“Skills-based” is one of the latest workplace buzzwords to take the HR world by storm.

While most employers haven’t yet fully embraced a skills-based talent strategy, some are further down the road, including Workday. The enterprise management software giant, which ventured into the skills territory with the 2018 launch of its Skills Cloud for clients, shared updates from the last year of its internal skills-based transformation during its annual conference in Las Vegas.

At a session hosted by Josh Tarr, director of Workday’s skills-based organization, and Doug Chartier, principal of Workday’s people and purpose accelerator team, three successful use cases from its strategic skills initiatives were highlighted.

“Over the last year, we think we’ve been able to drive real value from some of these skills initiatives,” Chartier said.

Getting data in order. The first use case was around Workday’s skills data. Chartier’s team reviewed the company’s existing repository of HR data, looked at skills in global markets, and used workplace skills intelligence platform TechWolf to create a skills inventory.

Keep reading here.—PM

HR pros have a lot they need to be aware of these days: emerging tech like AI, economic challenges, and Gen Z’s new perspectives completely shaking up your entire work culture.

You need somewhere you can learn about and navigate all these new factors, all in one place. Like The Better Work Project hub created by Indeed and Business Insider. This hub contains a whole lot of content, including:

• thought leadership editorials from Indeed’s Workforce Innovation board
• workforce trend feature interactives
• insightful articles on the challenges surrounding the new world of work

The Better Work Project has it all centralized in one easy-to-navigate destination, so you won’t have to endlessly scroll to find whatcha need.

More content is coming to the hub soon, so make sure you bookmark it.

The Society for Human Resource Management (SHRM) is helping HR leaders understand key political issues that have the potential to impact workplaces following the US 2024 general election and inauguration.

SHRM launched its 2024 election guide online with resources on key areas of policy that have real world implications for HR pros. These areas include positions on workforce development, DE&I, leave, employee relations, immigration, healthcare, and more.

The resource offers HR leaders a guide to the policy positions, or likely positions, of both presidential candidates, former President Donald Trump and Vice President Kamala Harris.

For instance, the resource highlights both candidates’ positions—citing published materials—on paid family leave and reforming the Paid Family Leave Act (FMLA), outlining that candidate Harris “supports” reforms and candidate Trump “likely supports” changes.

Keep reading here.—AD

Are your employees happy? If they are, it may be waning.

Employees who’ve been with a company an average of less than three years are 3% happier than those who’ve been with a company three or more years, according to a BambooHR analysis of employee satisfaction data from January 2020 to June 2024.

While Anita Grantham, BambooHR’s head of HR, hopes new employees’ happiness might be the result of recruiters and hiring managers accurately advertising a role’s responsibilities and investing in onboarding, she said it’s likely because they’re just in the honeymoon phase.

“When somebody switches jobs, they’re excited…They’re usually making more money because they weren’t making that at their previous job, or they’re moving because they got a promotion,” Grantham told HR Brew, later adding, “It’s like any relationship, when you get to know someone or some organization or some group better, you see all the things.”

Keep reading here.—MC