HR Professionals Network - HRPN

Is your #Organization ready to redefine how #People and #Technology work together? #MustRead 👇✅ #Recent_Studies reveal a clear shift in how organizations are leveraging technology to enhance people functions. Nearly 49% of companies already using AI in HR report improved recruiting outcomes, while 45% believe AI will significantly enhance employee development over the next five years.✍ A Yomly survey further highlights that 92% of global organizations plan to increase their AI investment in HR within the next three years. Meanwhile, research suggests that by 2025, 90% of HR functions will be augmented by AI.📈 The message is clear that AI is not replacing HR, It is actually redefining it. It is about empowering people, amplifying insights, and driving performance, trust, and innovation at scale.😎 💭 How ready is your HR function to lead in this new era of Technology? ♻️ Repost to share with your Network! #AIinHR #HRTransformation #HR #AI #HRPN #HRInnovation #PeopleAnalytics #TechPloyment #FutureOfWork #PeopleAndTechnology #Leadership

Here is an expanded list of 𝗧𝗼𝗽 𝗔𝗜 𝗧𝗼𝗼𝗹𝘀 🧠 𝗳𝗼𝗿 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 & 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 (𝗟&𝗗) 𝗶𝗻 𝟮𝟬𝟮𝟱.✅️👇 These platforms help personalize learning, identify skill gaps, and improve workforce development with AI-driven insights: Synthesia: https://www.synthesia.io/ Docebo: https://www.docebo.com/ Cornerstone OnDemand: https://lnkd.in/dgUAZ9x EdCast by Cornerstone: https://www.edcast.com/ LinkedIn for Learning: https://lnkd.in/gU4SRSR Skillsoft Percipio: https://lnkd.in/gdVxdzrs Learning Pool (Stream LXP): https://learningpool.com/ Fuse Universal: https://lnkd.in/dWmjE68i Valamis: https://www.valamis.com/ Sana Labs: https://www.sanalabs.com/ Spekit 🐙: https://www.spekit.com/ Reejig: https://www.reejig.com/ #AIforHR #ArtificialIntelligence #HR #HRPNGlobal🌏 #HRPN #AIHR #SHRM #CIPD #HRCI #HRProfessionalsNetwork

💭 What’s really driving your Organizational #Culture? 🤔 Culture is not built through policies or posters. It is shaped by invisible forces that define how people truly think, act, and connect at work.✍ Every organization has two cultures: 1️⃣ The one written in value statements and 2️⃣ the one that actually lives in daily behavior. True culture doesn’t show up in policies or handbooks. It reveals itself in the silence during 🤝 meetings, in how decisions are made, in who feels safe to speak, and in what gets rewarded or ignored. The real drivers ✅ of culture are often invisible, hidden in 👉 leadership habits, 👉 unspoken norms, 👉 emotional undercurrents, and 👉 informal power networks. That’s why culture can not be declared. It must be 👉 discovered, 👉 understood, and 👉 shaped from within. Repost 🔁 to share with your Network!😎 #WorkplaceDynamics #HRPN #OrganizationalCulture #Leadership #HRTransformation #PeopleAndCulture

A funny depiction of an 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿'𝘀 𝗗𝗮𝗶𝗹𝘆 𝗥𝗼𝘂𝘁𝗶𝗻𝗲 by Mercer.😁 In reality, an HR Manager’s daily routine is and should be far beyond just listening to grievances or processing employee requests.👇✅ The true role of HR lies at the intersection of business strategy and human capability. When HR operates strategically, it becomes a growth enabler, not a support function. 👉 HR Managers should be business partners by understanding revenue models, operational realities, and workforce dynamics. 👉 They should lead talent analytics to predict capability gaps before they appear. 👉 They should align every HR initiative from hiring to development to retention with measurable business outcomes. 👉 They should drive leadership accountability, ensuring culture and performance are inseparable. Modern HR is not about managing people, It is about mobilizing potential. And that requires moving from the transactional to the transformational. The future of HR is not about paperwork or permissions, It is about people, purpose, and performance. Copyrights and Special Video Credit: Follow Mercer #HumanResources #Leadership #HRStrategy #FutureOfWork #PeopleFirst #MustWatch #HRFun #HRVideos #HRWorld

Gallup's 2024 report finding says 62% of employees are disengaged, a figure that has increased from 59% in 2023. These findings are supported by other studies highlighting significant economic impacts, such as an estimated $8.9 trillion loss in global productivity and lower employee morale. Factors like poor management, lack of purpose, and insufficient communication are key drivers of disengagement.✍ 👂#Slience is not always Agreement. Sometimes, It is #Resignation! 🔍 Is disengagement silently spreading in your team?👇 Employee disengagement doesn’t always show up as poor performance or conflict, sometimes it hides behind compliance, politeness, or silence. When employees start doing only what’s asked, avoid collaboration, stop learning, or emotionally detach, it is not just low motivation, it is a warning signal.🛑 💡 Watch for these subtle disengagement behaviors: ✅ Doing only what’s asked, without initiative. ✅ Withdrawing from collaboration and staying quiet in meetings. ✅ Decline in learning or curiosity. ✅ Emotional detachment from wins or setbacks. ✅ Reduced communication and responsiveness. Great leaders notice the quiet signs before they become loud exits. We must #Reconnect. #Re_engage and #Re_energize😎 #EmployeeEngagement #Leadership #PeopleManagement #HR #WorkCulture #EmployeeExperience #SaeedAliGohar #HRPN

𝗪𝗵𝗮𝘁 𝗶𝗳 𝘁𝗵𝗲 𝗧𝗼𝘅𝗶𝗰𝗶𝘁𝘆 𝗹𝗶𝗲𝘀 𝘄𝗶𝘁𝗵𝗶𝗻 𝗛𝗥?🤔 𝗪𝗵𝗮𝘁 𝗶𝗳 𝘁𝗵𝗲 𝗛𝗥 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝗶𝘀 𝘁𝗵𝗲 𝗧𝗼𝘅𝗶𝗰 𝗼𝗻𝗲? We often treat HR as the cure for bad culture but when HR itself behaves toxically, the harm multiplies. Research shows toxic leadership and workplace toxicity drive burnout, reduce engagement, and increase turnover and the cost to organizations is massive.🚨 Signs🛑of a Toxic HR Manager: • Dismissing or gaslighting employee complaints rather than investigating them. • Protecting certain leaders despite clear misconduct (selective enforcement). • Weaponizing policies (using performance processes punitively). • Micromanaging, favoritism, or unpredictable “Jekyll & Hyde” behavior that creates constant uncertainty. Why toxic HR is especially dangerous: ✅ HR sets rules, handles grievances, and shapes culture, if those systems are misused, trust erodes fast and problems become systemic rather than isolated. ✅ Toxic HR can normalise abusive leadership rather than correct it, turning one leader’s behavior into an organizational pattern. That spillover is linked to higher turnover intentions and worse mental health for staff. What the evidence suggests organizations should do (practical, research-aligned fixes): 👉 Independent reporting channels & external audits for complaints (to remove conflicts of interest). 👉 Measure culture with data realted to engagement, psychological safety, exit reasons and act on trends, not just incidents. 👉 Train and hold HR leaders to ethical-accountability standards (not just operational KPIs). 👉 Rotate or peer-review sensitive HR decisions and give employees transparent timelines and outcomes. (Transparency reduces the “cover-up” perception.) SHRM 🤔 A short, hard truth: if HR is the source of toxicity, simply asking employees to “be resilient” won’t work. Fixing it takes structural changes, independent oversight, and leadership courage because protecting people and processes beats protecting reputations. Can you highlight some more Signs of a Toxic HR Manager?

Many still think HR is only about hiring, firing, and policies but that is just the surface.🤔 HR is about people, culture, and purpose. It’s about shaping environments where trust grows, potential thrives, and leadership evolves. 👍It is not just an administrative function, it’s the emotional backbone of an organization.❤️ #HRforAll #syaligohar #hrpn #techployment

Let’s be honest, #People don’t leave #Companies. They leave #Bosses who make work feel unsafe, unseen, and unsustainable. Here are the 𝟱 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗥𝗲𝗱 𝗙𝗹𝗮𝗴𝘀 🚩🚩🚩🚩🚩that silently destroy trust, morale, and performance: 🚩𝗧𝗮𝗸𝗲𝘀 𝗖𝗿𝗲𝗱𝗶𝘁, 𝗦𝗵𝗶𝗳𝘁𝘀 𝗕𝗹𝗮𝗺𝗲: 🏆 The quickest way to lose a good team is to make them feel invisible when things go right and disposable when things go wrong.🎭 🚩𝗠𝗶𝗰𝗿𝗼𝗺𝗮𝗻𝗮𝗴𝗲𝘀 𝗘𝘃𝗲𝗿𝘆 𝗠𝗼𝘃𝗲: 👀 Control kills creativity. When every decision needs approval, innovation dies and frustration grows.🔍 Research shows that micromanagement erodes autonomy, lowers morale, and reduces work motivation. When people feel they are always monitored, they lose ownership and feel distrust. (Forbes) 🚩𝗣𝗹𝗮𝘆𝘀 𝗙𝗮𝘃𝗼𝗿𝗶𝘁𝗲𝘀: 🎯Nothing poisons culture faster than unfairness. When loyalty outweighs merit, respect fades fast.⚖️ According to Forbes‐/SideHustles.com survey: A survey found that 9 in 10 employees have witnessed favoritism at work, and 1 in 4 say it happens all the time. Another study (global) reported that 39% of employees observe favoritism toward certain employees (e.g. friends, family) in their organization. (ethics.org) 🚩𝗨𝗻𝗱𝗲𝗿𝗺𝗶𝗻𝗲𝘀 𝗼𝗿 𝗣𝘂𝗯𝗹𝗶𝗰𝗹𝘆 𝗦𝗵𝗮𝗺𝗲𝘀 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀:📣 Feedback should build people up, not break their confidence. Public humiliation doesn’t correct, it corrodes.😞 🚩𝗣𝗿𝗼𝗺𝗼𝘁𝗲𝘀 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗖𝘂𝗹𝘁𝘂𝗿𝗲:🔥When “working late” becomes a badge of honor, leaders stop leading and start losing their best people.😩 A 2023 survey found that 87% of professionals have had at least one toxic boss during their careers, with 30% encountering more than one. Another survey found that 24% of employees are currently working under the worst boss they have ever had. (phys.org) ✅ Great bosses inspire through trust, fairness, and empathy. They create environments where people want to give their best, not fear the consequences if they don’t. If you have worked under a toxic boss, you already know how one person can drain an entire organization. 💬 What other red flags have you seen in toxic leadership? Let’s call them out and raise the standard together. #Leadership #WorkplaceWellbeing #HRInsights #PeopleFirst #ToxicCulture