JUST Capital's 2019 Roadmap for Stakeholder Capitalism Report and Survey investigates current levels of trust towards U.S. companies at large, and highlights issues that the American public wants companies to prioritize to create an economy that works for all Americans. Read More
A selection of interesting HR topics from around the web.
Innovation Resource Center for Human Resources (IRC4HR) is proud to announce its corporate membership in the MIT Initiative on the Digital Economy (IDE), a visionary, internationally recognized group of thought leaders and researchers examining the impact of digital technologies on business, the economy, and society. Read More
From Industrial Relations to Human Resources and Beyond: Introducing Innovation Resource Center for Human Resources (IRC4HR™) Read More
In July 2015, the Department of Labor proposed new rules for establishing exemptions from the FLSA, with a 60-day period for comments, and an expected implementation date in January 2016. Recent updates suggest the final rules are unlikely to be issued until late 2016, which could have some significant implications for employers who are trying to determine how and when to deal with them. New exemption rules may be delayed to late 2016
The way people work is changing fast. Dramatic shifts in communications, technology, and the nature of work are enabling new models of economic activity that exist outside the boundaries of traditional organizations and employment relationships. Being your own boss can be empowering; but are people giving up wages and protection of working conditions for economic agency and flexibility?
How can we protect workers in the gig economy?
According to the 2015 Workforce Purpose Index, launched this year by Imperative, workers with a purpose-orientation are the most valuable and highest potential segment of the workforce regardless of industry or role. On every measure, purpose-oriented workers have better outcomes than their peers: 20% longer expected tenure, 50% more likely to be in leadership positions, 47% more likely to be promoters of their employers, 64% higher levels of fulfillment in their work.