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HR Research: Everything you need to know

Whats Inside?

HR department needs to carry on researches to stay up to date with trends and information that is happening in the industry and within the organisation. In this article we will talk about everything that HR professionals need to know about research.

Research is defined as the creation of new knowledge and/or the use of existing knowledge in a new and creative way so as to generate new concepts, methodologies and understandings. This could include synthesis and analysis of previous research to the extent that it leads to new and creative outcomes.

This definition of research is consistent with a broad notion of research and experimental development (R&D) as comprising of creative work undertaken on a systematic basis in order to increase the stock of knowledge, including knowledge of humanity, culture and society, and the use of this stock of knowledge to devise new applications.

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Characteristics of researches

A systematic approach must be followed for accurate data. Rules and procedures are an integral part of the process that set the objective. Researchers need to practice ethics and a code of conduct while making observations or drawing conclusions.

• Research is based on logical reasoning and involves both inductive and deductive methods.
• The data or knowledge that is derived is in real time from actual observations in natural settings.
• There is an in-depth analysis of all data collected so that there are no anomalies associated with it.
• Research creates a path for generating new questions. Existing data helps create more opportunities for research.
• Research is analytical in nature. It makes use of all the available data so that there is no ambiguity in inference.
• Accuracy is one of the most important aspects of research. The information that is obtained should be accurate and true to its nature. For example, laboratories provide a controlled environment to collect data. Accuracy is measured in the instruments used, the calibrations of instruments or tools, and the final result of the experiment.

Objectives of Human Resource Research

HR research is most effective developing HR practices and is supportive to the HR activities. The following are the objectives or HR research:

• It seeks to evaluate the present position in the concerned area of research.
• It facilitates prediction of future events and behavioural patterns.
• Evaluation of current programmes, practices and policies is possible through HR research.
• It prepares objective base for revision of current organisational programmes, practices and policies.
• It paves ways and means for building up of capabilities and attitudes of employees regularly.
• It facilitates evaluation of proposed HR policies and programmes.
• It facilitates change, enables management to replace old techniques with the new ones.

What are the most Research Methods used in HR

• Historical Studies:

Past records serve the purpose here. All reputed organisations maintain records of their employees relating to several aspects creating problems such as accidents, salary and wage structure, employee turnover, absenteeism, performance, leaves etc. Researchers investigate the past records and seek information by conducting interviews of present and past employees. This method facilitates systematic investi­gation over a pretty long span of time.

Survey research in relatively inexpensive and enables collecting large sampling of opinions relating to compensation, collective bargaining, jobs, quality of working life and so on. It involves preparing a series of questions on the area of research. An adequate sample of individuals is chosen who fill in the information in the questionnaire then it is analysed and

computed to draw conclusions. This method suffers from the limitation of misinterpretation of questions. But survey uses large samples, some may misinterpret questions, majority will not. Survey method is used in a variety of situations where people and organisations are involved. This method is time consuming.

• Case Studies:

Through case study method the systematic and in-depth investigation of the significant relationship under given circumstances is possible. The careful analysis of case studies may lead to broad application in the area of HR management and Human Relations.

• Statistical Studies:

Statistics is widely used in research. Under this method collection, classification, analysis and interpretation of data are undertaken. The various statistical methods such as mean, mode, median, dispassion, correlation and regression, trends, probability, chi square, index numbers are used to draw statistical inferences. With the advent of computers the statistical methods are increasingly used in modern times.

• Mathematical Models:

Mathematical models are used to explain the specific relationships between variables. Computers have made the use of mathematical models widespread in management research. Mathematics helps in examining the complex relationship between variables and enabling decision making simple and effective.

• Simulation Models:

Simulation models are based on theories. This methods is used in procurement and training of personnel’s, collective bargaining and to study the problems relating to production and inventory control.

• Field or Action Research:

In this method behaviour of the members of the organisation is studied. This is a useful method to study group behaviour in the organisation.

What process do you follow when conducting Research in HR

Organisation comprise of human beings working there. At the workplace they have several grievances or problems which lead to process of HR research to find out solutions for their prevention.

HR research passes through several steps listed below:

• Formulation of problem
• Formulation of Hypothesis
• Setting of Objectives
• Design of enquiry
• Methodology of research
• Collection of data
• Analysis and interpretation of data
• Preparation of report

The need for HR research arises because of the following Reasons

• Every branch of knowledge is growing at a faster rate leading to changes in perception, attitude of the people. This emphasizes the need for HR research to find out solutions to the new problems of HR. However this also builds up existing HRM knowledge.
• Through HR research new methods of evaluation of HR policies, programmes and practices is possible.
• Current policies and practices of HR can be evaluated and implemented in the light of new methods provided through HR research.
• HR problems crops up because of employees dissatisfaction on various issues leading to industrial disputes. Through HR research the problems can be predicted and solutions can be provided to prevent them.

Benjamin Sombi is a Data Scientist, Entrepreneur, & Business Analytics Manager at Industrial Psychology Consultants (Pvt) Ltd a management and human resources consulting firm.

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Employee Perception of HR Practices and Its Impact on Job Satisfaction

• Conference paper
• First Online: 01 August 2024
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• D. Bindhu   ORCID: orcid.org/0000-0003-3714-3331 11 ,
• V. A. Namreen Asif   ORCID: orcid.org/0000-0001-8533-4488 12 ,
• Sanath Bhaskar Baikadi   ORCID: orcid.org/0009-0009-1390-5996 11 ,
• Chethanraj   ORCID: orcid.org/0009-0007-0069-4208 12 ,
• Nanditha Sunil   ORCID: orcid.org/0000-0003-1542-9881 11 ,
• Chandravathi   ORCID: orcid.org/0000-0003-1067-5389 13 &
• Neil Gladwin Dlima   ORCID: orcid.org/0009-0008-3597-1831 12  

Part of the book series: Lecture Notes in Networks and Systems ((LNNS,volume 1083))

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• International Conference on Business and Technology

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In today’s business world, HR practices are crucial in shaping employee experiences and organizational success. This study focuses on understanding how employees perceive workplace regulations and how it impacts their overall job satisfaction. Job satisfaction is important because it directly influences the effort and concentration employees put into their work. Our findings indicate that factors like compensation and benefits policies, career growth and development opportunities, and health and well-being initiatives have a significant impact on job satisfaction. This study stands out in the field of HR practices literature as it aims to analyse how employee perception of HR practices impacts job satisfaction. The study focuses on employees in public sector companies. To examine the mediating effect of educational qualification on employee perception and job satisfaction, regression, and SOBEL tests were used. The findings reveal that various aspects of HR practices have a positive influence on job satisfaction. These findings emphasize the significance of HR practices in shaping employee perceptions and attitudes, ultimately impacting job satisfaction.

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Manel Srinivas Nayak Institute of Management, Mangalore, 575001, India

D. Bindhu, Sanath Bhaskar Baikadi & Nanditha Sunil

Srinivas University, Mangalore, 575001, India

V. A. Namreen Asif,  Chethanraj & Neil Gladwin Dlima

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Bindhu, D. et al. (2024). Employee Perception of HR Practices and Its Impact on Job Satisfaction. In: Alareeni, B., Hamdan, A. (eds) Navigating the Technological Tide: The Evolution and Challenges of Business Model Innovation. ICBT 2024. Lecture Notes in Networks and Systems, vol 1083. Springer, Cham. https://doi.org/10.1007/978-3-031-67431-0_15

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HR Research - Research Topic In Human Resource Management

Human Resource Management Research is used to evaluate HR practices and performance. Research is a systematic and scientific process of collecting information, analyzing the information and drawing conclusions for decision-making. At times the research may be advanced, relying on sophisticated designs and statistics. But whether information is rigorous or not, research seeks to improve the performance.

There are two kinds of research –

Academic and applied.

Academic research seeks answers to contribute to the existing body of knowledge.

Application – oriented research efforts are called applied research. For evaluating the HR performance applied research is conducted. There are following five kinds of applied research.

a) Comparative Approach:

The research team compares its organisation (or division) with another organisation (or division) to uncover areas of poor performance. This approach commonly is used to compare the results of specific activities or programs. It helps detect areas of needed improvement.

b) Outside Authority Approach:

The research team relies on the expertise of a consultant or published research findings as a standard against which activities or programs are evaluated. The consultant or research findings may help diagnose the causes of problems.

c) Statistical Approach:

From existing records, the research team generates statistical standards against which activities and programs are evaluated. With these mathematical standards, the team may uncover errors while they are still minor.

d) Compliance Approach:

By sampling elements of the human resource information system, the research team looks for deviations from laws and company policies or procedures. Through its fact – finding efforts, the team can determine whether there is compliance with company policies and legal regulations.

e) MBO Approach:

When an MBO approach is applied to the human resource management area, the research team can compare actual results with stated objectives. Areas of poor performance can be detected and reported.

Human Resource Management

Scope of Human Resource Management

Human Resource Management functions

Human Resource Management Model

HRM Vs Personnel Management

Human Resource Development

Human Capital Management

Talent Management

3 Benefits of Talent Management for a Company

Knowledge Management

About HR Manager

From Good to Great: How to Become a Badass Recruiter

List of HR Managers

HRM environment in India

Changing role of HRM

Research Methods

A number of research methods are available that can be chosen to suit the research objectives. However, most research is conducted by using one or more of the following methods.

a) Interviews:

Interview though time consuming provide very valuable information. It refers to a face-to-face discussion with managers and other employees to get information on a particular issue. Interview has several advantages.

It provides an opportunity to verify information

Information relating to motivation and commitment can best be sought by interview.

It provides an opportunity to explain.

It is a two-way interaction and hence provides one opportunity to get in-depth information.

Interviews of employees and managers offer research teams a powerful tool for collecting information about HR activities and identifying areas that need improvement. Criticisms and comments from interviews can help pinpoint perceptions and causes that can form the basis for departmental action. Likewise, suggestions by managers may reveal ways to provide them with better service. When the criticisms are valid, changes should be made. But when the HR department is correct, it may have to educate others in the organization by explaining the procedures that are being researched.

One useful variation of interview is Exit Interview. Such interviews are conducted when the employees has decided to leave the organizations. At this time the employees can very openly discuss problems issues and concerns because now he /she is not afraid of reprimanded by the authorities. Some extremely useful information can be gathered through exit interviews, which can be very handy in reviewing HR policies, identifying training needs and examine behavioural problems that are not easily identifiable.

b) Questionnaires:

Since interviews are time –consuming and costly and often are limited to only a few people, many HR departments use questionnaires to broaden the scope of their research. Also, questionnaires may lead to more candid answers than do face-to-face interviews. Besides being less costly questionnaires provide an opportunity to collect large amount of date in short period of time as they could be administered to a group. Questionnaires generally consist of a list of statement / items to which respondent responds by either saying yes or no or showing varying degrees of agreement/disagreement.

However one major disadvantage of questionnaire is that it assumes that respondents can read and write in language used in the questionnaire. Hence they can be given to only literate people.

c) Secondary Source of Data:

Both interviews and questionnaires require human beings to provide information. If the focus of research is to collect historical data perhaps the best source could be what is called as secondary source. Where data is available in published documents, government reports, journals and magazines, house magazines, minutes of the meetings and achieves etc. Such data can be extremely useful to examine trends in terms of growth or otherwise. Needless to say secondary source of data can be very handy method to collect specific information.

Types of Research Designs

Exploratory research

Exploratory research is conducted into an issue or problem where there are few or no earlier studies to refer to. exploratory research is used principally to gain a deeper understanding of something

Operational / applied research

Operational / applied research is directed towards the solution of particular business problem.

Descriptive research (who, what, where, how)

Designed to provide further insight into the research problem by describing the variables of interest.

Can be used for profiling, defining, segmentation, estimating, predicting, and examining associative relationships.

Human Resources Research Paper Topics for 2024

Table of contents

• 1 How to choose a Human Resources topic for your project?
• 2 Human Resources Management Research Topics
• 3 HR Topics for Discussion
• 4 HR Research Topics for Presentation
• 5 HRM Research Topics on Talent Management
• 6 Equal Employment Opportunity HR Research Topics
• 7 Career Development HR Research Topics
• 8 Research Topics on Recruitment and Selection
• 9 HR Risk Management Topics
• 10 Workplace Safety Human Resource Management Topics
• 11 HR Research Topics on Performance Management and Appraisal
• 12 HR Research Topics on Performance Management and Appraisal
• 13 Trending Human Resource Management Topics

Human Resources is one of the most popular and essential topics for business-minded individuals. If you recall your basic economics, you might remember that the essential components necessary for production in any economy are land, capital, and labor.

Human labor is an essential resource that keeps a business running. Like any other resource, it needs to be managed. This is where the term ‘Human Resources’ and related research topics come into play.

Finding relevant data for a research paper is easy if you know where to look. There are lots of online sources and books in libraries to use in your task. Make sure you spend sufficient time planning before beginning your task.

How to choose a Human Resources topic for your project?

Choosing research topics in human resource management is not as simple as picking a title and writing about it. To get a good grade, the paper must be original and well-researched. It needs to cover all relevant aspects of the chosen HR topics. Writing on HR-related research topics is a highly structured and analytical process. This is true for all fields, including human resources research topics.

The first step is topic selection . This is where we can help you. This page features a list of over 90 human resources topics. If you are struggling to come up with your own ideas, please select HR-related research topics from this list instead.

These titled papers all have a great deal of material about human resource management research topics out there. These are trending topics in HRM research and have plenty of resources available on the internet. Each of them is also relevant to the actual field of human resources management.

So, while writing HR-related research topics is not a typical activity for an HR employee, it will provide valuable insights and information. These insights could give you a leg up in the future when you have graduated from School and College.

Human Resources Management Research Topics

At most large companies, ‘Human Resources’ is an entire department of its own. Most other departments at the company typically deal with producing a good or service. Others, like the public relations department, work with the media and other external affairs. Hence, there are many ways to approach HR research topics.

• How HR helps companies remain competitive in a global market
• Managing part-time, full-time, and freelancing employees
• How much paid leave is optimal?
• What occasions deserve raises and bonuses?
• The simplest way to resolve interpersonal conflicts
• The most effective team-building strategies
• Organizing teams according to personalities
• Can an introverted employee be a good team leader?
• How to improve productivity through a goal-oriented approach
• The agile method and how it helps
• The best way to utilize productivity metrics
• Methods for disciplining employees
• Managing international employees
• Ways to prevent workplace violence
• Benefits of regular psychological counseling for all employees
• Assessing the impact of leadership development programs
• Effective strategies for HR risk management
• The role of job satisfaction in employee retention
• How to conduct a thorough job analysis
• Innovative HR research methods for better decision-making

HR Topics for Discussion

Are you interested in discussing the latest trends in human resource management? The following list of HR topics will be useful to you:

• The impact of remote work on employee productivity
• Strategies to promote diversity and inclusion in the workplace
• Dealing with mental health issues among employees
• Improving overall employee wellness
• Utilizing data-driven HR strategies
• Meeting the needs of Gen Z employees
• Providing professional development opportunities for employees
• Enhancing employee experience to boost retention
• Making recruitment processes mobile-friendly
• The role of HR in addressing social issues
• Building resilience in the workplace
• Avoiding business buzzwords in communication
• Cultivating empathy among employees
• Expressing gratitude to reduce workplace stress
• Fostering psychological safety at work
• HR’s role in promoting sustainability
• Leading a hybrid work environment effectively
• Strategies for leading effective meetings
• Managing pay equity in organizations
• Addressing workplace safety compliance
• Benefits of psychological counseling for employees
• Managing a global workforce
• Preventing workplace violence
• Exploring virtual reality in training programs
• Evaluating the impact of employee wellness initiatives
• How job analysis influences employee performance
• The link between employee engagement and job performance
• Strategies for improving employee productivity
• How to measure job satisfaction effectively
• The role of career development in boosting employee engagement
• Methods to enhance employee retention

HR Research Topics for Presentation

Here are several engaging HR research topics suitable for presentation. These topics aim to explore current trends and essential issues in Human Resources, providing a broad spectrum of ideas for your next project.

• How to utilize independent contractors and other gig workers
• Ways to recognize hidden bias
• Steps to document employment actions
• Methods to conduct performance appraisals
• Approaches to confront workplace bullying
• Implementing diversity, equity, and inclusion initiatives
• Building company culture with trust
• Strategies to enhance employee wellness and well-being
• Ideas to promote sustainable work practices
• Exploring new frontiers of AI in HR
• Evaluating the role of HR in modern organizations
• Developing effective employee training programs
• Understanding IBM talent management techniques
• Crafting successful talent acquisition strategies
• Ensuring workplace safety compliance
• Benefits of regular psychological counseling for employees
• Addressing workplace violence prevention
• Exploring the use of virtual reality in training
• Examining the impact of employee wellness programs
• The importance of the performance management cycle
• Talent management strategies for modern organizations
• The role of human resource managers in shaping organizational culture

HRM Research Topics on Talent Management

Exploring interesting HR research topics in talent management can provide valuable insights for improving organizational success. Here are some fresh ideas to consider for your next project:

• How to attract top talent in a remote-first world
• The role of AI in identifying and nurturing high-potential employees
• Balancing talent acquisition and development in a hybrid work environment
• Leveraging data analytics for effective talent management
• The impact of employer branding on talent attraction and retention
• Adapting talent management practices for Gen Z and millennials
• The role of continuous learning and development in talent retention
• Implementing inclusive talent management strategies for a diverse workforce
• The effectiveness of employee referral programs in talent acquisition
• Managing talent mobility and internal career pathing
• How to foster innovation through effective talent management
• Evaluating the impact of remote work on employee engagement and talent retention
• The use of gamification in enhancing employee development and performance
• The role of leadership development programs in talent management
• How to boost employee motivation through talent management
• Effective workplace stress management techniques in talent management
• The evolving role of human resource managers in talent acquisition
• Innovative employee performance management styles for talent development
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Equal Employment Opportunity HR Research Topics

To manage employee performance effectively while ensuring fairness, consider these thought-provoking topics on equal employment opportunity for your research.

• Are women more likely to get paid less for the same position as a man?
• Do men and women deserve the same pay?
• How to manage equal opportunity employment?
• The best tactics for implementing equal opportunity
• Recruiting as an equal opportunity employer
• How to recognize and manage discrimination in the workplace
• The glass ceiling and how to break it
• Best practices for mediating disputes between employees
• Dealing with intimate relationships between employees
• How to create a diverse workplace?
• Making the workplace an inclusive and accessible place for disabled employees
• Preventing unfair discrimination against LGBT+ employees
• The costs of an unequal workplace
• The benefits of a diverse and inclusive workplace
• Government requirements for equal opportunity

Career Development HR Research Topics

Those who are interested in working in the field could take their first steps by writing a paper on human resource management topics. There is a huge variety of possible human resource topics for research papers, so everyone will likely find some aspect of it they enjoy.

• Growing leaders among employees
• Why does professional career development matter?
• How career development helps both employees and organizations
• The best approaches to on-the-job training
• Should training be prioritized over completed current work?
• Best practices for training interns
• Should interns be paid more?
• Professional certification training for employees
• How does active professional development affect productivity?
• Is it worth it to help an employee develop if they find a new, better-paid job afterward?
• Skills that all employees should develop
• Must-have training and development for all employees
• Advantages and disadvantages of paying for an employee’s professional training
• Advantages and disadvantages of leading professional development sessions
• Should companies help employees pay for school?

Research Topics on Recruitment and Selection

Studying human resources is a crucial part of management studies. Whether you are a college or university student, you can buy paper online to save time and effort. There are lots of reputable services that can provide excellent assignments to boost your academic performance.

• What does the ideal new employee look like?
• When is the best time to recruit a new employee?
• When is the worst time to recruit a new employee?
• Should highly skilled but untested individuals be recruited for senior positions?
• Best practices for improving employee retention.
• How to attract good employees?
• The best platforms to recruit on
• Is social media an effective way to recruit?
• What kind of employees should small businesses look for?
• What kind of employees are needed for a large company?
• Criminal background checks – Do’s and Don’ts
• How to effectively assess skills during an interview.
• How does HR evaluate a potential new recruit?
• Is it better to recruit an employee with experience but no skill, or the other way around?
• Recruiting university graduates directly – a good idea or a bad one?

HR Risk Management Topics

With so many moving parts working together in one company, it is natural for confusion or conflicts to arise. In order to make sure all these departments, employees, and managers work together, Human Resources is essential. In companies with hundreds of employees, their job simply cannot be understated.

• What kind of risks does HR have to manage?
• What role does HR take in risk management?
• How does HR ensure worker protection?
• Is HR there to protect employees or protect the company?
• Legal measures HR can take.
• Risk management during the COVID-19 pandemic.
• How HR managed risks revolving around COVID-19.
• Reasons to carry out regular internal audits.
• Risk management among the ‘#metoo’ movement.
• Training the workplace to minimize potential risks.
• Risk management when working from home.
• Ways to ensure all your employees follow masking and social distancing rules.
• Ways to ensure all employees get vaccinated.
• Responding to a legal action taken by an employee.
• When should HR take legal action?

Workplace Safety Human Resource Management Topics

To improve workplace safety through effective human resources management, consider these essential topics for your research papers:

• How to ensure compliance with workplace safety rules.
• The consequences of not following workplace safety.
• Ways to prevent Osha violations.
• How to ensure all employees follow health and safety protocols?
• How to ensure all employees get vaccines?
• Fines and penalties for violating workplace safety rules.
• Consequences of violating safety rules.
• Steps to minimize or prevent burnout.
• Bringing dangerous weapons into the workplace.
• Steps to take when an employee is assaulted at work.
• How to ensure psychological wellbeing during remote work.
• Ensuring company leadership also follows safety roles.
• Combating sexual harassment at the workplace.
• Monitoring employees during remote work – is it ethical?
• Developing specialized safety standards for the workplace.

HR Research Topics on Performance Management and Appraisal

Delve into the core aspects of performance management and appraisal with these compelling HR research topics that offer fresh perspectives and practical insights.

• How to evaluate the impact of remote work on performance appraisals?
• What role does artificial intelligence play in performance management systems?
• How to approach performance feedback in virtual teams?
• What are the benefits of continuous performance management in agile organizations?
• How effective is 360-degree feedback in enhancing employee performance?
• How to link employee performance to organizational goals in hybrid work models?
• What are the best practices for performance appraisals in multinational companies?
• How to measure employee engagement through performance metrics?
• What impact does diversity and inclusion have on performance appraisals?
• How can gamification techniques be used in performance management?
• What role does employee well-being play in performance appraisal outcomes?
• How to adapt performance management systems for Gen Z employees?
• How do leadership styles affect performance management effectiveness?
• How to integrate learning and development with performance appraisal systems?
• What is the role of data analytics in predicting employee performance trends?
• What are the challenges in conducting fair performance appraisals during economic downturns?
• How beneficial is employee self-assessment in performance appraisals?
• What role does emotional intelligence play in performance reviews?
• How to customize performance management approaches for different job roles?
• How does performance management influence employee retention rates?

Trending Human Resource Management Topics

Explore the latest trends in human resource management with these current and relevant topics that reflect the evolving landscape of HR practices:

• Unique ways to keep morale up during the pandemic.
• Online recreational activities to develop teamwork during remote work.
• Use of VR and AR in the workplace.
• Famous figures or celebrities in the workplace.
• Analyzing and updating how much a particular job is worth.
• Steps to take to improve long-term retention.
• Ways to handle overqualified employees or applicants.
• Is an HR department necessary for smaller, family-owned businesses?
• Defusing a tense and volatile moment in the workplace.
• DRM tools for keeping in-house training methods proprietary.
• Use of artificial intelligence for HR topics and tasks.
• How big data is useful to human resources.
• Virtual and online onboarding and orientation.
• Hiring the most talented personnel from a global marketplace.
• Are virtual interviews better than in-person interviews?

Conducting research on human resources is essential for any business looking to enhance their staff’s productivity, skills, and management. Accessing the most effective resources is critical to achieving this goal. This is where an online essay writer can be an invaluable asset in producing high-quality research papers related to human resources. By leveraging the knowledge and expertise of an online essay writer , you can conduct thorough research and create a top-notch human resources research paper that meets your needs.

HR is one of the most dynamic fields of work currently available. It is at the crossroads of psychology, sociology, accounting, and business. In the last few years, there have been many exciting changes in how human resources are handled, due to the rise of virtual platforms and working from home.

Only time will tell if these changes are temporary or permanent. But whichever way they go, our list of HR topics for research project 2023 will always be here for perusal.

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The Top Ten HR Trends That Matter Most In 2024

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Rapid use of Generative AI, the emergence of a new blended workforce of humans and digital workers, and increasing employee fear of being obsolete (FOBO), together prove what Intel co-founder Gordon Moore (and the author of Moore’s Law) said, at any given point in time, “change has never been this fast and will never be this slow ever again.”

Resiliency, agility, and adopting a “test and learn approach” will mark the winning strategies for 2024.

As I have done in in 2016, 2017 , 2018 , 2019 , 2020, 2021, 2022, and 2023 , here is my countdown of what you should include on your HR roadmap for 2024.

1. Generative AI Will Be Your New Work Buddy

In 2024, Generative AI will shake up how we think about what work we do and what we delegate to our new “work buddy.” This will be the year of specialized AI powered assistants working side by side with humans. Teachers will get a copilot for homework grading, such as Class Companion . Architects will get an AI assistant for design, SketchPro, and online learners studying at Kahn Academy will be able to access Kahnmigo to aid in brainstorming helping them to become better writers and learners while decreasing a teacher’s administrative workload.

Walmart launched one of the largest AI powered work buddies, called My Assistant , an AI powered app to help Walmart’s 50,000 corporate employees be more productive in summarizing long documents, creating new content, and taking over routine tasks that humans did in the past. Microsoft’s Co-Pilot, soon to launch, will integrate generative AI into Microsoft 365, allowing workers to perform at a much higher level. Jared Spataro, Microsoft Corporate Vice President, believes Microsoft Co-Pilot will transform meetings from a point in time and place to a knowledge object. This means employees working with Microsoft Co-Pilot will not only be able to create a summary of the meeting, but also use Co-Pilot to query the group’s sentiment on the meeting topic, the dissenting opinions, who the key dissenters were, and the agreed-to next steps. While these AI powered work buddies can boost efficiency and performance, it will be up to humans to have a strategy to capitalize on their potential.

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2. Generative AI Will Impact How Managers Lead

Generative AI has evolved to one of the fastest adopted technologies, with nearly 200 million users of ChatGPT since it launched on November 30, 2022. Business and HR leaders are struggling with how to keep pace with rapid adoption in the workplace. The impact on managers is not simply in training employees on how to use Generative AI, but also in helping managers lead teams of humans and digital workers. Morgan Stanley estimates Generative AI technologies will likely affect a quarter of all occupations that exist today , and this will rise to 44% within three years. To address this, companies and education providers need to provide training on how to use Generative AI. Within the next three years, this will translate into a $16 billion market for re-skilling workers displaced by Generative AI.

As Generative AI becomes increasingly adept at problem solving, it will be up to managers to get better at problem finding. Managers will be working side-by-side with their human and digital teams to foster a culture of continuous learning while leaning into their uniquely human skills, such as relationship building, communications, and collaboration. One thing is certain: Generative AI will drive organizational change, impact workflows, automate some jobs, and create new ones. But it will always be humans augmented by machines that will create innovation.

3. The Fear of Obsolescence Will Force Companies to Increase Spending in Career Development & Mobility

While employers see the promise of increased productivity using Generative AI, a recent survey by EY reports that 75% of employees are concerned AI will make certain jobs obsolete, and two-thirds say they fear AI will replace their job. This fear of being obsolete is causing employees to seek out training in using Generative AI and acquiring new skills to better deal with their fears. PwC announced a $1 billion investment in training its workers on AI with courses on topics such as the ethics of AI, responsible use of AI, and how to create AI prompts to generate the best results. Their goal is to engage 75,000 U.S. PwC employees to both enroll and complete these courses.

In addition to training employees on how to use Generative AI, there is an explosion of new internal talent marketplaces as companies continue to find it difficult to successfully recruit external talent. Internal talent marketplaces have become the de facto way companies connect employees with internal career opportunities and resources to grow in their careers. For example, Grow at Key is KeyBank’s AI powered employee-led, and manager supported talent platform to support internal talent mobility. Launched with the vision that every employee can be the CEO of her own career, Grow at Key provides a range of resources, from matching employees to new job roles to accessing mentoring, coaching, and stretch assignments. To date, there has been a 60% increase in employees engaging in training programs and one in three KeyBank employees have enrolled in an Investing in My Development session to prepare them for understanding how to better manage their careers.

4. Hybrid Work Environments Are Good for Business

Companies need to stop debating the merits of hybrid work and realize this is the new way of working for many knowledge workers as we enter 2024. An ADP survey of 32,000 workers reports that 64% of workers would consider quitting if asked to return to the office full time. Recent research shows companies that allow choice and a remote first/hybrid work environment have revenue growth four times faster than their peers who are more stringent about office attendance. This research conducted by Boston Consulting Group and Scoop Technologies Inc. among 554 public companies employing 26.7 million people, found that “fully flexible” firms — which are either completely remote or allow employees to choose when they come to an office — increased sales 21% between 2020 and 2022, on an industry-adjusted basis. The better growth rates for more remote-friendly companies reflects their ability to hire faster and from a wider geographic area, along with higher rates of employee retention.

As hybrid work becomes the norm, leaders must have a plan to combat proximity bias, or the phenomenon of favoring in-person workers for career development, mentoring, and stretch assignments at the expense of those who work remotely. Hybrid work environments “work” when leaders ensure they are equitable for all and grant autonomy for individual leaders to determine when and where work happens, rather than follow a CEO mandate. Leaders must remember presence in the office does not equate to performance, so they need to shift from “managing by walking around,” to “managing by connecting across geographies.”

5. The Workforce Is a Blend of Full-time Employees, Part-Timers, Contingent Workers, and Digital Workers

Remember when the blended workforce was simply a distinction between full-time workers and part-time workers. Today’s work now gets accomplished by a blend of full-time workers, part-timers, teams of contractors, contingent workers, and digital workers, the later designed to augment some tasks of human labor. In fact, Statista reports a growth in all sectors except full-time workers, with part-timers (growing from 20 million in 1990 to 26 million in 2022) and contingent workers forecast to be half of the US workforce by 2027.

This blended workforce is not a new concept; it’s been around for decades. What’s different now is that a greater percentage of key jobs are performed by contingent workers. Overall, we are starting to see upwards of 30% to 50% of a global organization’s total workforce composed of contingent workers. MIT Sloan Management Review reported that the Novartis workforce includes 110,000 full time employees plus 50,000 contractors and temporary workers. Cisco has 83,000 full time employees and 50,000 plus contingent workers of various types. This new workforce ecosystem requires a new set of management practices, and leadership approaches, especially as 81% of companies in a recent HBR Analytical Services survey report that contingent workers are important to their organization, but only 38% say that their organization is effective at managing them.

Leaders will need to acknowledge they will have more types of contributors—human and digital, full time, part time and contingent—that must seamlessly work together. What is needed is a total workforce strategy where HR plays a central role in coordinating all the cross-functional disciplines that hire internal and external workers.

6. The Four Day Work Week is Desired by Both Front-line and Knowledge Workers

Many of the assumptions we have about how we work, when we work, the needs of our workers, the demographics of the workforce, and where we work have been changed forever. One of the major changes, as we move into 2024, is our assumptions about a five-day work week. All workers, including both frontline and knowledge workers, want flexibility in when they work. Research conducted among 1,301 workers found 41% of both front-line workers and knowledge workers want flexibility in when they work, and 56% of front-line workers and 69% of knowledge workers want the ability to opt for a 4-day work week with no pay reduction.

As I wrote in my Forbes column , the UK four-day work week pilot was conducted among 61 companies and found 56% intend to continue trying the four-day week citing benefits of increased productivity and decreased employee attrition. These UK companies adopted the 80-100-100 model of flexible working: a drop in hours to 80% of their standard work week, while retaining 100% pay and 100% productivity.

Experiments on a shortened work week are also occurring in the US. For example, several Chick-Fil-A stores are allowing front-line workers the opportunity to work 13 hour shifts for three consecutive days with full pay. The results so far have been increased retention while maintaining customer service efficiencies.

However, it’s important to remember the three- or four-day work week is not a one size fits all solution. Companies should adopt a “test and learn approach,” focusing on the type and magnitude of changes required to allow for a shortened work week, the level of employee and manager training needed, and the type of well-being support required for new ways of working.

7 . Cognitive Skills Will Increase in Importance as Generative AI Gains Traction

The World Economic Forum estimates that 44% of a workers’ core skills are expected to change in the next five years. While there are endless lists of the most important skills for the future, World Economic Forum identifies five core skills that will increase in importance in the next five years . This are shown in Figure 1 as:

Figure 1: Top Five Skills Gaining in Importance For Future of Work

Cognitive skills are growing in importance, reflecting the increased demand for creative and analytical thinking in the age of AI. This combined with technological literacy, the third fastest growing skill along with the skills of resilience, flexibility, curiosity, and lifelong learning are evidence that leaders will continue to emphasize a culture of lifelong learning. As Generative AI gains traction, one skill I see that is foundational to all of them is the ability to be digitally curious , meaning seeking out and using new and emerging digital technologies to enhance one’s cognitive skills. I think about the past few years where some of the new technologies I have used include Mural , an online visual collaborative tool, StreamYard , a live streaming studio, and ChatGPT 4.0 and Pictory , to create a new video entitled, Flexible Work for All . This is the start of building my digital curiosity muscle, trying out these platforms and seeing what they might mean for enhancing my work.

8. Holistic Financial Well-being Is The Must Have Benefit for 2024

Financial well-being among workers is eroding. LendingClub reports 61% of American workers live paycheck to paycheck and lack a core set of financial literacy skills, and over half of workers earning $100,000 are living paycheck to paycheck.

Unifi, a leader in aviation services with more than 23,000 employees, became aware of this two years ago and created a new offering for frontline workers to access their earned wages on-demand. Since then, this has grown beyond early access to wages to a holistic financial well-being offering with almost 20% frontline workforce enrolled and taking advantage of free services including anonymous financial coaching and customizable saving plans. Dr. Archana Arcot, Chief People Officer at Unifi, believes that, “the major driver of this program is to relieve an employee’s financial stress and make financial wellness part of their everyday life.”

MetLife reports nearly half of workers surveyed cited financial concerns as the cause of poorer mental health. To address this, Unifi adopted a Goal Based Savings program which resulted in the company moving to the top 1% with a total amount saved of $10,000+ YTD, as reported by Payactiv . By offering holistic financial well-being programs, companies like Unifi can not only enhance their employee experience but build financial wellness into their employer value proposition and be better able to attract talent in a tight labor market.

9. The Sexy C-Suite Job For 2024 Is Chief Artificial Intelligence Officer

While we have seen a myriad of new C-suite job roles in the past decade—from Chief Medical Officer to Chief Ethics Officer—the Chief Artificial Intelligence Officer is coming at a time when organizations are looking for guidance with how to create guidelines and policies for safe and ethical use of generative AI in the workplace. LinkedIn reports 44% globally and 57% in the U.S. say their organizations don’t have policy guidelines or training for how to use these new tools at work.

Organizations are starting to appoint a new C-suite player to lead this effort. Research from Foundry , an IDG company, finds 11% of mid-size to large organizations already have an individual with the role of Chief Artificial Intelligence Officer and another 21% of organizations are actively seeking such a person for this role. This role is growing in importance as business leaders develop an AI strategy, create governance practices, and engage cross functional leaders in safe, ethical, and responsible use of generative AI.

A new Wavestone survey of Data and AI leaders found 61.7% report the responsibility for Generative AI is currently part of the Chief Data Officer (CDO) remit. But a growing number of organizations are creating a new role, the Chief Artificial Intelligence Officer (CAIO) to oversee AI developments for their organization. “This will be very much a focus during 2024,” says Randy Bean, Innovation Fellow at Wavestone.

10 . An Organization’s Sustainability Record Will Attract and Retain Talent

As the talent marketplace continues to be competitive, climate change and sustainability has become one of the defining challenges for current and future generations. A growing number of publicly traded companies, such as Alphabet, Apple , Cisco , and PayPal , have created sustainability annual reports with Alphabet committing its entire $5.57B Sustainability Bond to support environmentally and socially responsible projects such as clean energy, clean transportation, and circular economy design.

A company’s sustainability record is proving to make a difference in talent acquisition and retention. Research by IBM Institute for Business Value, found 70% of workers and those in the job market, are drawn to environmentally sustainable employers. And almost half of these workers said they would take a lower salary to work for environmentally and socially responsible organizations. Gartner predicts employers will respond by promoting climate change protections, such as offering employees shelter during natural disasters, as part of employee benefit offerings.

In addition, a growing number of universities are building ambitious goals to integrate sustainability into their curriculum, campus operations, and endowment. The University of Toronto, placing first out of 1,400 universities in environmental and social impact, is making headway to de-carbonize its campus by 2050, developing new energy efficient student centers, and committing to climate responsible construction.

The Global Business School Network, a network of 150 global business schools in 50 countries, has several new initiatives for universities to share sustainability “next practices.” While companies and universities are each addressing sustainability, I see the need for greater collaboration among them, as both employees and students weigh the environmental impact of their employer and university. Sustainability is both a business and educational issue requiring joint corporate and university solutions.

What’s important to you as you reflect on your 2024 HR Playbook?

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DEI in 2024 is a more polarized topic than in 2020 – Check out our recent survey and get the insights Download the report

• HR Toolkit |
• Definitions |

What is Human Resources (HR)?

Human Resources (HR) focuses on managing an organization’s most valuable asset: its employees. HR professionals ensure employees have the necessary resources for their tasks and foster a positive work environment. They handle various responsibilities, from recruiting and compliance to benefits and training

Alexandra is a psychologist with a MSc in Talent Development and Creativity.

• What is HR in simple words?

What does the Human Resources department do?

What are the human resources functions, what are the types of human resources roles, what is hr in simple words .

Based on the Human Resources definition, the HR department takes care of the organization’s most valuable asset; its employees. HR professionals make sure that employees have everything they need to perform their day-to-day tasks and they’re also responsible for creating a healthy work environment that attracts and retains qualified people.

Human Resources professionals perform a plethora of tasks, including recruiting, managing employee relations, and creating company policies. In small companies, HR Generalists perform all relevant tasks, whereas in larger companies HR professionals could specialize in certain areas, e.g. sourcing and hiring, compensation and benefits, HR operations.   

HR teams undertake various responsibilities in an organization. They:

• Recognize current and future hiring needs
• Ensure compliance with federal, state, and governmental labor rules and regulations 
• Attract, recruit, and retain talent
• Manage compensation and employee benefits
• Ensure effective employee relations 
• Manage onboarding, training , and learning and development processes to boost performance
• Apply health and safety measures
• Handle administrative tasks, such as payroll and taxes 
• Organize and oversee quarterly or annual performance reviews 

Human Resources also implement important company policies and regulations, for example, they ensure compliance with the Equal Employment Opportunity (EEO) and GDPR regulations. They need to stay up-to-date with changes in labor legislation and research new HR trends that will keep the organization running smoothly.

In most cases, especially in large companies, different functions are managed by different HR professionals, who report to the HR Director or the HR Manager . Here is a list of common HR job titles:

• Senior HR Manager
• HR Executive
• Payroll Manager
• HR Analyst  
• HR Assistant
• Recruitment Manager
• Talent Acquisition Manager
• HR Recruiter
• HR Generalist
• HR Specialist
• HR Administrator
• HR Administrative Assistant

New specializations such as Diversity and Inclusion Manager , HR Onboarding Specialist , and Compensation and Benefits Specialist have also emerged. If you want more HR job descriptions visit our extensive job descriptions library with more than 700 ready to use templates.

The complex duties of Human Resources have gradually led to creating more distinct HR roles and departments. In some cases, the name “HR” has even been removed from the job title and replaced with “talent management”, “talent acquisition” and “people operations”. This is the result of a shift from the administrative role that HR departments used to have to a more holistic, strategic approach.

Click here to learn the differences between talent management vs. talent acquisition , people operations vs. HR management and what exactly a people team does .

Want more definitions? See our complete library of HR Terms .

Related resources include:

• The most important HR skills and how to master them
• How to assess human resource skills
• How to build a strong talent acquisition team

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So, Human Resources Is Making You Miserable?

Get in line behind the H.R. managers themselves, who say that since the pandemic, the job has become an exasperating ordeal. “People hate us,” one said.

By David Segal

Show of hands: Who’s fed up with human resources?

Maybe you’re irked by the endless flow of memos and forms, many of which need to be filled out, pronto. Maybe you’re irritated by new initiatives that regularly emerge from H.R., which never seems to run out of new initiatives, not all of them necessary or especially wise, in your opinion. Or you’ve got some problem with management and you don’t trust that H.R. representatives will actually help. They sure are friendly, but they get paid by the suits. In a crunch, it’s pretty clear whose side they are on.

The H.R. department bugs a lot of employees and managers, and it seems to have more detractors than ever since the pandemic began. That’s when H.R. began to administer rules about remote work and pay transparency, programs to improve diversity, equity and inclusion and everything else that has rattled and changed the workplace in the last four years.

But if the H.R. department is bothering you, here’s a fact you might find perversely consoling: You are not as aggravated or bummed out as the people who work in H.R.

That was obvious at Unleash, an annual three-day conference and expo held this year at Caesars Forum, an immense convention hall near the Las Vegas Strip. In May, the event brought together some 4,000 H.R. professionals from across the country. It was billed as a place where “global H.R. leaders come to do business and discover inspirational stories.”

It was more like a place where the H.R. department came to complain.

“Everything feels like a fool’s errand,” said Kyle Lagunas, a former H.R. executive at General Motors who now works at Aptitude Research, an H.R. advisory company based in Boston. He had just finished a highly animated presentation about H.R. tech in front of an audience of about 50 people. Now he sat in the designated media room and ranted a bit about the maddening challenges of running H.R. during and after the tumult of the pandemic.

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Embracing Gen AI at Work

• H. James Wilson
• Paul R. Daugherty

The skills you need to succeed in the era of large language models

Today artificial intelligence can be harnessed by nearly anyone, using commands in everyday language instead of code. Soon it will transform more than 40% of all work activity, according to the authors’ research. In this new era of collaboration between humans and machines, the ability to leverage AI effectively will be critical to your professional success.

This article describes the three kinds of “fusion skills” you need to get the best results from gen AI. Intelligent interrogation involves instructing large language models to perform in ways that generate better outcomes—by, say, breaking processes down into steps or visualizing multiple potential paths to a solution. Judgment integration is about incorporating expert and ethical human discernment to make AI’s output more trustworthy, reliable, and accurate. It entails augmenting a model’s training sources with authoritative knowledge bases when necessary, keeping biases out of prompts, ensuring the privacy of any data used by the models, and scrutinizing suspect output. With reciprocal apprenticing, you tailor gen AI to your company’s specific business context by including rich organizational data and know-how into the commands you give it. As you become better at doing that, you yourself learn how to train the AI to tackle more-sophisticated challenges.

The AI revolution is already here. Learning these three skills will prepare you to thrive in it.

Generative artificial intelligence is expected to radically transform all kinds of jobs over the next few years. No longer the exclusive purview of technologists, AI can now be put to work by nearly anyone, using commands in everyday language instead of code. According to our research, most business functions and more than 40% of all U.S. work activity can be augmented, automated, or reinvented with gen AI. The changes are expected to have the largest impact on the legal, banking, insurance, and capital-market sectors—followed by retail, travel, health, and energy.

• H. James Wilson is the global managing director of technology research and thought leadership at Accenture Research. He is the coauthor, with Paul R. Daugherty, of Human + Machine: Reimagining Work in the Age of AI, New and Expanded Edition (HBR Press, 2024). hjameswilson
• Paul R. Daugherty is Accenture’s chief technology and innovation officer. He is the coauthor, with H. James Wilson, of Human + Machine: Reimagining Work in the Age of AI, New and Expanded Edition (HBR Press, 2024). pauldaugh

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Human Resources Assistant - Research

🔍 school of medicine, stanford, california, united states.

Stanford University School of Medicine is seeking a Human Resources Assistant to provide administrative and operational support, working under general supervision for the Department of Pathology.

You will be working with an unparalleled leading-edge community of faculty and staff that are fundamentally changing the world of health care. You will have the opportunity to influence and drive change with your innovative ideas, the ability to make a difference and participate in human advancements. Our culture is fast-paced, energetic, and growing all the time.  

We offer a variety of benefits beyond traditional medical, dental, retirement, and savings options:

• Events and program for children, sports camps, tuition options
• World-class intellectual stimulation through learning and development classes, workshops, and onsite conferences from leading-edge speakers and faculty
• Work/life and family-friendly policies and reimbursement
• Participation in Stanford’s social responsibility and sustainable programs for a better world
• A vibrant university culture that values the uniqueness of everyone

We are seeking candidates who are progressive thinkers, see challenges as simple problems to solve, and have the spirit and energy to change the world.

About the Department of Pathology:

The Department of Pathology is a founding department of the Stanford School of Medicine and one of the leading departments in the United States. Our preeminent faculty spans from emerging leaders to highly accomplished physicians and scientists, including a Nobel laureate and members of the National Academy. Our mission is to improve the diagnosis, treatment, and basic understanding of the human disease. This is done through discovery (research), education, and clinical care.     

For more information about the department visit http://pathology.stanford.edu/

About the Position:

The Department of Pathology at the School of Medicine at Stanford University is seeking a Human Resources Assistant to provide clerical and administrative support to the Human Resources Team under general supervision with a can-do attitude and excellent communication skills in a diverse and dynamic work environment. In this role, you will support activities inside our HR team, from coordinating meetings, to maintaining our employee database(s), to assisting with day-to-day operations of HR functions and duties.

You should be highly organized, extremely detail oriented, and be able to multi-task with ease. Regardless of your assignment, you'll be expected to demonstrate strong business judgment, professional etiquette, and exceptional analytical and problem-solving skills.

Duties Include: 

• Responding to inquiries and determining the appropriate action(s) to take, as required.
• Act as a liaison between HR and employees, ensuring smooth communication and prompt resolution of requests and questions.
• Compiling and updating employee records (hard and soft copies).
• Perform duties associated with scheduling, organizing, and operating such as coordinating communication with candidates, scheduling interviews, and providing onboarding and off-boarding support.
• Assist HR Associate 1 and HR Generalist with report preparation by providing relevant data (absences, bonuses, leaves, time reporting codes, etc.)
• Assist HR Associate 1 and HR Generalist with complex reporting and spreadsheets, which may utilize specialized software and systems.
• Assist in visa processing by printing, receiving, and/or delivering documents to Bechtel International Center, Payroll, and/or the office of Pathology.
• Always maintain confidentiality of sensitive information and exercise discretion.

* - Other duties may also be assigned.

Desired Qualifications:

• Experience with scheduling.
• Strong attention to detail and accuracy.
• Ability to learn and apply general human resources policies using problem solving skills.
• Proficient computer skills, including Microsoft Office suite (Outlook, Word, Excel, and PowerPoint). Experience using email and internet.
• Demonstrated ability to maintain confidentiality and effectively handle highly sensitive and personal information with sound judgment, tact, and discretion.
• Strong verbal and written communication skills.
• Excellent customer service and interpersonal skills.
• Ability to multi-task, adapt to changing priorities and meet deadlines.
• Associate degree and two years of relevant experience.

Education & Experience (Required):

• High school diploma and three years of administrative experience, or combination of education and relevant experience.

Knowledge, Skills, and Abilities (Required):

• Proficient computer skills and demonstrated experience with office software and email applications.
• Demonstrated success in following through and completing routine tasks.
• Strong organizational skills and attention to detail.
• Ability to prioritize and multi-task effectively.
• Professional demeanor with the ability to interact with all levels of staff.

Physical Requirements*:

• Constantly perform desk-based computer tasks.
• Frequently sitting.
• Occasionally stand/walk, reach/work above shoulders, grasp lightly/fine manipulation, grasp forcefully, use a telephone, sort/file paperwork or parts, lift/carry/push/pull objects that weigh up to 40 pounds.
• Rarely twist/bend/stoop/squat, kneel/crawl.

*- Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.

Working Conditions:

• May require working in close proximity to bloodborne pathogens.
• May require work in an environment where animals are used for teaching and research.
• Position may at times require the employee to work with or be in areas where hazardous materials and/or infectious diseases are present.
• Travel to/from Stanford locations in multiple areas.
• Due to the nature of the work, this position will be hybrid.
• Rarely but occasionally may require working outside normal office hours.

The expected pay range for this position is $27.40 to $37.02 per hour.

Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs.

At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website ( https://cardinalatwork.stanford.edu/benefits-rewards ) provides detailed information on Stanford’s extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.

Why Stanford is for You   Imagine a world without search engines or social platforms. Consider lives saved through first-ever organ transplants and research to cure illnesses. Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture and unique perks empower you with:

• Freedom to grow. We offer career development programs, tuition reimbursement, or course auditing. Join a TedTalk, film screening, or listen to a renowned author or global leader speak.
• A caring culture. We provide superb retirement plans, generous time-off, and family care resources.
• A healthier you. Climb our rock wall or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits.
• Discovery and fun. Stroll through historic sculptures, trails, and museums.
• Enviable resources. Enjoy free commuter programs, ride-sharing incentives, discounts and more

  The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.   Consistent with its obligations under the law, the university will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.   Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.

• Schedule: Full-time
• Job Code: 4097
• Employee Status: Regular
• Requisition ID: 104220
• Work Arrangement : Hybrid Eligible

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 School of Medicine, Stanford, California, United States

📁 Human Resources

Post Date: Aug 06, 2024

Global Impact We believe in having a global impact

Climate and sustainability.

Stanford's deep commitment to sustainability practices has earned us a Platinum rating and inspired a new school aimed at tackling climate change.

Medical Innovations

Stanford's Innovative Medicines Accelerator is currently focused entirely on helping faculty generate and test new medicines that can slow the spread of COVID-19.

From Google and PayPal to Netflix and Snapchat, Stanford has housed some of the most celebrated innovations in Silicon Valley.

Advancing Education

Through rigorous research, model training programs and partnerships with educators worldwide, Stanford is pursuing equitable, accessible and effective learning for all.

Working Here We believe you matter as much as the work

I love that Stanford is supportive of learning, and as an education institution, that pursuit of knowledge extends to staff members through professional development, wellness, financial planning and staff affinity groups.

School of Engineering

I get to apply my real-world experiences in a setting that welcomes diversity in thinking and offers support in applying new methods. In my short time at Stanford, I've been able to streamline processes that provide better and faster information to our students.

Phillip Cheng

Office of the Vice Provost for Student Affairs

Besides its contributions to science, health, and medicine, Stanford is also the home of pioneers across disciplines. Joining Stanford has been a great way to contribute to our society by supporting emerging leaders.

Denisha Clark

School of Medicine

I like working in a place where ideas matter. Working at Stanford means being part of a vibrant, international culture in addition to getting to do meaningful work.

Office of the President and Provost

Getting Started We believe that you can love your job

Join Stanford in shaping a better tomorrow for your community, humanity and the planet we call home.

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COLUMBIA UNIVERSITY IN THE CITY OF NEW YORK

Clinical Research Coordinator I - DLD

• Columbia University Medical Center
• Opening on: Aug 12 2024
• Job Type: Officer of Administration
• Regular/Temporary: Regular
• Hours Per Week: 35
• Salary Range: $63,700 - $75,000

Position Summary

We are seeking a Clinical Research Coordinator to join the Division of Digestive & Liver Disease within the Department of Medicine at CUIMC. This role will be instrumental in coordinating the research activities of multiple ongoing projects, including NIH/NCI grant-funded studies and industry-sponsored clinical trials. Our research focuses on upper gastrointestinal diseases, the microbiome's impact on GI disease development and progression, and the implementation of innovative screening methods for GI conditions.

Responsibilities

• Oversee and maintain active IRB approval for assigned research protocols, submitting modifications and renewals as required.
• Foster effective communication with the study team, research sites, and sponsors to ensure timely updates on protocol changes and study status.
• Screen medical records to identify eligible participants based on specific inclusion and exclusion criteria. Contact potential participants to enroll them in the study.
• Conduct study visits, administer questionnaires, collect and handle biological specimens, and maintain accurate and up-to-date research records and databases.
• Serve as the primary point of contact for research participants, addressing inquiries, providing updates, and ensuring their satisfaction.
• Work closely with departmental research personnel and other CUIMC departments, including Sponsored Projects Administration and the Clinical Trials Office.
• Report directly to the Clinical Research Manager of the DLD research team and Principal Investigators of relevant studies.
• Perform additional related duties as needed.

Minimum Qualifications

• Requires a bachelor's degree or equivalent in education, training and experience, plus three years of related experience.
• Minimum of two years of experience in a clinical research setting.

Preferred Qualifications

• Bilingual (Spanish).
• Experience in clinical settings, IRB submissions, GCP and HSP principles, and HIPAA regulations.

Other Requirements

• Contact with patients and/or human research subjects
• Potential bloodborne pathogen exposure
• Successful completion of applicable compliance and systems training requirements.

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.

Commitment to Diversity 

Columbia university is dedicated to increasing diversity in its workforce, its student body, and its educational programs. achieving continued academic excellence and creating a vibrant university community require nothing less. in fulfilling its mission to advance diversity at the university, columbia seeks to hire, retain, and promote exceptionally talented individuals from diverse backgrounds.  , share this job.

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Assistant director of finance and budget, administrative director.

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HR Generalist

• Madison, Wisconsin
• SCHOOL OF EDUCATION/GENERAL ADMINISTRATION
• Human Resources
• Partially Remote
• Staff-Full Time
• Opening at: Aug 12 2024 at 16:00 CDT
• Closing at: Sep 3 2024 at 23:55 CDT

Job Summary:

The School of Education is a unique school made up of ten diverse academic departments, three major research units, and many outreach and support units, all known for their dedication to high-quality outcomes and their desire to positively impact our world. Reporting to the HR Associate Director, the HR Generalist will work collaboratively with the School of Education Human Resources Team on a wide variety of functional Human Resources areas including compensation reporting and exercises, payroll and benefits, FMLA and ADA compliance, and process and procedure development. This position will be responsible for: - Compensation reporting and file maintenance      - Pulls and runs reports for various stakeholders, disseminating information as needed      - TBA tracking and reporting - Auditing and reporting      - Auditing payroll and benefits reporting      - FLSA Auditing      - Degree Reporting      - Reporting & ATP mapping - Assist with Payroll and Benefits      - Additional pay entry      - Fellowship true ups - Compensation      - Assist with CCF and Pay Plan processing      - Rate & Title adjustment processing - FMLA and ADA Compliance      - FMLA Time Tracking      - Processing FMLA for the division      - Respond to basic inquiries that come into DDR mailbox and escalate more complex/accommodation issues to a DDR      - Support DDRs with uploading documents into SoE FMLA/Accommodation files, reviewing hours/eligibility and entering leaves in HRS when needed - Assists with cyclical HR processing (Remote Work Agreements, summer hiring, benefits prepay, faculty promotions, etc.) - Processing transactions including job changes, hires, and rate increases - Provide recruitment guidance, consultation and service to units with recruitment as needed - Respond to HR Mailbox emails as first point of contact, only escalating to managers/directors on higher level issues - Attends departmental, divisional, and campus wide meetings sessions and shares back information relevant for the team; prepares and plans for changes announced in these sessions - Assists with HR policy and procedure development - Assists with projects in all functional areas as needed - Works towards streamlining processes and procedures - Acts as Security Coordinator for division

Responsibilities:

• 20% Provides consultation, performs analytics, and/or maintains personnel files, communications, and materials for work unit through various mediums
• 35% Executes and audits work transactions and changes adhering to established policies and procedures to meet anticipated deadlines
• 20% Receives, responds to, and resolves employee questions and problems
• 5% Represents unit/program at institutional workshops, informational meetings, and training sessions
• 20% Contributes to the development, implementation, interpretation, and revision of work unit Human Resources policies and procedures according to institutional and legal rules and regulations

Institutional Statement on Diversity:

Diversity is a source of strength, creativity, and innovation for UW-Madison. We value the contributions of each person and respect the profound ways their identity, culture, background, experience, status, abilities, and opinion enrich the university community. We commit ourselves to the pursuit of excellence in teaching, research, outreach, and diversity as inextricably linked goals. The University of Wisconsin-Madison fulfills its public mission by creating a welcoming and inclusive community for people from every background - people who as students, faculty, and staff serve Wisconsin and the world. For more information on diversity and inclusion on campus, please visit: Diversity and Inclusion

Required Bachelor's Degree Commensurate experience in human resources will be considered in lieu of a degree

Qualifications:

Experience required: - At least two years of professional or educational HR experience in some/all of the following areas recruiting, onboarding, payroll, and benefits - Experience providing excellent customer service in a complex environment - Proficient with HRIS, Payroll, and Applicant Tracking systems, such as PeopleSoft, Workday, PageUp, or similar programs. Knowledge, Skills, and Abilities required: - Strong project management skills and ability to prioritize tasks - Strong aptitude for learning new HR related software/programs and collaboration tools - Ability to manage human resources activities in a complex organization, such as higher education - Ability to interpret and execute on human resources policies and procedures as they relate the federal and state laws - Excellent verbal and written communication skills - Ability to organize and multi-task while maintaining a high level of attention to detail - Proactive and independent with the ability to take initiative - Demonstrated ability to prioritize workload, manage multiple projects and deadlines effectively, follow through on tasks, and work unsupervised - Excellent collaboration and team-building skills - Proficient in Excel and other Microsoft Office Software Experience Preferred: - Experience and knowledge interpreting Universities of Wisconsin human resources policies and procedures - Experience utilizing UW-Madison HR software and systems, such as HRS, TREMS, JEMS, and OBIEE

Full Time: 100% This position may require some work to be performed in-person, onsite, at a designated campus work location. Some work may be performed remotely, at an offsite, non-campus work location.

Appointment Type, Duration:

Ongoing/Renewable

Minimum $52,000 ANNUAL (12 months) Depending on Qualifications Actual hiring rate will be commensurate with education and experience. Employees in this position can expect to receive benefits such as generous vacation, holidays, and paid time off; competitive insurances and savings accounts; retirement benefits.

Additional Information:

If you need to request an accommodation because of a disability during the recruitment process, please email [email protected] and one of our Division Disability Representatives will contact you. More information can also be found at https://employeedisabilities.wisc.edu/disability-accommodation-information-for-applicants/ .

How to Apply:

Attach a current resume, cover letter, and three professional references. References will not be contacted until the final interview stage. If you have any questions, please contact [email protected] . A successful applicant will be responsible for ensuring eligibility for employment in the United States on or before the effective date of the appointment.

Lexi Recker [email protected] 608-262-9149 Relay Access (WTRS): 7-1-1. See RELAY_SERVICE for further information.

Official Title:

HR Generalist(HR010)

Department(s):

A17-SCHOOL OF EDUCATION/GEN ADMIN/DEAN'S OFFICE

Employment Class:

Academic Staff-Renewable

Job Number:

The university of wisconsin-madison is an equal opportunity and affirmative action employer..

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