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Human Times
North America
Anger isn't a catalyst for higher status in the workplace

A study by researchers at the Hebrew University (HU) of Jerusalem and Princeton University in the United States challenges the belief that employees who express anger in the workplace are thought by their bosses to be competent and hold a high status. The study, titled "Anger at Work," conducted four robust studies and found that employers and colleagues view anger as inappropriate, cold, an overreaction, and counter-instrumental for workplace goals. The research also challenges the notion that women's anger is perceived differently from men's anger in the workplace. The findings suggest that anger is not a catalyst for higher status and is regarded more poorly than other emotional expressions, and highlight that anger may not serve or promote an individual's status in the workplace, regardless of gender. “We found that anger isn't a catalyst for higher status in the workplace,” said Dr. Roni Porat, a senior lecturer at HU's political science and international relations departments who conducted the study along with Elizabeth Levy Paluck of Princeton. “Moreover, we found that anger is regarded more poorly than other emotional expressions like sadness. The only instance in which anger is considered positive is when expressed in response to another person's clear wrongdoing. These findings hold for both men and women expressing anger in the workplace.”

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Companies no longer offer big pay rises to lure talent

People changing jobs are experiencing smaller pay increases, as companies no longer offer big pay rises to attract talent. Hays, one of Britain's largest recruiters, said that while pay increases of 20% for job changes were “commonplace” two years ago, a rate of around 5% is now more likely. The firm said a global slowdown in hiring has been deepened by this trend, because workers are less willing to move without a significant pay rise. James Hilton, Hays’ finance director, said: “In the great resignation, employers were screaming out for talent and were prepared to pay accordingly . . . [but] We’re now at much more normal levels of pay increases for changing jobs.” Dirk Hahn, Hays’ chief executive, added that many workers were “happy just having a job” amid reductions at some firms.

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Germany's economy minister warns of workforce shortage as growth constraint

The biggest challenge for Germany's economy is the workforce shortage, according to German Economy Minister Robert Habeck. The government has revised its outlook for this year, expecting only 0.2% growth instead of the previously forecasted 1.3%. The shortage of skilled workers, weak global demand, geopolitical uncertainty, and high inflation are all contributing to the growth constraints, the minister said. With around 700,000 vacancies currently unfilled, Germany's economic growth potential has fallen to 0.7% from 2% in the 1980s. Habeck emphasized the need for immigration to bridge the workforce gap and proposed financial incentives and reconsideration of unemployment welfare benefits as potential solutions. Germany's ageing society is expected to face a shortage of seven million skilled workers by 2035. Migration-friendly policies, such as quick visa procedures and language courses, are seen as necessary to attract foreign workers. However, not everyone in Germany supports increased immigration, as reflected in the rising popularity of the nationalist Alternative for Germany (AfD) party.

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Middle East
Emirates promotes executives to deputy roles under President Tim Clark

Emirates has promoted Chief Operations Officer Adel Al Redha and Chief Commercial Officer Adnan Kazim to deputy roles under President Tim Clark, setting up a competition for succession. The promotions are part of the company's efforts to foster growth and showcase local talent. Emirates is embracing the trend of appointing home-grown staff to higher-level positions. The airline has set ambitious plans for its future growth. Clark, who postponed his retirement during the pandemic, has not announced a new retirement date. Al Redha and Gaith Al-Gaith, the head of Emirates' regional partner FlyDubai, are among the contenders for Clark's job. In total, 19 executives were promoted at Emirates, including eight UAE nationals and six women. The company also made other leadership changes, including the appointment of a new group services officer and a new CEO at the Dnata airport services group. Female leaders were named in HR operations and training roles.

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