(PR in) HR Pulse | HR News Round-up: 1st July 2024
Photo by Florian Klauer on Unsplash
It’s a big week here in the UK, and as we prepare for change in the running of our country, many of us are looking at the progression of organisations, in particular, the evolution of AI and the impact on workplaces.
I’ve picked out 3 articles this week covering cyber security, AI and how HR departments are perceived by employees. All fascinating reads.
Enjoy, Kay.
72% of workers admit to clicking a suspicious link at work
According to a US survey carried out by EY, in 2022, 40% of office workers fel confident in spotting a cyber threat, today, that figure has dropped to just 31%.
“The risk landscape has become incredibly complex,” says Jim Guinn II, EY Americas Cybersecurity leader. “Geopolitical tensions, constantly evolving regulations, and the rapid integration of new technologies, especially AI, all contribute to this challenge.”
Gen Z and Millennials are losing confidence in their ability to spot malicious actors and as a result fear losing their jobs if they are the cause of their organisation’s security being compromised.
However, Gen Z are proving increasingly knowledgeable about the cyber security landscape, something organisations need to take advantage of through security training programmes.
Cyber security awareness that becomes a part of company culture embeds knowledge and encourages proactive reports of suspicious incidents, without the worry of repercussions.
The reccommendations? Fight fire with fire; utilising AI can help protect organisations against AI generated attacks and use behavioural analytics on employees to flag unusual activity.
Effective strategies and empowered employees can offer organisations a strong first line of defence.
Read the whole story in Worklife.
Is AI in the workplace making us lonelier and unhealthy?
The efficiency of AI is all too alluring, with its automation, top-speed data analysis and optimised productivity.
Recent data shows that 35% of global companies are adopting AI, with the market expected to reach $1.85 trillion by 2030, but at what cost to humans?
As jobs are being fragmented into tasks, the rise in AI could be making organisations lose perspective on their most important asset, humans.
Professor De Cremer of Northeastern University and Professor Koopman of Mays Business School at Texas A&M University conducted four studies in a range of settings - results saw increased loneliness and desire for human connection, as well as high alcohol consumption and insomnia.
These unwanted human costs are being increasingly seen alongside the use of AI, often leading to reduced job satisfaction, motivation and reduced mental health. With many organisations setting out policies to promote inclusiveness, social connections, physical and mental wellbeing, these costs are a direct threat to what many organisations thrive to support.
The professors surmise AI needs to be approached from a viewpoint that it isn’t a way to replace human workers, but “a tool capable of augmenting human potential and skills.” Organisations will hopefully find success in AI if they can create fulfilling and socially connected jobs with positive impacts on employees.
A fascinating article in the Harvard Business Review paints a complex picture of AI in the workplace. Read the full article to explore how companies can adopt AI and look after their employees.
Over 80% of workers are afraid of their HR Department -
according to a survey from MyPerfectResume.
Results from the survey showed workers hesitate to discuss work-related problems and find it hard to approach HR professionals.
It’s thought that the fear of the HR department is less to do with the team, and more likely stemming from the lack of communication of HR’s role and its responsibilities.
So, what can human resources do to quell these fears?
Communication is key – as the HR role has developed over the past decade, workers are left wondering what it is the HR department actually does.
Career Expert Jasmine Escalera from MyPerfectResume, emphasises:
“Organisations need to actively support their HR departments in prioritising this open line of communication with employees.”
This includes creating transparency by connecting with the team and providing some clarity on the department’s specific duties. Clearly set out major responsibilities, and let employees know what they can expect from the HR department.
Being open and honest about boundaries of confidentiality and what employees need to disclose and what can be kept to themselves will help build trust and form connections, helping to break down these perceived barriers.
Creating this visibility and forming genuine creations should help defy the lack of approachability cited in the study.
Worried about how your workers perceive the HR department? Read the full article in Worklife.
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