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Why the Economics Profession Must Actively Participate in the Privacy Protection Debate
Full text linkWhen Google or the U.S. Census Bureau publish detailed statistics on browsing habits or neighborhood characteristics, some privacy is lost for everybody while supplying public information. To date, economists have not focused on the privacy loss inherent in data publication. In their stead, these issues have been advanced almost exclusively by computer scientists who are primarily interested in technical problems associated with protecting privacy. Economists should join the discussion, first, to determine where to balance privacy protection against data quality; a social choice problem. Furthermore, economists must ensure new privacy models preserve the validity of public data for economic research
Public Safety Officers’ Benefits (PSOB) and Public Safety Officers’ Educational Assistance (PSOEA) Programs
Full text link[Excerpt] The Public Safety Officers’ Benefits (PSOB) program provides cash benefits to federal, state, and local law enforcement officers; firefighters; employees of emergency management agencies; and members of emergency medical services agencies who are killed or permanently and totally disabled as the result of personal injuries sustained in the line of duty. The Public Safety Officers’ Educational Assistance (PSOEA) program, a component of the PSOB program, provides higher-education assistance to the children and spouses of public safety officers killed or permanently disabled in the line of duty
Small organizations and Title I of the ADA: A survey study in Region 2
Full text linkWhile both small and large employers cite barriers to employing and advancing individuals with disabilities, some issues are more common among smaller employers than their larger counterparts. The purpose of the current survey study is two-fold: 1) to understand the barriers to effective implementation Title I of the ADA among small employers, 2) to identify effective ways to educate and support small employers as they implement the ADA. We began survey development with a literature review and a set of interviews with leadership or HR professionals who implement Title I within the small organizations. Through these interviews, we identified themes related to the implementation of the employment provisions of Title I of the ADA. The survey includes questions that examine organizational policy and processes, topical areas of interest, ways of accessing information, and respondent/organizational characteristics. The survey respondents were from New York, New Jersey, Puerto Rico, and the US Virgin Islands (representing Region 2). The survey results highlighted the need to (1) establish a basic understanding of the terms, including disability and reasonable accommodations, (2) provide more guidance on practical implementation of the Title I, (3) support systematic information gathering and an accommodation process that considers small business work setting, (4) promote disability awareness at the workplace and among human resources personnel
Trump’s ‘Immployment’ Law Agenda: Intensifying Employment-Based Enforcement and Un-authorizing the Authorized
Full text linkThis article considers President Trump’s immigration efforts through an immployment law lens. Immployment is a conceptual frame that reminds us to consider (1) immigration policy’s impacts on employers and the employment-based rights of workers, and (2) employment and labor law’s impacts on immigration policy. It draws from available enforcement data to argue that Trump’s regime is intensifying the use of workplace-based immigration enforcement tools such as audits of employer records and arrests of workers at their place of work. While his predecessors used these tools too, Trump is simultaneously pursuing both high profile worker arrests and bureaucratic audits as key tools of a more aggressive immigration enforcement strategy. The Trump administration is also deviating from his predecessors by un-authorizing large groups of authorized workers. The article focuses its attention primarily on one such targeted group, workers with Temporary Protected Status (TPS), who may soon lose their authorization. It also uses interviews with two dozen immigrant worker advocates in the New York City metropolitan area to convey the ways that the threat of workplace-based immigration enforcement and unauthorization efforts are consequential for workers and the government compliance and benefits regimes that rely on voluntary participation of immigrant workers
What Is The Competency Model For HR Professionals To Prepare Them to Accept Digital Change in the HR Function?
Full text link[Excerpt] With changes in the workforce demographics, global economy, and emerging technology, the role of the HR professional has already changed drastically and will continue to do so. The future of work in the digital age is upon us and work environments include an increasing plurality of means to get work done. This entails transformation and reskilling for HR professionals as they partner with business leaders to orchestrate effective human capital solutions. This also presents an opportunity for HR leadership to closely examine the competencies of their workforce and determine the what and the how of upskilling or reskilling to ensure the HR professionals at their company are equipped to contribute in this ever-evolving business environment. HR professionals will increasingly need to be agile, strategic contributors to the businesses they serve, thoughtfully engaged with employees throughout their lifecycle, and be well-versed in data analytics and technologies. With this in mind, it is essential for organizations to prepare now and create action plans for job displacement and reskilling of their workforce
What Are the Academic Findings About the Impact of Coaching on Individual and Organizational Performance?
Full text link[Excerpt] The definition of coaching has evolved alongside developments in Organizational Psychology and Human Resources. One such definition is, “a helping and facilitative process that enables individuals, groups/teams and organizations to acquire new skills, to improve existing skills, competence and performance, and to enhance their personal effectiveness or personal development or personal growth.”
For this Executive Summary, we mainly focus on two subsets of coaching: Manager and Executive coaching
What are Some Industry Best Practices, Potential Risks, and Benchmark Data to Help Support Change Management During Large Mergers and Acquisitions (M&As) Within the Pharmaceutical Industry?
Full text link[Excerpt] M&A activities are deeply embedded into the culture of the pharmaceutical industry as a whole. Based upon a survey of pharmaceutical executives, 50% anticipate their M&A activity will drive between a quarter and half of projected growth in the next two years. Such deals within the pharmaceutical industry help firms find potential synergies, increase cooperation in areas of operational capabilities as well as transfer of functional and managerial capabilities between merging firms.
However, when it comes to post merger integration efforts, companies may overlook various people, process and technological factors that can hamper M&As efforts and worse yet, cripple such a transaction from achieving desired results. A survey done by Deloitte found that respondents believed that effective integration efforts was one of the important factors for a successful M&A transaction, with 23% respondents reporting it. It is critical for companies considering an M&A or in the process of such a transition to consider the major pitfalls that may occur post-merger and prepare mitigation strategies in order to support firm-wide initiatives around integration
How is HR Evolving in Developing the Workforce to Deliver Value-Driven Outcomes?
Full text link[Excerpt] Deloitte defines the future of work as ‘forces of change affecting three deeply connected dimensions of an organization: work, workforce and workplace’. These forces such as shifting demographic patterns, the pace of technological change, and the path of economic globalization are constantly challenging and changing the future of work. Keeping the focus on unlocking talent and equipping people through these disruptions is important for HR
When is Psychometric Assessment a Reliable Tool for Candidate Selection?
Full text link[Excerpt] This paper will explore the effectiveness of psychometric tests (based on academic research), present some best practices, and discuss legal risks associated with the use of such assessments