The IT workforce stories enterprise IT leaders actually read.
Volume 341, Issue 3 · 8 articles from 2 issues
Comparison of nine HR platforms ranked by their ability to deliver flight-risk signals where managers can act.
Predictive turnover analytics uses historical people data to forecast which employees may leave, enabling retention interventions before resignations occur. HiBob leads by embedding attrition prediction directly in its HR platform rather than as a separate layer.
Visier and Crunchr offer dedicated analytics depth for large teams, while Workday provides enterprise-scale planning
The evaluation framework prioritizes whether signals reach decision-makers, data foundation quality, modeling depth, and total cost of ownership over raw feature counts.
IDC finds 43% of organizations are directing AI investment specifically at middle managers.
AI is reshaping middle management by automating routine coordination, freeing managers to spend time on decisions rather than status chasing.
IDC data shows 43% of organizations directing AI investment toward middle managers, who benefit most from AI's ability to synthesize information scattered across email, chat, and project management tools.
Human judgment remains essential for performance conversations, team development, and interpreting why a metric moved.
Success requires managers to build AI fluency, meaning understanding how the systems work and knowing when to override them, and organizations to treat adoption as business transformation rather than an isolated tooling pilot.
CHROs must fix toxic environments, blocked advancement, below-market pay and low engagement to retain staff.
Employee departures cost companies institutional knowledge, productivity and hiring expense. HR leaders should eliminate workplace toxicity through active observation and intervention, and establish structured career advancement paths.
Annual salary benchmarking helps keep pay at market rates. Engagement improves through live communication and candid feedback channels.
Agentic AI can autonomously handle HR tasks from complex employee questions to candidate identification.
Agentic AI represents an advance beyond basic automation, enabling HR departments to handle complex queries, streamline recruitment, improve onboarding, conduct interviews, enhance workforce planning and audit employee data.
CHROs should establish guardrails for AI decision-making. They should also work with vendors on implementation roadmaps and prepare teams for the technology.
Leaders who cut headcount for AI destroy knowledge; the value comes from redesigning work instead.
Business leaders interviewed argue AI has real limits: generative AI can do paralegal research, but someone still has to be the lawyer in court. Ordnance Survey's internal AI champion describes deploying agentic AI to give staff fast access to statistics, with employees themselves defining where AI does and does not belong.
Harvey Nash's Anand points to firms compressing valuation, software delivery and regulatory documentation cycles. His five recommendations: do not default to layoffs, redesign work rather than just reduce it, measure value beyond cost, invest in reskilling, and treat AI as a platform for growth.
HR faces four major data security threats, from remote work exposure to chatbot data leakage.
HR departments encounter significant challenges protecting sensitive employee data. Key threats include remote work exposing records over unsecured networks, chatbots risking exposure through caches and logs, employee carelessness compromising company-wide security, and vulnerabilities in HR systems and mobile devices.
Organizations must implement security best practices, proper device encryption and employee training to mitigate these risks.
Remote workers report the highest well-being, and retention tracks wellness rather than office proximity.
A study of over 7,700 workers found remote employees experienced the highest well-being levels compared with hybrid and in-office staff, while connection rates remained similar across arrangements. Researchers emphasized that well-being, not proximity, is a key factor in employee retention.
The findings challenge assumptions that remote work harms workplace bonds.
They arrive as employers including Bank of America continue issuing return-to-office mandates with limited empirical support.
Survey data reveals wide gaps between HR leaders and executives on HR's strategic role.
A survey of 150 HR leaders and 200 executives found significant disconnect on how the HR function's role and responsibilities are defined. While 51% of executives expect HR to drive solutions during downturns, only 14% view it as a strategic growth partner.
Key misalignments include differing views on HR's core purpose, succession planning priorities, executive support availability and the impact of administrative burden.
The research identifies six questions organizations must address to strengthen HR's strategic influence.