 days last year, and nowadays 0-day contracts are becoming more common). Nobody wants to work for less than a week for a salary lower than the minimum wage, it is being imposed in the name of "flexicurity", as they call it. Look it up, the European Commission avows it.

Perhaps traditional office jobs can benefit less from this very rapid hiring-firing process because of the needed education for some positions, but as long as there is a reserve labor pool of people who have worked at multiple of these places, and as long as they can continue to play with work schedules and regimes, they very much still benefit from flexibilization.

If things like the 4 day work week or remote work are popular within the general working population it still doesn't change that the class who ultimately benefits from it is not our own, and our efforts should be directed to educating workers so they understand that no benefit can be gained within capitalism that does not benefit the bourgeois class 10 times as much, and that it still does not change the immutable exploitative nature of salary work.

[allthecanadianpolitics]

A growing number of patients who request medical assistance in dying are asking to donate their organs for transplant, says an international review that found that Canada is performing the most organ transplants from MAID patients among the four countries studied that offer this practice.

The report is the first-ever review of the growing use of this new practice around the world. The review was conducted in 2021 and the results were formally published in December 2022.

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“We saw everyone is working in different directions. And then we said ‘OK, well, let's start an international (discussion) of all the countries involved,’” said Dr. Johannes Mulder, a physician and MAID provider in Zwolle, Netherlands, in an interview with CTV News.

Data collected for the paper shows that in Canada, Belgium, the Netherlands and Spain, combined, 286 assisted-death recipients provide lifesaving organs for transplant to 837 patients in the years up to and including 2021.

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More than 10,000 Canadians received a medically-assisted death in 2021: report

Experts clash on whether medically assisted dying system ready for expansion by March

Veterans Affairs Canada service agent who raised medical assistance in dying 'no longer an employee'

The Death Debate: why some welcome Canada's move to assisted dying for mental illness and others fear it

Expert says government decision to delay assisted-dying expansion not necessary

Doctors in Canada, where medical assistance in dying (MAID) was decriminalized in 2016, performed almost half of the world’s organ transplants after MAID for that period (136), according to the publication.

Data from the Canadian Institute for Health Information confirms this new source of transplant organs accounted accounts for six per cent of all transplants from deceased donors in Canada in 2021. Some transplants, like those for kidneys and livers, can be done with patients who are alive.

“I was rather proud that Canada has done so well in terms of organ donation by MAID patients,” said Arthur Schafer, director of the Centre for Professional and Applied Ethics at the University of Manitoba, in an interview with CTV News.

With more than 4,000 Canadians waiting for organ transplants, some of whom are dying, he says Canada’s numbers show a strong move to turn death into a win-win.

“So I say, 'Good on us.' It’s a wonderful opportunity for someone facing death to make something significant out of the end of their life,” said Schafer.

PATIENT-DRIVEN TREND

The international review on this new practice has been overwhelmingly driven by patients who are suffering from irreversible degenerative diseases, like amyotrophic lateral sclerosis (ALS) and Parkinson’s.

“If this body has deserted me, I could do something good,” is how Mulder says patients frame their decision.

Canadian ALS patient Sharron Demchuk donated her kidneys and lungs after her medically assisted death in September of 2021. Her family says she herself pushed her doctors to consider a way she could help people after she died, becoming the first in New Brunswick to do so.

“She kept doing follow-ups, kept pushing and even though she wasn’t able to speak, she would make notes for my dad. ‘Here’s what I want you to ask them. Here’s what I want you to say,’” her daughter, Darlene Demchuk, told CTV News last year.

One of the goals of the international report, says Mulder, was to share information openly on how countries are managing this controversial and evolving new practice, including the tricky ethical and logistical issues of consent from vulnerable patients.

“What should you do, or what should what shouldn't you do? And how to keep the whole project completely voluntary,” he said of some of the concerns, noting that patients should never be pressured to choose MAID to increase the availability of donor organs.

That is a worry shared by Trudo Lemmens, a professor in health law and policy at the University of Toronto.

He points to statistics showing more than 35 per cent of Canadians who died by MAID in 2021 felt they were "a burden on family, friends or caregivers” according to a Health Canada report.

“I am concerned that people who struggle with a lack of self-esteem and self-worth may be pushed to see this as an opportunity to mean something,” said Lemmens in an email comment to CTV News.

With other countries like Australia eyeing medical assistance in dying along with organ donations, Mulder says public trust in this new medical practice must be developed and maintained.

“That’s why guidelines are necessary and should also be strict,”’ the doctor said.

[raymondduggantravel]

5 Types of Surveys You Should Participate In—And Why It Matters

In today’s fast-paced world, businesses, organizations, and governments rely on accurate data to make decisions. One way they gather this valuable information is through surveys. You might have encountered many types of surveys online or in person, but did you know that your participation can significantly impact change? In this blog, we’ll explore five types of surveys, highlighting why they’re important and why you should consider participating.

1. Customer Satisfaction Surveys

Why They Matter:

Ever wondered why companies ask for your feedback after a purchase? Customer satisfaction surveys are a tool businesses use to gauge how well they meet customer expectations. The insights gained help companies improve their products, services, and overall customer experience.

Why You Should Participate:

Shape the future of products: By providing honest feedback, you influence how companies refine and develop their offerings.

Get better service: Your input helps businesses identify areas where they can improve, which could result in better services for you in the future.

Exclusive rewards: Many companies offer discounts or rewards for completing these surveys, making it a win-win situation for both you and the business.

2. Employee Engagement Surveys

Why They Matter:

Employee engagement surveys are conducted within organizations to understand how employees feel about their workplace. These surveys cover job satisfaction, management, work-life balance, and team dynamics.

Why You Should Participate:

Voice your opinion: If you’re employed, these surveys provide a safe platform to express your thoughts on management, company culture, and work conditions.

Improve your workplace: Honest feedback from employees can drive positive change, improve work environments, and increase job satisfaction for everyone.

Build better leadership: When management understands the concerns and suggestions of their teams, they can create policies and make decisions that support a more motivated and productive workforce.

3. Political Opinion Polls

Why They Matter:

Political opinion polls measure public sentiment about political issues, elections, or government performance. Polls like these inform political leaders, policymakers, and the media about public concerns and opinions.

Why You Should Participate:

Influence decision-making: Your voice adds to a collective view that could influence policy decisions and political discourse.

Shape the political landscape: Politicians and leaders often adjust their priorities based on what the public wants. Your input helps ensure that your concerns are addressed.

Understand trends: Participating in these surveys allows you to see where you stand in comparison to others and gain insight into broader societal trends.

4. Market Research Surveys

Why They Matter:

Market research surveys are used by companies to understand consumer behavior, preferences, and market trends. This research helps businesses decide what products to launch, how to price them, and how to market them.

Why You Should Participate:

Influence new products: Companies rely on feedback from people like you to decide what features to add or what products to create. Your opinion can directly affect future innovations.

Stay ahead of trends: By participating in market research, you often get a sneak peek at new products or services before they hit the market.

Get rewards: Many companies offer incentives such as cash, gift cards, or discounts for participating in market research surveys.

5. Health and Wellness Surveys

Why They Matter:

Health surveys are often conducted by government bodies, research organizations, or healthcare institutions to assess public health trends, study diseases, or improve healthcare services. These surveys play a critical role in shaping health policies and medical research.

Why You Should Participate:

Contribute to scientific research: Participating in health surveys can contribute to advancements in healthcare and medical research, potentially saving lives or improving the quality of care.

Raise awareness: Health surveys help identify trends in public health that may need attention, such as the rise of certain diseases or health conditions.

Improve healthcare services: Your participation allows healthcare providers to understand what patients need, leading to improved services, more targeted treatments, and better patient care.

Why Your Participation Matters:

By participating in surveys, you are helping companies, governments, and organizations make better decisions based on real data. Surveys allow decision-makers to better understand consumer and public needs, ultimately leading to improved products, services, policies, and societal well-being.

Here are three key reasons why you should participate in surveys:

Be heard: Surveys provide a platform where your opinion can directly impact the world around you.

Drive positive change: Whether it's about the workplace, healthcare, or politics, your input can lead to real, actionable change.

Gain benefits: In many cases, surveys come with rewards or incentives, allowing you to get something back in exchange for your time.

So the next time you come across a survey in your inbox or on a website, take a moment to consider participating. Your feedback matters more than you think!

Conclusion: From customer satisfaction surveys to political opinion polls, the surveys we take part in help shape our society. By sharing your thoughts and experiences, you contribute to a better future for everyone. Plus, it’s an easy way to ensure that your voice counts, while sometimes reaping personal rewards along the way!

CLICK HERE TO JOIN and REFER.

[letteredlettered]

I have a question for the HR expert! Since you focused on employee relations, I'm wondering if you noticed any general trends regarding disciplinary actions and/or termination. Like, do disciplinary actions typically lead to change? Are people usually let go for similar reasons? It would be nice to know what sort of behavior to avoid. I guess it would also be good to know in case I ever want to get fired. You never know!

The biggest trend in disciplinary action is absenteeism. Someone is gone a lot and don't have paid time off to cover it. The weirdest thing about this is my company was pretty lenient about protected leave; there is both federal and state protected leave and basically if you were even applying for it the company wouldn't do anything to you. Now sometimes if you applied and were denied, there would be corrective action, depending on the length of absence. But the number of folks who received disciplinary action and hadn't even tried to get protected leave was wild to me, especially because many of them were people I'd had conversations with personally about their attendance, and they'd told me to my face they would apply for protective leave, and then then they didn't. Also there were a number of people who would be out and not call in, which is going to count against you far more than if you notify your department of your absence.

Most of the people I helped terminate were terminated for attendance.

Some folks with attendance problems improved and never got a counseling again. Other folks did not. As for counseling for other reasons, on the whole, I think disciplinary action led to change a lot of the time. Plenty of the people who received counseling never had a problem again.

I'd say those with work performance issues did not tend to improve in the same way. It's pretty hard to give a corrective action for work performance because at our company, you had to provide extensive proof that you coached them repeatedly, gave them extra training, asked multiple times what resources they needed etc. It was a big job for management, who sometimes would rather deal with someone who didn't do a good job rather than do all the work of mentorship. If it got to the point of counseling, the person was probably doing a really bad job, and it often meant that the job just wasn't a good fit for them--ie, they were not going to improve on their own. I don't like to think of anyone as helpless, so I feel like it was less that they couldn't do the job and more that it wasn't possible to give them the training, mentorship, and resources they needed, or they weren't particularly interested because they were about to retire or applying for other jobs or were interested in getting unemployment. That said, with those employees, they would almost never get a second counseling, because it was too much work.

There were only a few folks who had behavioral problems. At my company, you could not receive disciplinary action for being annoying, or because someone just didn't like you, or because you said something a little off-color, or because you rolled your eyes a lot and slammed doors, etc. Basically, you had to do something definitive that could be proven and was demonstrably unprofessional. It's definitely true that if a lot of people didn't like you and made up reasons for that dislike that were egregious enough, you could get counseled, so I'm not saying that the process was 100% fair, but the number of times I dealt with issues where the whole department didn't like someone, but the only reasons they supplied were because the person was passive aggressive and made bad jokes, was not nil. And that person should be coached but is not going to be put on a path to termination because their personality doesn't mesh well with others. It's just not fair. Anyway, lots of those, once they received a serious counseling, either decided to quit or change their behavior in some way, and didn't receive counseling again.

If you want to get fired just don't show up and don't call; it will happen eventually.

[brunhildeelke]

Why Should We Consider Using Predictive Analysis in Travel?

This is a combination of past data along with present-day data, artificial intelligence and statistical models to forecast customers' expectations and market conditions in the travel industry. It is an evolutionary transformative approach that assists travel businesses in performing efficiently and providing customers with solutions tailored to their needs.

How Does Predictive Analysis Work in the Travel Industry?

The concept of predictive analysis for the travel industry is the use of complex patterns and statistical information from the past to estimate future actions, behaviors, and trends of consumers. The benefits of this technology are, therefore, increased efficiency of resource use and improved customer experience and revenue.

What Predictive Analytics is used in the Travel Industry?

Analytical models and artificial intelligence are incorporated with statistical methods in predictive analytics to analyze data about the past and the present in the travel industry. This enables travel companies to forecast customer requirements and market development and even enhance their organizational effectiveness.

Data-Driven Decision-making Significance & Impact in Travels

This business intelligence tool guides travel organizations in making the right strategies by examining past customer data, market situations, and external circumstances such as climate or economic circumstances. This makes it possible for businesses to maintain their flexibility in highly competitive business environments.

Personalization Using Forecasting

Personalization is one of the main uses of predictive analytics. An understanding of customers’ needs helps travel businesses decide on such strategies as marketing messages, promotional destination suggestions, and variable high/low price options.

Improving Company’s Performance

Sensitivity to operational efficiency is another advantage. Airlines forecast their maintenance requirements so that unnecessary airplane out-of-service time is minimized whilst optimizing employees in a hotel to suit expected room use, leading to better service delivery and cost efficiency.

What are examples of predictive analytics in travel?

Several cases of Predictive Analysis in Travel reflect its applicability to various business issues, including the pricing strategy along with customer acceptance. Here are some details of this application across the industry.

Dynamic Pricing Strategies

Pricing for products or services is continually changing to meet the demand, influenced by features such as time of year, customer preferences, and trends. This happens in air ticketing services and hotel reservations.

Predicting Travel Demand

Predictive analytics relies on historical information as well as inputs received in real time to predict the demand for individual places or services. It enables travel companies to plan inventory and marketing ahead of time.

Customer Retention Analysis

Travel organizations apply big data techniques to switch customers who are likely to churn, and they do that by offering special loyalty programs or individual offers.

Managing Operational Risks

Aviation managers and transportation companies use forecasting techniques to prevent possible disasters like weather disturbances or equipment breakdowns and ensure a proper flow of operations.

Marketing Campaign

They aid marketing to get the optimum value for the amount invested to reach audiences that are likely to respond to a given campaign.

What Is AI for Predictive Analytics in Travel?

AI for predictive analytics in travel aims to analyze large volumes of data and extract patterns and insights that are useful in predicting travel trends. This is because it allows the business to double the ways through which it can better deliver, operate, and even forecast the market far better than any conventional.

What Are the Use Cases of Predictive Analysis in Travel?

Examples of the application of predictive analytics across the travel industry range from operational optimization to engagement. Looking at the data, challenges, and opportunities can be identified, and travel companies can then respond.

Airline Flight Plan / Flight Path Optimization

Predictive analytics helps airline companies fix the best routes and time to save costs and satisfy their customers.

Customer loyalty programs as a concept

Travel companies use the predictive model to create efficiencies in loyalty programs that appeal to regular traveling clientele.

The art of destination marketing needs to be enhanced.

Marketing departments within tourism boards and travel companies look for trends in data for the best places tourists are likely to visit when spending their money on travel and then market accordingly to avoid wasting the most amount of money on a particular place that no one wants to visit.

Conclusion: How Predictive Analysis Shapes the Travel Industry

The broad concept of using advanced data analysis to drive better decision-making, improve customer satisfaction, and improve operational performance has reshaped the travel industry. This is a strategy that enables a business entity to forecast the market needs and allocate resources in an appropriate manner to be in a position to design and deliver unique products to the market, hence very relevant to the current market environment.

However, in the future, as the industry moves forward, predictive analytics will be of higher importance when facing some of the issues, including demand volatility, organizational inefficiencies, and customer loyalty. Drawing upon the concepts of AI and machine learning, travel firms can forecast developments, control possible adverse effects, and ultimately tap into new sources of revenue.

[theemployerdomain]

Remote Employee Training Strategies For Success

In today’s fast-evolving business landscape, the shift towards remote work has become a prominent trend. With this shift, companies are faced with the challenge of maintaining high standards of performance, engagement, and productivity among their remote teams. A crucial part of this is employee training. Effective remote training programs are essential for ensuring that employees are equipped with the skills and knowledge they need to succeed, no matter where they are working from. In this article, we’ll explore several strategies for successful Virtual employee training.

#1 Develop Clear and Structured Training Programs

One of the first steps to ensuring a successful training experience for remote employee is to create a clear and structured program. Unlike in-person training, where employees can ask questions or get immediate feedback, remote training often happens asynchronously. Your training materials should be organized, easy to follow, and concise to make this process as effective as possible.

Break down complex information into manageable modules, use visual aids, and incorporate interactive elements to keep employees engaged. A well-structured training program allows Virtual employees to progress at their own pace while ensuring that the content is comprehensive and easy to understand.

#2 Leverage Technology to Enhance Learning

Technology is the backbone of remote work and plays a crucial role in Virtual employee training. Using the right tools can make a significant difference in how employees interact with training materials. Video conferencing platforms like Zoom or Microsoft Teams are essential for live training sessions, allowing employees to participate in real-time discussions, ask questions, and receive immediate feedback.

Additionally, learning management systems (LMS) like Moodle or TalentLMS can help organize and track training content. These systems allow for self-paced learning, quizzes, and certifications. Incorporating multimedia elements such as video tutorials, infographics, and interactive simulations can also help employees retain the information better and keep them engaged throughout the training process.

#3 Foster a Culture of Continuous Learning

Virtual training should not be a one-off event; it must be an ongoing process. Virtual employees often face the challenge of isolation and may miss out on spontaneous learning opportunities that arise in a traditional office setting. Therefore, it’s important to create a culture that encourages continuous learning.

This can be achieved by providing regular learning resources, encouraging employees to pursue online courses, and organizing regular webinars or knowledge-sharing sessions. Incentivizing employees to learn new skills, such as offering certifications or rewards for completing training, can also drive engagement and improve long-term retention of knowledge.

#4 Provide Personalized Learning Paths

Not all employees learn in the same way or at the same pace. A one-size-fits-all approach to training can lead to disengagement or frustration, especially for employees who might already have expertise in certain areas. Personalizing the learning experience is an effective way to meet the individual needs of each employee.

Assess the current skill levels of your remote team members and tailor training programs to match their specific learning requirements. For example, some employees may need more foundational training, while others may benefit from advanced modules. Personalized learning paths also allow employees to focus on areas where they need the most improvement, ultimately leading to more efficient skill development.

#5 Prioritize Communication and Feedback

Clear communication is essential in any training program, but it becomes even more important when working remotely. Regular feedback helps ensure that Remote team members stay on track and feel supported throughout the training process. Incorporate opportunities for real-time feedback through virtual check-ins, one-on-one meetings, and surveys.

Be proactive in providing employee feedback on performance and areas for improvement, while also being open to suggestions on how the training can be improved. Encourage employees to ask questions and seek clarification when needed. This two-way communication helps build trust and enhances the overall effectiveness of the training program.

#6 Create an Engaging and Collaborative Environment

Training doesn’t have to be a solitary experience, even for remote teams. Encourage collaboration among employees during the training process. This can be achieved through group activities, peer learning, or discussion forums where employees can share insights, challenges, and best practices. Platforms like Slack or Microsoft Teams can be used for team discussions, brainstorming sessions, and informal learning.

A sense of community is vital for remote workers, and fostering this environment during training helps employees feel more connected to their colleagues and the company. In turn, this engagement increases the likelihood of successful knowledge retention and application.

#7 Measure Training Effectiveness

Once your Remote team member training program is in place, it’s important to regularly assess its effectiveness. Use analytics to track employee progress, completion rates, and quiz results. Collect feedback from employees about their learning experiences and identify areas where the training can be improved.

Monitoring training effectiveness helps ensure that your efforts are paying off and that employees are gaining the necessary skills to succeed. Continuous evaluation also helps you stay updated with new training tools or methodologies that can enhance the learning experience.

You can also watch: EmpMonitor: Manage Remote Work Easily

Conclusion

As remote work continues to shape the future of business, developing effective training strategies for remote teams is more important than ever. By creating structured training programs, leveraging technology, fostering continuous learning, personalizing learning paths, and encouraging collaboration, companies can set their remote employee up for success. When done right, Remote team member training not only enhances individual performance but also drives overall business growth.

[jordi-ahava]

SO, AN ARTIST WALKS INTO A BUSINESS SCHOOL…

We’ll get to the nitty-gritty of the biz experience, I PROMISE, but I entered college as a sociology major. And I loved it.

I studied group behavior, societal trends, climate crisis panic, groupthink, intersectionality, and massive historical cultural shifts. It taught me how to look through many different people’s eyes, from all walks of life. I discovered the hybrid subject of historiology—a nerd’s paradise, the study of social patterns throughout history—and became entrenched in it, in a good way.

But that bachelor’s degree flew by in only two years, and I needed to find a new obsession.

I wanted to continue to explore fashion, since I’d worked in the space for a few years already and wanted to go deeper. But there’s no major for fashion, at least at Binghamton... How could I make this work?

I did some research on the different business majors at Binghamton, since that felt like the next best thing. I came across their Leadership and Consulting program, and noticed that they mentioned retail consulting in the degree description. And before I knew it, I was enrolled in Binghamton’s dual degree program, and strapped in for another rollercoaster two years. Reactions were… mixed.

People that know me best are aware of my math difficulties. Ever since I was a child, the most basic of math functions stumped me, and to this day, I still struggle to conceptualize them. That, and I was one of the few students not going into accounting or finance, a rarity at Binghamton’s School of Management, which limited my resources. I was also enrolling in a school where I (half-knew) one person, so this was a completely new world.

But something saved me, and kept me on track with my peers, and that was my ability to be creative.

Now, they’re not exactly asking employees to paint masters at McKinsey, but the ability to come up with ideas from thin air? Well, that’s as priceless as a Da Vinci.

Being an artist helped me use different skills to study this new material. Finance modules became songs, management presentations became performances, and my business technology deliverables used many more colors than the suggested palette. Everything was… dare I say… FUN.

This helped me get through all of my general education requirements, and made projects super enjoyable. My teammates would be incredibly helpful and teach me about numbers and data analysis, and I would teach them about graphic design and product innovation. Win-win!

That balance was a GODSEND, and it made me appreciate my peers so much more—they were teaching me just as much as my professors were.

It wasn’t without roadblocks, though. Sometimes I wanted to deviate from rubrics and go far beyond what was asked of me, (HOT TIP: do not ask your finance professor if you can attach a moodboard to your balance sheet) and not being able to use my creative instincts stung.

But now that I’m in my senior year and exploring postgraduate opportunities… it’s proving to be a strength I am grateful for. Sharing mine or other’s art with employers, professors, and peers brings me closer to them; and it allows me to relate to them by discussing something they might love, too.

Today, I was asked to speak in the freshman management class at the business school. With my full chest, I told all those wide-eyed freshmen to take an art class.

Maybe I will be attaching a moodboard to my next job application… watch out, LinkedIn.

[empxtrack]

Creating a Truly Inclusive Workplace in 2025

In 2025, building a truly inclusive workplace is not just a goal but a necessity for companies that want to thrive in the ever-evolving business environment. As organizations adapt to changing employee expectations and global shifts, inclusivity is becoming a core value that drives innovation, engagement, and success. Recent HR trends for 2025 show a strong focus on diversity, equity, and inclusion (DEI), reflecting the growing awareness of creating an environment where everyone feels valued and empowered.

In this blog, we’ll explore recent HR trends in 2025 that are transforming how companies approach inclusivity, the strategies they are implementing to foster diverse and inclusive environments, and how HR software is playing a crucial role in this process.

1. Shifting DEI from Policy to Practice

In 2024, we saw a heightened focus on diversity, equity, and inclusion (DEI) as a fundamental aspect of workplace culture. Many companies introduced DEI policies and hired diversity officers to ensure their organizations were reflecting societal values. However, in 2025, the emphasis is on shifting DEI from policy to practice. It’s no longer enough to have policies in place—organizations must ensure that these principles are fully integrated into everyday business operations.

Creating a truly inclusive workplace means going beyond compliance. Organizations are focusing on inclusivity in recruitment, onboarding, career development, and leadership representation. Companies are taking a data-driven approach, using HR software to track key metrics such as the representation of underrepresented groups, pay equity, and promotion rates. By turning these insights into action, businesses can ensure that inclusivity is not just a buzzword but a lived experience for all employees.

2. The Role of HR Software in Advancing Inclusivity

HR software is playing a critical role in advancing inclusivity in the workplace. Recent HR trends for 2025 highlight the increasing use of technology to create equitable systems that eliminate bias in various HR processes.

For example, AI-powered HR software can help companies create more inclusive recruitment processes by reducing human bias in candidate selection. These platforms can anonymize resumes, ensuring that hiring decisions are based solely on skills and qualifications rather than unconscious biases related to gender, race, or ethnicity. Additionally, HR software can automatically screen candidates for diversity goals, helping companies create balanced teams from the outset.

Performance management is another area where HR software is making a difference. With continuous performance tracking tools, businesses can evaluate employees based on real-time data, helping to eliminate biases that can occur in annual reviews. Moreover, feedback loops and employee sentiment analysis help HR teams identify issues related to inclusivity and address them proactively.

3. Recent HR Trends in 2025

As the workplace continues to evolve, hybrid work models have become a permanent fixture in the landscape of work, following trends seen in 2024. However, inclusivity within hybrid and remote work environments presents unique challenges. In 2025, HR leaders are focused on ensuring that all employees—whether they work remotely, in-office, or a combination of both—feel equally included in company culture and have access to the same opportunities for growth and development.

One way organizations are achieving this is through the strategic use of HR software designed for hybrid work management. These platforms facilitate seamless collaboration and communication between remote and in-office teams, ensuring that all employees stay connected and engaged. By providing virtual spaces for team collaboration and feedback, HR software ensures that employees who may not be physically present in the office are not overlooked when it comes to promotions, professional development, or participation in key projects.

Another major trend is the use of virtual DEI initiatives, such as online inclusion training programs and virtual mentorships, to ensure all employees, regardless of location, can actively participate in diversity and inclusion efforts.

4. Personalization and Belonging: Key Elements of Inclusivity

One of the HR trends in 2024 that is continuing into 2025 is the focus on personalized employee experiences. A truly inclusive workplace must cater to the individual needs of its employees, recognizing that everyone has different preferences, challenges, and goals. Companies are increasingly offering personalized benefits packages, flexible work schedules, and tailored development programs to ensure that all employees feel supported and valued.

HR software plays a vital role in personalizing the employee experience. These platforms can collect data on employee preferences, work habits, and career goals, allowing companies to offer personalized recommendations for development opportunities, wellness programs, and work-life balance initiatives. Additionally, AI-driven learning management systems can create individualized learning paths for employees, ensuring that everyone has access to the resources they need to grow and succeed.

Creating a sense of belonging is also key to an inclusive workplace. Employees need to feel that they are part of a community where their contributions are recognized and valued. In 2025, companies are using employee engagement tools within HR software to foster community-building and ensure that employees feel connected to their teams, regardless of their location.

5. Addressing Bias and Ensuring Equity

One of the most challenging aspects of creating an inclusive workplace is addressing unconscious bias and ensuring equity across all HR processes. In 2025, organizations are using HR software to tackle these issues head-on. AI and automation are particularly useful in eliminating bias from critical HR functions, such as recruitment, promotions, and performance evaluations.

For example, AI-driven recruitment tools can help ensure that job descriptions are gender-neutral and inclusive, attracting a diverse pool of candidates. These tools can also analyze data from previous hiring processes to identify patterns of bias and recommend corrective actions. Similarly, pay equity analysis tools within HR software help organizations track compensation trends and ensure that employees are being paid fairly, regardless of their background or demographics.

6. Mental Health and Well-Being as Part of Inclusivity

Recent HR trends in 2025 emphasize the growing importance of mental health and well-being as part of creating an inclusive workplace. Inclusivity goes beyond ensuring diversity in hiring—it also involves creating a supportive environment where all employees feel comfortable bringing their whole selves to work. Companies are expanding their well-being programs to include mental health support, flexible working hours, and access to counseling services.

HR software helps organizations manage these programs by offering wellness tracking tools, mental health resources, and feedback mechanisms to monitor employee well-being. By collecting data on employee stress levels, work-life balance, and overall satisfaction, HR teams can make informed decisions on how to improve their well-being initiatives and create a more inclusive environment for all.

Conclusion

Creating a truly inclusive workplace in 2025 is about more than just hiring a diverse workforce—it’s about ensuring that everyone, regardless of background, feels valued, supported, and empowered to succeed. As the recent HR trends in 2025 highlight, inclusivity is now deeply integrated into the core of business strategy, and HR software is playing a pivotal role in making this transformation possible.

By leveraging HR software to track diversity metrics, eliminate bias, personalize employee experiences, and support well-being, companies can create environments where every employee feels like they belong. In this evolving landscape, organizations that prioritize inclusivity will not only attract top talent but also foster innovation and drive long-term success.

[chussyracing]

F1 related news, rumours and mind blowing stuff from past days

(it's super long after past 3 days so i will add it under the cut)

I cannot not start by Lewis to Ferrari on a multi-year contract being confirmed

Some leaked and speculated details include: Charles and Carlos both knew for some weeks, the news was leaked early by British source to avoid Lewis being included in development beyond 2025 in Merc, Toto was surprised but didn't expect Lewis staying for long in Mercedes anyway, Ferrari offered a huge paycheck and almost bianco check for any personal and charitable projects he wishes (granted by Elkann himself)

His engineer Peter Bonnington could follow him to Ferrari, but that decision is completely on himself

There are rumours of Carlos potentially moving to rally for 2025 for a break before a possible seat in Audi in 2026

Peter Windsdor reported he "heard" Alex got a 3 years offer from Red Bull, but there are rumours that people around Alex started this to get a better offer (possibly at Merc)

Among all of this, Haas livery was posted and it follows the trend of more and more black color included to save weight (fun fact: white color is the worst one possibly to choose for a livery since you need most layers of it which adds weight and sponsors sometimes don't want their logo on white because it's not as readable on TV)

F1 complained Andretti wasn't serious about the F1 offer, because Michael Andretti missed a meeting with F1 management to discuss their application, Andretti responded that they didn't see the invitation, because it ended up in the spam folder after an employee sent it rather than Domenicali

Haas appointed Andrea de Zordo as a Technical Director and Damien Brayshaw as a Performance Chief

There are some speculations Kimi Antonelli could be moving to Mercedes for 2025 based on the posts about Italian from Mercedes on social media (personal opinion: it's just a reaction to Lewis moving to Ferrari and Kimi doesn't even have enough superlicence points just yet so there will be a lot of pressure to get those in his debut F2 year if it's really the plan)

RB17 hybrid roadcar will apparently have active suspension technology which was banned from F1

There was some speculation from fans that Sebastian Vettel could come back and joing Mercedes but Toto Wolff denied it when he spoke to him the previous day

Ollie Bearman will also be Haas' reserve driver (with Fittipaldi) besides Ferrari's - there are two mandatory junior sessions but Haas will let him driver the car six times in 2024

Most random piece of info: Alicia Keys, Pharell Williams and Martin Garix will have a post race concert in Saudi Arabia

DAZN arw signing broadcasters for new season and apparently face some difficulties with Pedro De La Rosa, they can't say more besides it's an "issue which will be dealt with by an F1 team with great discretion"

Interesting fact: during International GT Open, standings were called incorrectly behind a safety car whoch lead to leader losing out and ICA (International Court of Appeal) decided that wrong SC rules apllication is not enough to cancel the result of the race which... sadly shows how AD21 appeal would probably go from FIA's ICA as well

McLaren showed the 2024 suits, the 2024 F1 Academy livery and they did their tyre test at Paul Ricard

Suzuka extended contract with F1 for 5 years

Nyck de Vries will have to pay 50% of his 2022 F1 income (driver salary and sponsorship deals) because he lost in lawsuit agaisnt Investrand

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Why Canadian Companies Prefer Digital Marketing Agencies over In-house Teams

In the ever-changing digital landscape of Canada, companies big and small have to make one very important decision: develop an in-house digital marketing team or hire the services of a dedicated agency. Far from being a routine operational issue, this choice has great implications for its competitive position, market relevance, and general growth trajectory. With the digital platform becoming increasingly complicated and the stakes of online visibility soaring high, a trend has definitely been witnessed across Canadian companies: that of choosing between the expertise and agility provided by digital marketing agencies over in-house teams.

Expertise and Specialization

This has been one of the major reasons for the tectonic shift in the approach of Canadian enterprises. Digital marketing is not a monolithic discipline but a constellation of specialized areas, each with its own particular demands in expertise. From SEO virtuosos to social media savants, content marketing maestros to PPC prodigies, agencies house a cadre of specialists under one roof. Such an assemblage of talent allows businesses to tap into a wellspring of knowledge that would be prohibitively expensive and logistically challenging to cultivate internally.

What is more, the digital marketing field keeps on changing 24/7, since that is when algorithms, best practices, and consumer behaviors change at the speed of light. This places agencies in a much better place to be updated due to their focus and the heterogeneity of their client base. They undertake heavy continuous learning and serious means of professional development investment to ensure that their strategies remain at the cutting edge of industry changes. This means a commitment to staying current translates into better marketing solutions for their clients-more effectively and innovatively.

Agency versus in-house: financial implications are huge and multi-dimensional. At face value, the retainers or project fees associated with agency services might appear huge. However, a close look will reveal that this is not true on the cost-efficiency level. By outsourcing an agency, a business may significantly reduce overheads like salaries, benefits, office space, and equipment, which are kept by full-time employees.

The next strong economic case lies in the fact that it can make that great sense of scalability and flexibility. It eases the opportunity to adjust marketing spend against seasonal demands, special campaign needs, or fluctuating economies without getting into the complexities of hiring or drastically reducing an internal team. That elasticity of resource allocation permits better budget efficiency and implores optimization of Marketing ROI.

Technology and Tools

The digital marketing arena is the haven for sophisticated tools and platforms-most of which come with heavy price tags, coupled with steep learning curves. Agencies, able to use economies of scale, invest in a wide array of premium software and technologies that would be financially unviable for most individual businesses to acquire. From advanced SEO tools to full-service social media management platforms, agencies arm their clients with the technological arsenal needed to drive marketing effectiveness.

Besides tools, agencies often have state-of-the-art analytics and reporting. These systems allow for the granular tracking of campaign performance, consumer behavior, and ROI. Insights gained from these advanced analytics become the powerhouse that drives businesses into making data-informed decisions and fine-tuning their marketing approaches with strategy precision.

Strategic Objectivity

One of the most overlooked benefits of hiring a digital marketing agency is the fresh perspective it brings to the challenges a brand faces. Sometimes a company's internal teams, despite being quite familiar with the brand, can suffer from tunnel vision or be stuck in paradigms. Agencies, drawing on diverse experience across industries and markets, have become a fertile source of new solutions and unconventional creative approaches, which for those within the organization can be virtually invisible.

This objectivity extends to performance appraisal as well. Large agencies are usually held to very tight KPIs through which they are accountable to deliver measurable results. The setup ensures a very transparent culture of business betterment, whereby the agencies fall under pressure to prove their strategies right and value-proposition-valid on a regular basis.

Time and Resource Management

For most Canadian businesses, more so for the SMEs, the job of dedicating or committing resources to build and maintain a fully-fledged in-house digital marketing team is surely going to distract them from their core business activities. By outsourcing such functions to an agency, this energy is freed for product development, customer service, and other mission-critical activities.

Furthermore, more often than not, agencies are in a much better position than in-house units to implement marketing initiatives. With the established processes, loads of already-vetted resources on standby, and a lot of previous work to its credit, an agency can consequently save time throughout the process from conceiving of the strategy to launching the campaign. This agility is paramount in the fast-paced digital landscape, where usually the early bird catches the worm.

Many of these digital marketing agencies boast of having an extensive industry network, including influencers, media, and technology partners that can open various doors of opportunity to collaboration. Beta programs and early access to new marketing channels/features fall into this category. To Canadian businesses, this is quite an invaluable asset that networks with potential new customers.

Moreover, most agencies have good relations with key platforms, such as Google, Facebook, and LinkedIn, which provide them with the latest features, premium support, and, in some cases, almost privileged rates. More probably than not, such partnerships are passed on as tangible benefits to the clients to enhance the effectiveness and efficiency of their digital marketing initiatives.

As a sustenance of risks

The regulatory requirements associated with digital marketing, encompassing privacy, advertising standards, and the specific policies of these diverse digital platforms, make hazardous minefields for businesses. This adds further pressure on digital marketing agencies because they possess specialized knowledge and experience in ensuring that their clients work in conformance with these regulations. This becomes even more crucial in instances involving Canada, where there are regulations like CASL, which is anti-spam law dictating strict requirements on electronic messaging.

Additionally, the agencies adapt by nature through adaptation to market changes. Their diversified client bases and regular activities with businesses in various industries enable them to identify and respond to the change in consumer behavior, change in technology, or economic conditions very fast. Adapting to the situation at hand helps hedge against potential risks associated with sudden changes in the market which could render several marketing strategies irrelevant.

Performance and Results

What's arguably most convincing in the move towards agency partnerships is the attention to accountability and measurement of performance. Most of the agencies operate on performance-based models with clear KPIs and reporting structures that generate tangible means through which firms realize their marketing return on investment. In other words, therefore, the approach is results-based, with continuous optimization of marketing to align with business objectives.

As such, agencies can contribute to performing competitive benchmarking. With many years of experience across industries and data, they can paint a view for a business regarding its relative standing in digital marketing performance from its competition and industry benchmarks. Such a comparative perspective may also help them zero in on opportunities for performance improvement and areas of differentiation.

The Future of Digital Marketing Partnerships in Canada

The trend of Canadian businesses partnering with specialized marketing agencies is showing no signs of abatement in the evolving digital marketing landscape. The recipe combining experience, the advantage of being cost-effective, technological advances, and strategic value when working with an agency makes compelling economic sense. And, of course, in-house teams will always have their role; it's actually quite important for big organizations. The passed "advantages to this kind of approach are flexibility and comprehensive capabilities available to organizations of any size.".

The collaboration with a digital marketing agency is considered an investment in terms of growth strategy and competitiveness. Increasingly, this is a cost consideration that Canadian executives are factoring in as Canadian businesses strive to find their way through digital complexities—and as a result, a way to innovate the catalyst for success in the long term.