Mila Ashford


Career development 1d
After the New Year’s party this guy from the design team (who I used to have a thing for) told me I’m “incongruent.”
I was totally shocked.
I even looked it up online and apparently it means I come off as fake or hypocritical.
We’re supposed to go on a training together in a week, and I honestly have no idea how I’m going to deal with him.
Any advice? Thanks!

1   

  • Paulie Duguay

    4h

    just remain ON-GUARD with your professional composure and ONLY say to him when asked and keep every answer short and sweet

  • Abena Okyerewa Siaw

    16h

    Just withdraw your feelings and remain professional

    2
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Steven Ishimwe
Career development 4d
Hi, everyone I am new here. Quick advice from you, which one is the best to study at University, Finance or Accounting
2   

  • Akite Pamella

    7h

    Accounting

  • Ismail Na Allah

    3
    17h

    Finance is more broad than Accounting. It gives you an edge when you'd decided to delve into other disciplines. Whereas, accounting shapes your record... keeping, analytic, presentation, and broad asset management, Finance teaches you more investment and funds management.  more

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Career development

 8h

"Hiring Red Flags": 24 Strange Questions People Were Asked During Job Interviews


When you put on your best suit and go to a job interview, there's bound to be a handful of butterflies fluttering somewhere inside your belly. A few of those are most likely anxiety butterflies, but the others are excitement. Wow! You're gonna shine at that interview! This is gonna be the best job ever! Right..?

Here's the thing though: how our interview's gonna go doesn't just depend on how... prepared we are. If you're unlucky, you're going to get a horrible interviewer who bats really inappropriate questions your way. Like a bolt from the blue, they'll knock you off-balance and make you wonder what the ever-loving fudge is going on and if you're being pranked for a TV show.

When Redditor iiLady_Insanityii asked their fellow users to share the most inappropriate and unexpected things they were asked during job interviews, they got over 5.1k comments. We've picked out the best ones for you to see, dear Readers, so be sure to upvote the ones that made your jaw drop the most with how out of place they sound. more

Career development

 9h

Canada's Unemployment Rate Jumps to 6.8% in December -- 2nd Update


OTTAWA--Canadians resumed job hunting last month only to learn that finding work remains tough, sending the unemployment rate up sharply in the final month of 2025.

Employers in the country added a net 8,200 jobs in December, Statistics Canada said Friday.

That continued the hiring seen the past few months, though at a muted pace that failed to keep up with a strong rebound in the size of labor... force and increased participation. The result was the jobless rate climbing to 6.8%, a large 0.3-percentage-point rise that rolled back half of the decline seen cumulatively the previous two months.

The labor survey caps a soft year for a labor market roiled by tariffs and uncertainty. Until September, there had been virtually no net growth in employment in Canada and December's result effectively revisits that trend.

The hiring for the month, though modest, was stronger than the 2,500 job losses economists were expecting and comes after the economy added almost 181,000 jobs over the prior three months. And the rise in the unemployment rate, while a tick higher than the 6.7% penciled in, was the first advance since August, when the rate hit the highest level outside the pandemic since 2016 at 7.1%.

"Today's data demonstrate that the sharp move lower in unemployment during the preceding month was partly flattered by a decline in labor force participation," said Andrew Grantham, senior economist at CIBC Capital Markets.

With the federal government tightening immigration the population rose by just under 10,000 last month, the slowest pace on record. Still the labor force expanded by 81,000 as the proportion of the working-age population employed or looking for a job increased 0.3 point to 65.4%.

There was a strong 50,200 rise in full-time employment numbers in December, though that was moderated by a 40,000 drop in part-time positions that took back some of the strength the last two months. What job gains there were focused mainly on the ranks of the self-employed, with little movement in numbers of private or public sector employees.

When calculated using U.S. Labor Department methodology, Canada's unemployment rate was 0.1 percentage points higher at 5.7%.

Adding to the dovish tone of the labor force survey, wage growth cooled for the month, though it continues to outpace annual consumer price inflation that sits just above the Bank of Canada's 2% target. Wages for permanent employees rose 3.7% on a year earlier, softer than the 4.0% advance the month before and the 3.8% growth economists expected.

Canada's economy has been dented by the Trump administration's threat and imposition of tariffs, and hiring plans have been soft even as layoff rates in 2025 held to historical levels. Before September's jump in hiring, the proportion of job seekers who found work from one month was 18.1% on average during the year, down from 21% in 2024 and 24% between 2017 and 2019 before the pandemic.

The Bank of Canada projects modest growth for the economy this year, in part as labor market softness weighs on household spending. Central bankers have signalled that after a string of interest rate cuts, the bar is high for any further moves.

The Canadian Federation of Independent Business's monthly barometer showed a recovery in optimism among the country's small businesses in December to a year-long high, though more than half of companies reported insufficient demand and staffing plans overall remained weak as more businesses plan to reduce full-time positions than hire.

Economists say it is clear that slack remains in Canada's labor market. Some expect layoffs in early 2026 as the economy struggles to grow amid ongoing trade uncertainty and weak domestic demand, which could push the underemployment rate back above 7%, while others continue to anticipate improvement. Markets were little changed following the data.

"Rather than signaling a setback, December's modest employment gain and rising unemployment rate reinforce our view that Canada's labor market recovery is under way, but will likely prove choppy, with slack absorbed only gradually over time," said Claire Fan, senior economist at Royal Bank of Canada.

This headline was corrected at 11:17 a.m. ET because it incorrectly described the statistic as employment rate in the headline. Canada's unemployment rate jumped to 6.8%. more

Career development

 9h

Brac launches BRIDGE Returnship Program for women


The six-month program offers on-the-job learning, professional mentoring, and career development support

Brac has opened applications for a new cycle of its BRIDGE Returnship Program, an initiative aimed at supporting women seeking to return to professional life after a career break.

Women often leave the workforce due to personal, family, or social responsibilities and face structural barriers,... skill gaps, and confidence challenges when attempting to return. The BRIDGE Returnship Program seeks to address these issues through structured, hands-on opportunities and targeted support.

The six-month program offers on-the-job learning, professional mentoring, and career development support. Participants are placed across different Brac programs, contributing to areas such as project management and research while gaining practical experience and exposure to organizational processes.

Launched last year, the program selected 15 participants from nearly 1,100 applicants. Following completion, four participants secured full-time positions at Brac and other organizations. An additional 100 shortlisted candidates took part in a boot camp that provided training, networking opportunities, and guidance on re-entering the workplace.

Participants from the previous cohort cited maternity, caregiving responsibilities, social expectations, and challenging work environments as the main reasons for their career breaks. Their motivation to return included aspirations for professional growth, financial independence, and renewed confidence.

Commenting on the initiative, Moutushi Kabir, Senior Director, People, Culture and Communications at Brac, said: "Taking a break from a career does not mean a lack of talent or ability. The BRIDGE Returnship initiative is designed for women who wish to re-enter the professional world and strengthen their social and professional identity."

The program also facilitates networking by connecting participants with professionals from NGOs, private sector organizations, and corporate institutions.

Applicants must have at least three years of professional experience in a recognized organization, hold a bachelor's degree from an accredited institution, and have taken a career break of at least one year.

Applications close on January 21, 2026. More information is available at Brac.net/bridge-returnship more

Career development

 11h

Unlocking Opportunities: How Fsaid Create Can Transform Your Career Path


In today's dynamic professional landscape, unlocking new career opportunities is a goal shared by many. The term "fsaid create" might not yet be widely recognized, but it holds significant potential in shaping how we navigate and evolve our career paths. Whether you're in the early stages of your career or looking to pivot to a new field, understanding and leveraging the concept of fsaid create... can be a game-changer. This article will explore the multifaceted ways this concept can transform your professional journey.

What Does Fsaid Create Mean for Your Career?

Fsaid create, a term garnering attention in professional circles, involves generating fresh ideas and pathways to enhance career prospects. This concept emphasizes creativity, adaptability, and innovation -- key qualities that employers highly value in the fast-changing job market. By integrating these elements into your career strategy, you can unlock new possibilities and overcome stagnation.

The Importance of Adaptability

Incorporating fsaid create into your career development demands a high degree of adaptability. The modern workplace is continuously evolving with technology advancements and shifting market demands. Embracing change can help you stay relevant and open up new roles that align with these transformations. The ability to learn and apply new skills rapidly is critical in maintaining a competitive edge.

Enhancing Creativity in Your Professional Life

Creativity is at the heart of fsaid create, encouraging professionals to think beyond conventional pathways. This creative mindset can lead to significant breakthroughs, whether you're brainstorming new project ideas or finding unique solutions to industry challenges. Creative thinkers can identify and develop opportunities that others might overlook, positioning themselves as valuable assets in any organization.

Innovative Approaches to Problem-Solving

Fsaid create encourages innovative problem-solving approaches, which can differentiate you in a crowded job market. Employers value individuals who not only identify problems but can also propose innovative solutions. This proactive attitude can help drive personal career growth and contribute positively to organizational success. Learn more about enhancing creative thinking in our guide on Hypnosis and Intuition in Art Creation.

Implementing Fsaid Create in Career Development

The implementation of fsaid create in career development is not a single-step process but a continual journey of growth. Here are some strategies to consider:

* Continuous Learning: Engage in lifelong learning through online courses, workshops, and seminars. Staying updated with industry trends is crucial.

* Networking: Build a robust professional network to gain insights and discover new opportunities that align with your career objectives.

* Personal Branding: Develop a personal brand that highlights your unique skills and expertise in a specific niche.

* Reflection and Feedback: Regularly seek feedback and reflect on your experiences to identify areas for improvement.

The Role of Technology

Technology plays a significant role in enabling the principles of fsaid create. Utilizing modern tools and platforms can streamline workflows and provide valuable data insights that inform career decisions. Whether it's leveraging social media for networking or utilizing AI-driven analytics for skill gaps, technology should be embraced as a partner in career growth.

Enhancing Opportunities with Fsaid Create

Beyond individual growth, fsaid create has the potential to enhance overall industry opportunities. By fostering a culture of innovation and adaptability, businesses can better respond to market changes and remain competitive. This, in turn, opens more avenues for professionals to explore varied roles and responsibilities.

Collaborative Efforts for Greater Impact

Collaboration is a cornerstone of fsaid create. By working collectively, teams can combine diverse perspectives and skill sets to achieve common objectives, thus amplifying the impact of individual contributions.

Looking to the Future

As we look towards the future, the principles of fsaid create will become increasingly essential in navigating the complexities of a globalized workforce. Embracing these concepts can not only unlock personal career potential but also contribute to the broader progress of industries and societies.

For more insights on education and career development strategies, see this informative article.

Embracing fsaid create within your professional journey is a pivotal move that ensures continuous growth and exploration of new directions in your career. The potential change and advancement it offers is invaluable in staying at the forefront of industry demands.

* Fsaid create emphasizes creativity, adaptability, and innovation.

* Adaptability is crucial in the ever-evolving job market.

* Creativity and innovative problem-solving are key to unlocking personal and organizational potential.

* Continuous learning and networking support career growth.

* Technology enhances opportunities and efficiency in career development.

FAQs

What is fsaid create?

Fsaid create refers to the process of generating new ideas and paths to propel one's career forward by focusing on creativity, adaptability, and innovation.

How can fsaid create benefit my career?

By fostering a creative and adaptable mindset, fsaid create helps you remain relevant in the job market and opens up new career pathways.

What role does technology play in fsaid create?

Technology facilitates the principles of fsaid create by offering tools for networking, professional development, and informed decision-making.

Can fsaid create be applied at any career stage?

Yes, fsaid create is applicable at all career stages, from early career professionals to those looking to pivot or advance.

Where can I learn more about fsaid create?

Additional resources can be found in articles like our guide on creative thinking in art creation and educational insights available online. more

Career development

 12h

What Is an Employee Development Plan and Its Importance?


An Employee Development Plan (EDP) is a detailed framework that outlines your skills, career aspirations, and the necessary steps for your professional growth. It's essential for aligning your goals with your organization's objectives, eventually enhancing your job satisfaction. Comprehending the importance of EDPs can greatly impact your career trajectory and workplace engagement. As you explore... this topic, consider how an effective EDP could shape your future and the strategies involved in creating one.

Key Takeaways

* An Employee Development Plan is a structured framework for assessing skills and setting career goals for professional growth.

* It provides personalized paths for employees to enhance their skills and achieve their career aspirations.

* Development opportunities significantly reduce employee turnover and increase job satisfaction and engagement.

* Continuous training is vital as 44% of skills are projected to be disrupted in five years.

* Regular feedback and support from managers are essential for effective implementation and success of development plans.

Definition of Employee Development Plans

An employee development plan is a structured framework designed to guide you in evaluating your current skills and identifying your career aspirations. This strategic outline typically details your goals, the skills you need to develop, and the steps required to achieve professional growth within your organization.

Employee development plan examples often highlight measurable objectives, timelines, and resources customized to support your path. When exploring individual development plan examples for employees, you'll notice that these plans encourage a sense of belonging and engagement, allowing you to master specific job aspects as you learn new skills.

In addition, a well-crafted career development plan for employees aligns not just with your aspirations but likewise with company goals, enhancing productivity and satisfaction. By implementing these plans, organizations can expect significant performance improvements, showcasing the importance of structured development in the workplace.

Importance of Employee Development

As the workplace constantly evolves, recognizing the importance of employee development becomes vital for both individual and organizational success. With 44% of employees' skills expected to be disrupted in the next five years, ongoing training and growth opportunities are fundamental.

Employee development plan examples, such as structured mentorship programs or skills workshops, can greatly improve your career growth plan for employees. Companies that offer development opportunities for employees examples, like tuition reimbursement or leadership training, can reduce turnover by up to 34%.

Engaged employees, who see their interests aligned with their development paths, are 46% more likely to be involved in their work. In addition, a clear development path boosts employee performance ratings by an average of 30%, contributing to overall productivity.

Investing in employee development not just improves retention but additionally bolsters the organization's reputation, making it a fundamental strategy for long-term success.

Benefits of Employee Development Plans

Employee development plans greatly improve employee engagement and help reduce turnover costs.

When you invest in your team's growth, you'll likely see improved motivation and performance, leading to greater retention rates.

In the end, prioritizing these plans not only cultivates a more committed workforce but additionally positively impacts your organization's bottom line.

Enhances Employee Engagement

When organizations invest in employee development plans, they not just improve individual skills but also promote a more engaged workforce.

By implementing clear development objectives for employees, you create a pathway for growth that keeps them motivated. Engaged employees -- who feel supported by their managers -- report a 21% increase in workplace motivation.

When you align these plans with employee growth plans, your team becomes 46% more committed to their roles. This commitment is essential in today's competitive job market, where 94% of employees are likely to stay longer if they see investment in their development.

Utilizing employee development plan examples helps illustrate successful strategies, ensuring that your organization reaps the benefits of increased engagement and improved performance.

Reduces Turnover Costs

Investing in employee development plans not only improves individual skills but also plays a crucial role in reducing turnover costs for organizations. Companies that focus on development are twice as likely to retain employees, leading to significant savings. With turnover costs averaging six to nine months of an employee's salary, the impact is substantial. Personalized development opportunities can boost motivation by 21%, encouraging employees to stay. Clear development paths can improve performance ratings by 30%, further promoting retention. In the end, companies that prioritize these strategies are 11% more profitable. Below are some employee development plan examples that illustrate effective strategies:

Types of Employee Development Plans

In terms of employee development plans, you'll find several key types that cater to different needs.

General development plans provide a broad framework for skill improvement, whereas leadership programs focus on nurturing future leaders within your organization.

Furthermore, specialized knowledge development targets specific expertise, helping employees deepen their industry knowledge and increase their overall value.

General Development Plans

General development plans serve as a foundational tool for employees, allowing them to articulate their skills, aspirations, and career objectives within a structured framework.

These development plans provide a broad overview, helping you identify personal ambitions aligned with company goals without focusing on specific actions or timelines.

By engaging with general development plans, you gain a clearer comprehension of growth opportunities within the organization, which can improve your job satisfaction and investment in your professional path.

Companies that adopt these employee development plans often see improved retention rates, as regular updates nurture a culture of continuous development.

Individual development plan examples illustrate how these frameworks can lead to meaningful conversations about your career path and professional growth.

Leadership and Specialized Programs

Leadership and specialized programs play an important role in employee development plans by targeting specific skills and knowledge critical for both individual and organizational growth.

Leadership development programs are designed for high-potential employees, equipping them with fundamental skills for future roles, thereby creating a robust leadership pipeline. Furthermore, specialized knowledge development allows employees to deepen their expertise in specific fields, preparing them to tackle complex challenges effectively.

Customization in these plans is significant; incorporating various learning styles -- like classroom training, webinars, and job-shadowing -- enhances learning effectiveness. For instance, a professional development plan example might include both leadership training and specialized workshops.

Companies that invest in these programs often see increased employee retention and performance ratings, highlighting their importance.

Responsibility for Employee Development

Responsibility for employee development typically lies with both managers and employees, creating a shared partnership that nurtures growth.

You, as an employee, should take ownership of your development by actively engaging in discussions with your manager about your goals. Managers, conversely, need to provide support through regular feedback and guidance. Utilizing individual development plans for employees helps to clarify these goals and expectations.

Organizations can benefit from various staff development plan examples, including customized strategies that cater to individual learning styles. Development plan examples for managers can illustrate effective ways to encourage this collaboration.

A balanced approach, where both parties are involved, promotes a culture of continuous improvement. When employees feel empowered and supported, they become more engaged, in the end aligning their growth with the organization's objectives, enhancing retention rates, and cultivating future leaders.

How Employee Development Plans Help Employees

Employee development plans play a crucial role in enhancing your career by aligning your personal goals with the organization's objectives.

When you engage with a structured development plan, you gain clarity on your career path, which signals the organization's commitment to your long-term success.

For example, employee development plan examples often highlight personalized goals that can lead to a 21% increase in your motivation and job satisfaction.

How Employee Development Plans Help Employers

Even though it's often easy to overlook the broader benefits of employee development plans, they play an essential role in improving organizational performance. By implementing a robust employee development plan template, you can boost employee engagement and retention. Companies investing in learning and development are twice as likely to retain talent, leading to increased profitability.

Moreover, effective development plans reduce costs linked to voluntary turnover, which can average six to nine months of an employee's salary. Customized initiatives address skill shortages and promote upskilling, ensuring your workforce meets evolving industry demands. A well-structured employee development plan cultivates a culture aligned with your company's vision, driving better business outcomes.

Here's a quick overview:

Fostering Continuous Employee Development

Nurturing continuous employee development is vital for creating a dynamic workplace where learning thrives. When you focus on staff development examples like leadership training in coaching techniques and emotional intelligence, you empower your managers to effectively guide employee growth.

Utilizing a variety of training formats, such as online courses, job-shadowing, and mentorship programs, caters to different learning styles and encourages ongoing learning. An effective employee development plan format includes regular feedback, which is critical for enhancing performance insights and identifying growth areas. This feedback loop not only boosts engagement but also increases job satisfaction.

Moreover, leveraging technology, like platforms such as Chronus, can streamline management of your employee development programs. These tools offer personalized learning pathways and facilitate mentor-mentee relationships, providing employees with a thorough professional development plan sample that meets their unique needs.

Creating a Supportive Environment

Creating a supportive environment is vital for nurturing employee growth and development within an organization. In such an environment, psychological safety allows you to make mistakes and ask questions without fear of negative repercussions.

This openness encourages collaboration, as sharing ideas improves innovation. Celebrating risk-taking, regardless of the outcome, promotes a growth mindset, motivating you to tackle new challenges and learn from experiences.

Incorporating regular feedback mechanisms is fundamental; they provide insights into your performance, helping you identify areas for improvement. When developing your employee development plan, consider using a development plan template that emphasizes these aspects.

Look at employee development plan examples to see how others have successfully implemented supportive structures. In the end, a workplace development plan that prioritizes support can greatly boost engagement and retention, as many employees express a desire to stay longer when companies invest in their development.

Leadership and Mentorship in Employee Development

Effective leadership and mentorship play crucial roles in employee development, directly influencing both individual and organizational success.

Leadership training focused on coaching techniques and emotional intelligence equips future leaders to support their teams effectively. By implementing mentorship programs that pair experienced employees with mentees, organizations promote knowledge transfer and create supportive learning environments, improving retention rates for new hires.

Regular development conversations between mentors and mentees help clarify career aspirations and align individual goals with organizational objectives, boosting engagement and motivation. Research shows that 74% of employees feel they aren't reaching their full potential because of a lack of opportunities.

This highlights the need for a strong emphasis on leadership and mentorship to create a continuous learning culture. Organizations that prioritize these elements not only cultivate high-potential talent but additionally improve adaptability and innovation in the workplace, ultimately driving overall success.

Utilizing Technology for Employee Development

Utilizing technology in employee development can greatly improve program management and create customized learning pathways.

Tools like Learning Management Systems centralize training resources, making it easier for you to access materials and track progress.

Development Program Management

Technology greatly improves development program management by streamlining various processes essential for employee growth. By leveraging specialized tools, you can elevate your employee development initiatives considerably.

* Utilize Learning Management Systems (LMS) for easy access to training resources.

* Implement automated systems for conducting skills gap analyses.

* Collect feedback efficiently to assess program effectiveness.

With technology, you can design and manage development plans more effectively. For instance, using a development plan sample can guide your structure, whereas employee development plan examples in PDF format can offer insights into best practices.

Furthermore, learning how to create a development plan has never been easier, enabling collaboration between employees and managers to track progress and allocate resources efficiently.

Personalized Learning Pathways

How can personalized learning pathways transform employee development? By aligning training with individual skills and goals, personalized pathways improve engagement and retention. Technology, like Adobe's Learning Management Systems (LMS), enables customized training modules, boosting skill acquisition efficiency. Companies leveraging personalized learning report higher profitability and employee retention rates.

Utilizing these tools, such as a personal development plan completed example, can greatly improve the development experience for employees.

Examples of Effective Employee Development Plans

Effective employee development plans are designed to meet the unique needs of individuals at various stages in their careers, ensuring that each plan aligns with specific goals and aspirations.

Here are some examples of effective plans:

* Entry-Level Development Plan: For someone like Alex, a Customer Support Associate, the focus is on skill-building, particularly in communication and troubleshooting, to advance into customer success roles.

* Mid-Career Development Plan: Jordan, a senior Software Engineer, benefits from a plan that emphasizes leadership skills and specialization, setting clear goals for future leadership positions.

* Executive Development Plan: Executives like Riley, a VP of Sales, require customized plans focusing on succession planning and mentorship, refining strategic vision and stakeholder management for potential roles like Chief Revenue Officer.

These employee individual development plan samples illustrate how personalized growth paths cater to diverse learning styles and career aspirations, showcasing the importance of a development plan for managers.

Steps to Create an Employee Development Plan

Creating an employee development plan requires a structured approach that's customized to individual needs and career aspirations. Start by identifying the employee's strengths, skills gaps, and career goals. Use self-reflection exercises to shape a personalized development path.

Next, set structured growth plans with measurable milestones, focusing on one growth area at a time. Utilize the three E's: experience, exposure, and education for effective goal setting.

Engage in ongoing conversations with employees, scheduling regular check-ins to discuss progress and address challenges, ensuring alignment with business needs. Keep development plans flexible to adapt to evolving needs during providing a structured timeline for activities.

Incorporate support mechanisms, such as access to training resources and regular feedback, to facilitate successful execution. For further insights, consider employee development examples and individual development plan (IDP) examples as references to guide your planning process.

Frequently Asked Questions

What Is an Employee Development Plan?

An employee development plan is a structured approach that helps you identify your current skills and future career aspirations.

It outlines the training and resources you need to achieve your goals. This plan acts as a roadmap for your professional growth, aligning your ambitions with the organization's objectives.

Regular feedback and analysis guarantee it adapts to your evolving needs, enhancing your engagement and satisfaction during the process of benefiting the company's retention efforts.

What Are the 5 Components of a Personal Development Plan?

A Personal Development Plan (PDP) includes five key components.

First, it sets SMART goals, ensuring objectives are clear and measurable.

Second, it identifies development areas, focusing on both technical and interpersonal skills.

Third, it outlines support resources, such as training programs and mentorship.

Fourth, it establishes a review timeline for evaluating progress and adjusting goals.

Finally, it emphasizes accountability, detailing responsibilities for both you and your manager in the development process.

Why Is a Development Plan Important?

A development plan's important since it guides your professional growth, helping you acquire new skills and advance in your career.

It provides clarity on your goals, aligning them with your organization's objectives. This alignment boosts your motivation and engagement, making you more committed to your work.

Furthermore, when you have a clear path to follow, you're more likely to perform better, in the end benefiting both you and the organization you work for.

What Is the Main Goal of Employee Development?

The main goal of employee development is to improve your skills and knowledge, enabling you to grow professionally and meet organizational objectives.

By identifying skill gaps, you can master your current role as you prepare for future opportunities.

Development plans establish clear, actionable goals that motivate you and increase engagement.

In the end, these plans aim to create a culture of continuous learning and improvement, essential for talent retention in a competitive job market.

Conclusion

In conclusion, an Employee Development Plan is essential for aligning personal goals with organizational objectives. It promotes professional growth, improves job satisfaction, and reduces turnover costs. By implementing structured development strategies, organizations can create a skilled workforce ready to tackle future challenges. Responsibility for these plans lies with both employees and leadership, ensuring collaboration in career progression. Utilizing technology can streamline this process, making it easier to track progress and outcomes, eventually benefiting both the individual and the organization. more

Dennis musembi
Career development 3d
I previously left my job due to an unhealthy work environment. Despite offering my skills and working diligently, I was not treated fairly. My age was not respected, and my salary was paid in bits while other employees were paid on time. I raised the issue with my employer, but the situation did not improve, which left me with no choice but to resign.

I believe in professionalism, ethical work... practices, and a healthy work environment. If anyone knows of available opportunities or can guide me on where I can apply, I would truly appreciate your help. more
10   

  • Dennis musembi

    14h

    ICT Support staff

  • Solomon Chalo

    1d

    Hello every one and Happy New year.
    The company I was working for as an Accountant for the last 8 years unfortunately relocated to another country... in October last year and most of us in the company were affected by losing our jobs. Currently I am looking for an opening, if anyone knows of any available opportunity not limited to my profession kindly let me know where I can apply I will really appreciate.  more

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Career development

 17h

Your horoscope for Jan 9-15


Your spot-on horoscope for work, money and relationship from Guru by the Bangkok Post's famously accurate fortune teller. Let's see how you will fare this week and beyond.

Mar 21 - Apr 19

(⏰) Old conflicts, legal hiccups or hidden mess may land on your desk and you'll need to fix them fast. You communicate smoothly under pressure, linking people and info effectively. A senior will guide you on... bigger responsibilities and pass on pro tips that actually matter. Business talks could turn into signatures on the spot.

(₿) Extra income could come from a creative project, a quiet behind-the-scenes work or a slightly grey hustle. Public servants, think twice about a "tea money" offer. Urges to splurge are strong, so try your hardest to stick to your budget. Costs related to car or healthcare may pop up.

(♥) Work, study and social plans might widen the space between you two. Different lifestyles may clash and mindsets might collide. However, you two will be able to meet each other in the middle. Low-key quality time could unfold into delicious closeness and naughty chemistry.

(⚤) A romantic spark with someone from work or a work-related social event is on the cards. Getting to know them in secret may be a better idea lest you want to be gossiped about by your nosy colleagues.

Apr 20 - May 20

(⏰) Tech glitches, resource scarcity and budget changes may hinder your progress. One or two projects might get stalled. New assignments come with being under the surveillance of your boss, testing your patience. Your boss breathes down your neck, or clients nitpick every detail. Still, you'll come out wiser, not worn out.

(₿) Your pay or rate negotiation ends in your favour. Someone close hits you up for a loan that you can't easily refuse, while car or gadget repairs take a big bite out of your budget. Skip big buys and bold bets and keep your wallet tight. Beware of a shiny investment opportunity and double-check everything.

(♥) An older couple might drop wisdom worth listening to. Your relationship will settle into a stable, mature groove with fun intact. Small acts of love will outshine the flashy stuff. Expect quality time, spontaneous mini-adventures and memory-making moments with your partner and kids.

(⚤) Already seeing someone? You'll realise they want the perks without the label. Your inner voice will tell you loud and clear whether to stay or go. Several romantic options show up through work, travel or online, but they don't look so promising.

May 21 - Jun 20

(⏰) Backlogs or stuck projects will finally progress with confidence. Your main gig and side hustle will both bring opportunities to prove your value and top up your bank balance. You'll handle priorities and resources smartly, turning conflicts into cooperations. You will likely get what you want from negotiations.

(₿) A friendly auntie or big sis in your circle will help you seal a sweet deal or drop insider info that boosts your bank account. Unexpected gains might come to you in the forms of inheritance or a forgotten piggybank. After essential bills, you'll have money left to spend on what truly spark joy.

(♥) Love will stay solid even when life throws curveballs. Finding the sweet spot between me-time and we-time will come naturally. A delightful windfall could show up for you two, or someone younger might bring news that makes you both smile. Expect cosy moments together, lovely family time or a possible intro to your future in-laws.

(⚤) If you are seeing someone, the chemistry will feel real enough to soft-launch on Instagram. If you are flying solo, romance could slip in through mutual friends, social scenes or work. A familiar face might shoot their shot at you, too.

Jun 21 - Jul 22

(⏰) Someone might twist facts and keep crucial info to themselves. Trust your gut when you sense something is off. Meetings might spark friction and emails could raise your blood pressure. Double-check details before you say yes to any offer. Pause before reacting because clap-backs may cost you more later. Stay professional even when others aren't.

(₿) Opportunities to earn more could come through learning, travel or friends overseas. Playing it safe won't pay off as well as calculated risks will. You'll handle your must-pays with less stress than you expected. Guard your wallet against pickpockets if you're heading abroad.

(♥) Different lifestyles and beliefs will pull you closer in surprising ways, instead of the other way around. Expect fun adventures and Insta-worthy moments with your partner and kid. The adventure continues in bed with your partner, where things get daring and spicier. Pillow talk will likely drift into baby plans or a honeymoon trip.

(⚤) You'll meet someone who ticks all your boxes, but a full fan club is already chasing them. A younger foreign snack will also make you smile with their rizz. An old flame may slide in with caring check-ins and honeyed words, but it's just a booty call. Hard pass.

Jul 23 - Aug 22

(⏰) The tough training you powered through will pay off. Your ability to adapt to sudden shifts with sharp thinking and steady composure will impress bigwigs and clients. You might get recruited for an innovative project that expands your network and elevates your career. Job hunting? An opening in creative, entertainment or soft power fields is your chance to shine.

(₿) You'll either reap the payoff from past efforts or see long-overdue money coming in. You'll keep spending in check and tackle debts or taxes with cool confidence. Check everything twice when it comes to joint investments or partnership contracts before you sign.

(♥) Work rush plus family and parenting duties will shrink your couple time. Your partner might poke you to get your attention, but your bond stays strong. Tiny pockets of peace and playful cuddles will remind you two that the spark's still there.

(⚤) You may be interested in someone from work or a work-related social event. Getting to know each other in secret to avoid nosy colleagues may be a good idea. You don't want unnecessary pressure or drama.

Aug 23 - Sept 22

(⏰) Miscommunications with higher-ups will test your patience. Work documents and travel plans might stall just when you need them quickly. An old conflict could resurface, demanding fast damage control. Slow progress doesn't mean stuck. Fine-tune your strategy and expect a Thursday eureka moment to unclog any obstacles.

(₿) You'll spot ways to boost income. Financial conversations lead to favourable outcomes. Confident energy helps you lock in better deals or settle disputes successfully. Your spending stays in check while saving feels easier than usual.

(♥) You'll balance love and life like a pro. Everyone at work and at home seems to need more of your time and energy, but you remain unfazed. You may have to make big money decisions regarding home upgrades or kids' schooling.

(⚤) If you're talking to someone only online, slow replies might turn into silence and the vibe could fade fast. Meanwhile, a taken friend or colleague might be extra friendly and suddenly your heart's writing fan fiction. The feeling isn't mutual.

Sept 23 - Oct 22

(⏰) Your creativity and quick thinking will hit an all-time high. Both your main job and side hustle allow you to show what you're made of. Unexpected travel might pop up. Work gets chaotic but the sweet paycheque makes up for it. Your professional nemesis might reach out for help. Job interview coming up? Expect a quick positive reply.

(₿) A friendly uncle or big bro figure will hook you up with a cash opportunity or help you seal a sweet deal. Your investment instincts are unusually sharp, so trust them. You manage your money well and become a financial guru in your friends group.

(♥) Passionate opinions on serious topics might spark mini fights, but you two will sort things out with mutual respect. You get to spend some me time but also make time to be with your partner. Someone may shoot their shot, not knowing you're taken.

(⚤) An opportunity to get close to and get to know your crush one-on-one is on the cards. Try to keep your eagerness in check, as they may think that you're a bit weird. Also, they have several romantic options to choose from and you're just in the audition round.

Oct 23 - Nov 21

(⏰) Situations that once felt stuck will start moving forward again. Your main job and side hustle will give you chances to flex your strengths and prove your worth. New connections will hype you up and unlock opportunities you never saw coming. Concrete results are close, so spend your energy smart.

(₿) Money-making opportunities will multiply and you might be busier than usual. The payoff feels sweet like getting back what you splurged during the New Year festivities. You'll handle essential expenses with ease. Just stay smart because next-gen scammers are getting sneaky and ready to target your inbox or socials.

(♥) You and your partner might score an unexpected gift or gain together. A mismatched expectation and an old issue might cause some tension. You stay close by showing up for each other when it counts. Expect playful moments, chill QT and genuine warmth with your spouse and kid(s) this Childrens' Day.

(⚤) You'll be giving the main character energy and pulling attention left and right. With great rizz comes great responsibility, so choose who truly deserves your time. Stay clear about intentions, yours and theirs. The right person will rise to meet you.

Nov 22 - Dec 21

(⏰) Brace for urgent tasks and drama. Crises allow you to reveal your sharp skills under pressure and deliver results no one else can overlook. Your composure amid chaos makes you more trustworthy in your boss's eyes and unlocks a career step-up. Job hunting? You'll secure a solid offer that proves your value.

(₿) Extra income comes your way via freelance work or a friend's referral. Your pay negotiation may not be easy, but it will eventually shift in your favour. Don't give in to luxury treats and retail therapy and your future self will thank you later. Read the fine print twice before signing any partnership papers.

(♥) You'll maintain harmony with your partner effortlessly. Meaningful moments will keep the bond strong. Though everything feels steady, an unexpected pull toward a married friend or colleague could catch you off guard. Your heart might race like it's rediscovering a first crush.

(⚤) Already getting to know someone? Your chat with them loses spark and you wonder if your goals really match. You may consider ghosting them. New romantic prospects through friends, family or work may pop up. Each one has a different allure that leaves you curious and undecided.

Dec 22 - Jan 19

(⏰) Tensions are rising. Someone has been hiding messy problems and they're about to blow up unexpectedly, testing every ounce of your patience. You'll find yourself in action mode, fixing what's broken and the bigwigs will notice. Recognition is coming, maybe even a level-up or reward. Just stay alert because an envious colleague might play dirty.

(₿) Your passion project or side hustle could take off when the right people get involved. Friends or travel might lead to an earning opportunity. Beware of impulse buys. Your online cart is your wallet's worst enemy right now. Temptation and "treat yourself" urges will test your saving discipline hard.

(♥) Life throws curveballs that push you and your partner to adjust fast and make quick calls together. Things will get intense, but your partnership will be your strongest foundation. Expect fun adventures and quality moments with your spouse and kids this Children's Day weekend.

(⚤) This week brings an IRL connection that feels electric from the start. However, soon enough, real-life complexities like different beliefs and lifestyle gaps show up. At the same time, someone else slides into your DMs hoping to score your attention.

Jan 20 - Feb 18

(⏰) You'll handle sudden changes and surprise travel with cool confidence and make the complicated matters look easy. You'll meet deadlines early, freeing up time for your passion project or side hustle. Higher-ups and clients will spot your enthusiasm and new doors will swing open for fresh connections and income boosts.

(₿) You'll switch to save mode, calculate every cost and stretch every baht. Travel and deep dives with AI chats will trigger money-making ideas. A friend gives you a cash boost. It could be backstage work or a low-key grey-area gig, but the payoff will feel solid.

(♥) You'll keep things balanced and drama-free with your partner. Quality time, clear communication and small but loving gestures will anchor your love in place. Out of nowhere, a married friend or very charming colleague ignites a sudden spark in you with first-love excitement.

(⚤) Cupid might get playful this week. You could feel a spark with someone in your professional circle, while an online connection could evolve into a real-life date. Feeling torn is normal when two people pique your interest. No rush to pick your person yet. Let their actions speak for themselves. You'll know soon enough.

Feb 19 - Mar 20

(⏰) Not all meetings are necessary but you'll remain attentive throughout. You deal with conflict and drama with diplomacy and grace. Stalled plans or what feels stuck finally move forward. A higher-up supports you behind the curtain. On-short-notice work travel and impromptu pitching could pop up on your calendar.

(₿) Networking, old contacts and chatting with AI could spark fresh income ideas. A long-awaited refund or delayed payment finally arrives. Travel brings a sweet little windfall. Seeking financial backing? Someone unexpectedly says yes.

(♥) Work and family duties will compete for your focus and date nights might suffer a bit. One of you may feel under appreciated, which triggers talks about priorities and what you both truly want. Patience and clear communication can do wonders for your relationship.

(⚤) Seeing someone? Different dreams and lifestyles might spark distance and awkward quietness. You'll meet a fresh face in social scenes but zero butterflies on your part. An ex might come back with sweet talk after fighting with their main squeeze. You're probably just their temporary fix. You don't need a rerun. more

Career development

 19h

9 AI HR Risk Management Tools HR Pros Trust


HR risk has outgrown simple payroll errors and the occasional harassment claim. Today you juggle algorithmic bias, insider fraud, deep-fake applicants, and tightening data-privacy laws -- all at once.

AI can amplify or contain those threats. A July 2025 survey found that 65 percent of U.S. managers already use AI at work, and 94 percent let it influence promotion or layoff decisions -- putting HR... on the legal hook when models misfire.

This guide reviews nine AI HR risk-management tools that spot trouble early, document every safeguard for auditors, and plug into the systems you already use -- helping you turn risk into resilience.

AI now drives decisions once guarded by people. In July 2025, 65 percent of U.S. managers said they use AI at work, and 94 percent let it influence promotions or layoffs, according to a 2025 Compliance Digest overview.

Europe shows the same pattern. According to law firm Davis Wright Tremaine, EU lawmakers estimate that 42 percent of employees are already "managed by algorithms," and the upcoming AI Act can fine companies up to €15 million (or 3 percent of global revenue) when high-risk HR systems break the rules. With penalties that steep, transparency reports and bias audits move from nice to have to must have.

Threats keep shifting. PwC reports a surge in AI-generated résumés and voice-cloned interviews; one in four firms lost more than $50,000 to fraudulent hires in 2024. Traditional vetting cannot spot synthetic applicants fast enough.

Combine rapid adoption, tougher laws, and sharper fraud schemes, and manual spreadsheets fall short. Your HR team needs AI that flags risk in real time and keeps a clear paper trail for regulators.

According to Logical Commander's behavioral analytics guide at Logicalcommander.com, the most effective setups combine event logs from endpoints, HR identity attributes such as role or department, and application access records so anomaly detection can turn everyday activity into early warning signals without inspecting private content or relying on secret monitoring.

Those details give you a concrete checklist of data sources and non intrusive controls to look for when you evaluate any AI HR risk platform.

Our rubric mirrors how HR, compliance, and risk teams choose software, so you can copy it for your own vendor short list.

Every product starts on the same 100-point canvas; the scores in the next section reflect that math, not vendor marketing.

Before we dive into each review, here's a quick matrix of every platform's niche, signature AI capability, and buying essentials.

*Prices reflect publicly listed tiers or typical quotes as of Q4 2025; confirm current rates on vendor sites.

Keep this table handy. One glance shows which tool best addresses deep-fake hiring fraud, GDPR audits, or any other pressing risk.

Trusted by organisations in 47 countries, Logical Commander, an enterprise risk-management platform treats HR risk like a live security feed rather than a quarterly checklist. Its AI ingests streams of HR data, from expense claims to Slack messages, and flags patterns a person might miss.

Picture a dashboard that pings you the instant duplicate reimbursements surface or a team's sentiment drops. Early alerts let HR act before fraud spreads or morale sinks.

Compliance comes baked in. The platform holds ISO 27001 certification and aligns with GDPR and the U.S. Employee Polygraph Protection Act. Every alert carries a time stamp, so auditors can retrace steps without extra work.

Deployment is quick: connectors pull org charts from Workday, identity data from Okta, and even door-badge logs, so most teams go live within weeks. Logical Commander already serves clients in 47 countries, giving it a wider compliance record than many newcomers.

Pricing starts with a free trial and shifts to tiered licences based on headcount and activated modules. Ask for ROI figures specific to your sector during the demo.

Bottom line: if insider risk tops your worry list, Logical Commander offers continuous monitoring, smart triage, and an audit-ready paper trail in one place.

Checkr turns background checks from a multi-day task into an automated workflow. TechRadar reports that optical character recognition scans court documents, and machine-learning models standardise legal codes across 3,200 U.S. jurisdictions, surfacing a clear, comparable report instead of dense legal jargon. The same engine flags identity mismatches, a growing defence against deep-fake CVs and voice-cloned interviews.

Speed stays in step with compliance. Every screening follows the Fair Credit Reporting Act, offers a built-in dispute workflow, and sits behind SOC 2 controls. A complete audit trail shows exactly when and how data was accessed.

Integrations run wide. Recruiters can launch checks inside Greenhouse, Workable, or any ATS through API, with results flowing back automatically. Pricing is pay per check, starting around $30 for a Basic+ package and falling with volume, according to G2 crowd reviews.

If you need fast, compliant vetting in your hiring funnel, Checkr's AI engine offers a balanced mix of speed, coverage, and legal defensibility.

Cross-border hiring feels exciting until tax inspectors arrive. Deel's AI scans labour laws in more than 150 countries and checks your contracts, payroll, and time-off data. If a Brazilian contractor drifts into employee status, you know before regulators do.

Deel Advisor, an in-platform chatbot, answers questions such as "Can my Canadian designer be overtime-exempt?" in plain English, citing local statutes. The tool can cut days of back-and-forth with outside counsel, according to industry publication People Managing People.

Security stays front and centre. Deel holds SOC 2 Type II certification, encrypts data end-to-end, and lets you set granular, role-based permissions.

Integrations span HRIS, accounting, and ATS tools: Workday for headcount, QuickBooks for payroll journals, and Netsuite for contractor invoices. Pricing is clear -- employer-of-record service starts at $599 per employee per month, while contractor management costs $49 per contractor per month.

Bottom line: if international compliance keeps you awake, Deel's always-on rules and legal guidance lower risk across borders.

Miss one employee-relations case and legal headaches multiply. HR Acuity moves every allegation, performance note, or policy question into a structured workflow; its AI assistant, Oliver, scans that data for spikes, such as a post-reorg jump in retaliation claims or a pattern of micro-aggressions tied to a manager.

Instead of paging through dozens of files, HR opens a dashboard that flags hotspots and recommends preventive steps like refresher training or leadership coaching. All activity carries a time stamp, so auditors can retrace decisions in minutes rather than days.

The platform holds SOC 2 Type II certification and encrypts evidence end to end, reinforcing chain-of-custody requirements. Workday and SAP feed employee data automatically, while SSO keeps access tight; ethics-hotline or IT-ticket feeds can flow in through connectors.

Pricing follows a quote model, usually an annual SaaS tied to employee count. HR Acuity cites case studies where clients avoided six-figure discrimination costs by catching issues early, so ask the sales team for ROI examples in your sector.

If you need a defensible, AI-guided system of record for employee-relations risk, HR Acuity deserves a spot on your shortlist.

Privacy laws change weekly, and OneTrust's AI assistant tracks those updates so you don't have to. The platform discovers where employee data lives, maps its flow, and checks each touchpoint against frameworks such as GDPR, CPRA, and HIPAA. Launch a new wellbeing survey? OneTrust reviews the consent language in real time and suggests fixes inside the tools you already use.

Compliance credentials support every feature. The company holds ISO 27001 for security and ISO 27701 for privacy management. Its vendor-risk module scans third-party contracts for missing data-processing clauses and opens remediation tasks before procurement signs off.

Integrations span the typical HR and IT stack: Workday for HR data, ServiceNow for ticket feeds, and Okta for identity control. Pricing stays modular; you can license only privacy, vendor, or ethics suites and add more as regulations or headcount grow.

For global employers juggling overlapping laws, OneTrust offers a single, AI-guided dashboard that shows exactly where to focus next.

The strongest firewall fails if an employee clicks a fake invoice. KnowBe4 lowers that human risk with AI-tailored phishing drills and just-in-time coaching.

Each user starts with a baseline Phish-prone Percentage (PPP). KnowBe4's AI builds email lures matched to that person's role, past mistakes, and regional language. If someone clicks, the platform launches a short lesson that highlights red flags in minutes, not hours.

The results are measurable. The 2025 Industry Benchmarking Report shows the global average PPP falling from 33.1 percent to 4.1 percent after 12 months of training. Dashboards track company, department, and individual scores -- a level of evidence auditors and boards value.

Rollout stays simple: sync users from Azure AD or Google Workspace, select a training tier, and go live. The content library covers phishing, social engineering, HIPAA, and privacy basics, letting HR and IT meet several compliance goals.

Pricing ranges from about $15 to $30 per user per year, depending on tier and volume. Preventing a single ransomware incident can offset that cost many times over.

If lower click rates and clear security-awareness ROI matter to you, KnowBe4's adaptive training platform is worth a closer look.

When algorithms screen résumés or rank employees, HR inherits new liabilities. Credo AI audits those models before regulators or plaintiffs step in. The platform connects to the systems behind hiring and promotion, runs bias tests, explains feature importance, and generates audit reports that align with the EU AI Act, New York City's AEDT law, and the NIST AI Risk Framework.

Policy automation sets Credo AI apart. Upload internal rules such as "no age bias" and "log every model change," and the platform monitors for drift. If a data-science team pushes an unreviewed update, you receive an alert at once.

Data stays on your own cloud. Role-based access lets HR view summary fairness scores while data scientists inspect granular metrics.

Penalties for non-compliant "high-risk" AI can reach €15 million or 3 percent of global revenue under the EU AI Act, so Credo AI's quote-only enterprise pricing often makes financial sense.

If AI already influences your talent decisions, Credo AI provides a governance layer that keeps innovation moving while auditors stay satisfied.

Issues that never reach HR often surface later on Glassdoor or TikTok. AllVoices offers employees a truly anonymous channel to speak up, then uses natural-language processing to surface patterns that deserve leadership attention.

Reports arrive via web, mobile, or Slack. The platform strips metadata, stores messages in an encrypted vault, and assigns each case a unique code so HR can follow up without revealing the reporter's identity. This design choice lifts participation rates, according to the company's support documentation.

Once data flows in, AI clusters cases by theme (harassment, burnout, ethics), scores sentiment, and highlights hotspots on a heat map. If one VP's division shows an uptick in burnout complaints, you will see it long before exit interviews confirm the trend.

Compliance comes built in. AllVoices holds SOC 2 Type II certification and offers guidance to meet the EU Whistleblower Directive, time-stamping every action for an audit trail. Resolved cases can sync back to your HRIS to close the loop.

Pricing follows a SaaS model: a free starter tier for small teams and sliding-scale enterprise packages. For companies worried about silent culture risks, AllVoices delivers an anonymous reporting system with analytics that lets you act early instead of reacting to public fallout.

Riskonnect pulls HR, finance, cyber, and supply-chain risks into a single dashboard. Its machine-learning models parse incident reports, audit findings, and news feeds, calculate likelihood and impact, and place mitigation tasks in a shared workspace.

For HR, your compliance calendar sits beside legal and IT schedules, with reminders for harassment-training deadlines or CPRA updates. The same view powers executive reviews, so missed tasks surface quickly.

Implementation takes planning. Riskonnect is an enterprise platform that usually rolls out over 8 to 12 weeks with IT and risk teams involved. The benefit is one repository where every risk, owner, and control lives together.

Pricing matches that scope. The company sells module-based annual contracts and invites prospects to request a quote. Large, regulated organisations that juggle multiple risk tools can retire point solutions and move HR from silo to strategic partner.

If you need a unified view for enterprise and people-related risks -- and you have resources for a formal rollout -- Riskonnect merits a demo.

A leaderboard score helps, yet the right tool depends on your risk profile. Start by naming the single issue that could cost real money this quarter, such as global compliance, insider fraud, or algorithmic bias. Once the priority is clear, your shortlist shrinks fast.

Next, watch each vendor's AI in a live demo. Ask to see an alert fire, the audit trail it produces, and the remediation workflow. If a rep cannot show those in real time, keep looking.

Security is non-negotiable. Require ISO 27001 or SOC 2 reports and insist on role-based access; HR data is a prized target for attackers. IBM's 2024 Cost of a Data Breach report puts the global average breach at $4.88 million, a steep penalty for choosing a weak link.

Integration often matters more than feature count. A sleek interface is useless if it sits outside Workday or your ATS. Push vendors for plug-and-play connectors or a documented API; fewer manual exports mean lower risk.

Finally, weigh total cost of ownership, not sticker price. Add potential fines, legal fees, and productivity losses from manual processes. In many cases, a tool pays for itself by preventing a single incident.

Bottom line: clarify your biggest threat, demand proof of AI performance and security, and run the full TCO math before you buy.

No. These platforms act as assistants: they surface anomalies quickly, but humans still decide how to respond and communicate.

Not at all. Checkr's pay-per-check model and AllVoices' free tier work for small teams, while Riskonnect and OneTrust suit complex, highly regulated organisations.

Lightweight tools such as KnowBe4 or Checkr can go live in a few days once integrations connect. Enterprise systems that draw from multiple data sources, such as Riskonnect, typically undergo a 8- to 12-week rollout, according to vendor case studies.

Begin with SOC 2 or ISO 27001. If you handle EU employee data, add GDPR alignment; if AI influences hiring or promotion, look for readiness against the EU AI Act or New York City's AEDT audit rule.

Yes. Track hours saved on manual audits, fines avoided, and incident rates before versus after deployment. IBM's 2024 Cost of a Data Breach report places the average breach at $4.88 million, so preventing even one major incident can more than cover subscription fees.

Still unsure? Line up two demos, invite your compliance lead, and test each tool with real scenarios. Proof beats promises. more

Evelyn Aldridge


Career development 2w
Hey! I was seeing a guy from work and we even lived together for a year. But we broke up. Honestly, I’m fine, we work on different floors. So the only time we might run into each other is in the kitchen. No big deal.

The problem is, everyone at work keeps acting all worried for me, giving me sweets, trying to “comfort” me. I keep saying I’m fine, but they don’t get it. It’s starting to feel... really awkward. How do I make them stop?

 more

  • Jai Carlisle

    20h

    I 2nd what Victoria said!

  • Stanley Koech

    2d

    Engage yourself with someone else probably from outside your workplace even if it means a 'make-belief move'; this way you change the narrative and... know the truth about your workmates' feelings concerning you, wether they were genuine or fake! more

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Anonymous member


Career development 2w
Every Christmas, our office does Secret Santa. This year, I got a bouquet of little roses… but the red ones were made out of lingerie. I’m honestly shocked. Is this some kind of joke from my coworkers or are they trying to send me a message? I’m not sure how to feel about it. And I still have no idea who gave it to me. What should I do?

1   

  • Jai Carlisle

    20h

    Your feelings are valid. Just do not participate in the gift giving next year.

  • Stanley Koech

    2d

    Well first of all, evaluate yourself social-wise, flash back a bit and recall if there was someone you tried to approach or approached you 'matters... love', how did you act?...its possible someone is falling in love with you, if you are married make it known to your workmates, if not and ready to mingle, welcome the idea and accept the gift! more

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Career development

 1d

Triple Customized Resume Package


I'm looking for a professional résumé writer to create three distinct, targeted résumés from my existing work history, each tailored to a different career path: * Resume #1 - Automotive Quality Control & Assembly * Resume #2 - Customer Relations & Sales * Resume #3 - Reception / Office Administration I have an existing résumé that includes experience in automotive quality inspection (on-line and... off-line), customer service, sales, contract and lease management, food service, and team-based environments. This material should be used as a reference, but the project will require a blend of refining existing content and writing new, role-specific copy where needed to better position my experience for each direction. My preferred structure for all three résumés is a combination format: * A strong, role-specific skills summary at the top * Followed by a concise, reverse-chronological work history The final résumés must be: * Clean, modern, minimalist, and ATS-friendly * Written with clear, impact-focused bullet points * Tailored with relevant keywords for each role * Professional , confident, and not generic * Idealy one page per résumé Canadian spelling and hiring standards should be used. Attention to detail and customization is very important, as each résumé should feel purpose-built for its target audience rather than reused content. more

Career development

 1d

QF's QCDC launches region's first Arabic-led postgraduate diploma in career development


Qatar Career Development Center (QCDC), founded by Qatar Foundation (QF), on Thursday announced the launch of the Postgraduate Diploma in Career Development during a joint press conference in QF's Education City, with representatives from the Ministry of Education and Higher Education (MoEHE), EduCluster Finland, and Community College Qatar (CCQ) addressing the media.

Marking a significant step... in advancing the professionalisation of career guidance and career development services in Qatar, the diploma was developed by QCDC in collaboration with EduCluster Finland, licensed by Qatar's Ministry of Education and Higher Education (MoEHE), and will be delivered locally in partnership with Community College Qatar (CCQ).

The programme aims to build a sustainable national pipeline of specialised practitioners and strengthen the quality, consistency, and measurable impact of career development services across education and workplace settings.

The diploma responds to a growing need for structured, evidence-based career guidance as education and labour market pathways become more complex and as institutions sharpen their focus on readiness, transitions, and lifelong employability skills. Built around applied learning that connects directly to day-to-day practice, the programme emphasises real-world application, reflection, and continuous improvement across settings, including schools, higher education, and working life.

Arabic-led delivery also positions the diploma as a region-first milestone for the discipline, positioning it as a localised postgraduate pathway designed around Qatar's professional realities while remaining aligned with internationally informed standards and terminology.

The 12-month diploma carries an overall workload equivalent to around 30 credits and includes approximately 1,500 total learning hours across theory, applied training, individual and group learning activities, and field-based practice.

Participants will be able to pursue specialisation pathways aligned with their practice context, including K-12, higher education and training, and workplace environments. The first cohort is expected to prepare 20 to 40 specialised national practitioners.

"Career guidance has never been a marginal service in societies determined to develop and elevate their human potential,"said Saad Abdulla Al Kharji, executive director of QCDC. "It is a specialist discipline that directly affects education outcomes, workforce readiness, and individual life decisions."

He added, "This diploma represents a national investment in the quality of career guidance, delivered in Arabic for the first time in Qatar and the region, and grounded in global, evidence-based best practice. It raises professional standards and strengthens practitioners' ability to empower students and jobseekers to make more informed, confident decisions."

Dr. Hareb Mohammed Al Jabri, assistant undersecretary for Higher Education at MoEHE, said: "This diploma sits at the heart of one of the ministry's strategic priorities under the Third National Development Strategy; aligning education outcomes with labour market needs.

"Achieving that goal requires highly capable career guidance practitioners with a comprehensive understanding of both the education ecosystem and the labour market, so students are guided toward pathways that match their abilities and talents. We believe this programme will be a major addition, not only to the education system, but also to the labour market."

Dr. Khalid Mohamed Al Horr, president of CCQ, said: "The launch of the Postgraduate Diploma in Career Development reflects CCQ's commitment to offering high-quality, practice-based academic programmes that develop specialised cadres to support individuals in planning their career pathways and strengthen the alignment between education outcomes and labour market needs, in line with the country's human development priorities."

Dr. David Marsh, coordination lead of the Academic Advisory Council at EduCluster Finland, said the diploma reflects "what can be achieved when partners unite their efforts and strengths," emphasising that meaningful innovation in education and training "rarely happens in isolation."

He added, "Professionalisation and common standards make a tangible difference," noting that the programme is a step toward strengthening quality and consistency, and shifting from fragmented, reactive models driven by labour market needs to a comprehensive, modern, systems-based approach designed specifically for the Qatari context.

The launch of the Postgraduate Diploma in Career Development reinforces QCDC's broader mandate to establish an integrative career development ecosystem to deliver coherent, high-impact services.

Through this partnership model and the programme's practice-based design, the diploma is expected to contribute to more consistent career guidance offer across the country, ensuring long-term workforce readiness in alignment with Qatar's human development priorities. more

Anonymous member


Career development 6d
Recently, a woman joined our department, and her desk is next to mine. She’s constantly asking for things - anything from a pencil or an eraser to asking me to buy her groceries when I go out for lunch. It all seems small, but she never gives anything back, and she never pays me back either. I got fed up and stopped responding to her requests, and now she’s telling everyone that I’m cheap.
It’s a... nightmare, it’s impossible to work. I’m nervous and angry all the time. What should I do?

 more
6   

  • Muhammad Adnan

    1d

    Sounds like harassment! Ignore her, stop discussing with others. Go through HR and request a joint mtg with a supervisor or mediator. Explain the... facts, not hear / say. This should end her behavior. If not, it will at least cause it to be entered in her employee record more

    2

  • Nam Le Hoang

    1d

    Oh, my god!

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Career development

 1d

Exclusive | LI teen starts 'career closet' for students, locals to dress for...


A Long Island teen has established a one-stop shop offering her female classmates a free professional clothing wardrobe and is getting local women to look sharp during job interviews, all out of the goodness of her heart.

"I love helping people, and it's nice to see how they feel once they are being helped, and how confident they get," Smithtown West senior Alexandra DeDonato told The Post.

"I... realized that it was like a lot of work to help others, but it's worth it."

DeDonato brought the concept of loaning out free clothes to those in need to her school after working over the summer at Brookhaven's chapter of Dress For Success, which provides unemployed women with proper attire as they prepare to re-enter the workforce.

"It actually felt like I was helping people, especially seeing it in person," she said, adding, "so many women came up to say thank you."

DeDonato, a Girl Scout since first grade, then brought the idea of a "career closet" to her school for her Gold Award project, the Scouts' highest achievable honor.

Troop 2479's standout approached friends, family, and locals to donate their professional garments and ran a clothing drive a few weeks ago.

She acquired over 100 items, including nice blouses, suit jackets, and blazers for girls at her school.

"People were very eager to help," said DeDonato, a varsity volleyball player who is also involved in the National Honor Society.

They are kept neatly hanging in a closet near administrative offices in the middle of the campus and have been used by students who need something sophisticated on short notice, such as for a sudden job interview or academic function.

It's getting regular use from students in DECA, a nationwide entrepreneurship club of which DeDonato is involved. Fellow DECA teens who are rehearsing for job interviews after school hours commonly borrow suits or blazers for their mock interviews to practice dressing the part.

The Girl Scouts require 85 hours of public service for the Gold Award, but DeDonato happily put in over 100 hours throughout the fall semester for her personal project runway.

She ended up taking away something invaluable from the experience.

"I think it definitely boosted my confidence," she said. "That's from seeing others get their confidence levels up because it made them happy. So that made me happy."

The most rewarding moment came when DeDonato saw first hand the impact she made by inspiring change.

A close friend ended up joining the Girl Scouts -- solely to launch her own community-oriented project.

"It felt good that other people were noticing what was happening," said DeDonato, who will be given the Gold Award in May.

"Hopefully, that will influence them to do something that helps others, too."

DeDonato wrote about the project, which she titled "Empowering Women From The Inside Out," in her college essay and said running the donations "made me figure out what I want to do in life."

"I want to be a teacher and help elementary students start to figure out what they want to do in life," she said, more

Career development

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Executive Healthcare/Human Services Resume Overhaul


I'm a senior-level leader in the health & human services preparing to compete for executive opportunities and I want my résumé to match the stakes. I need a seasoned writer who can translate a complex career story into a concise, keyword-rich document that gets past modern ATS filters and still impresses human decision-makers in the C-suite. The finished résumé must contain: * Professional Summary... - an impactful snapshot that frames my value proposition for hospital systems, payers, and healthcare startups. * Key Achievements - quantified wins that prove my strategic and operational leadership. * Skills Overview - a clean, skimmable section highlighting the competencies that matter most at the executive tier. I'll provide current résumé versions, performance metrics, and any background notes you need. You will return a polished Word file plus a PDF, fully formatted, ready for both automated scanning and board-level scrutiny. If you have healthcare sector success stories and understand how recruiters screen senior talent, let's get started. more

Career development

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Former HR Rep Says 'I'm Not Trying To Create Paranoia' -- But If You See These Red Flags, It's Probably Time To Update Your Résumé


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Some layoffs arrive with a bang. Most don't. Instead, they creep in quietly -- through canceled offsites, stiff messaging, and a strange shift in your manager's tone. One former HR rep says those early signs are rarely imagined -- and often arrive months before anyone hears the word "restructure."

In a... post on Reddit, the ex-HR professional shared a detailed breakdown of how layoffs unfold behind the scenes. After experiencing three rounds -- twice in HR, once as the person laid off -- they laid out what they called a "pattern" that companies follow long before the pink slips go out.

"I'm not trying to create paranoia," they wrote. "But if you're seeing multiple signs on this list, it might be time to update your résumé."

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Their breakdown starts with early warning signs, typically three to six months ahead of layoffs. A sudden hiring freeze with a vague explanation? Classic. "When companies say 'we're being strategic about growth' out of nowhere, that's HR-speak for 'we're about to cut costs aggressively.'" Other clues include shifts in language during company meetings. Once executives start using terms like "efficiency," "operational excellence," or "rightsizing," they're preparing employees mentally before any real announcements are made.

But perhaps the biggest indicator? When outside consultants show up. "Specifically McKinsey, Bain, Deloitte, or similar firms," the post said. "They're not there to make things better for employees -- they're there to identify 'redundancies' and provide cover for cuts leadership already wants to make."

Employees might also start seeing cuts to training budgets, canceled perks, reduced bonuses, and unexplained delays in conference approvals. "When companies stop investing in employee development, they're not planning long-term with current staff," they wrote.

As the post moves into the one- to three-month timeline, the warning signs become more personal. Managers start canceling one-on-one meetings. Cross-functional projects get paused or shelved. Quiet reorganizations pop up that don't make operational sense. "The reorg is the setup," the former HR rep wrote. "The layoff is the follow-through."

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High performers begin getting nitpicked. Performance Improvement Plans increase. Expectations rise. All of it -- on paper -- builds the kind of documentation that legally protects the company later.

Then come the signals that layoffs are imminent -- two to four weeks out. Employees are asked to document their workflows, create runbooks, or "share knowledge" with someone being cross-trained, supposedly for vacation coverage. HR suddenly blocks off calendars across the company. IT starts reviewing access privileges. Leadership, usually remote, shows up in the office en masse. One line from the post put it plainly:

"They're planning it. You just don't know yet."

The final 48 hours follow a familiar cadence: early-morning "quick sync" invites with no context, coworkers vanishing into closed-door meetings, access issues with email or internal systems, and managers suddenly hard to reach. If it's happening, it's already happening to someone.

But the Reddit post didn't stop at red flags -- it also laid out a playbook for what to do if you suspect something's coming. First up: quietly update your LinkedIn and résumé. Save your work (legally), screenshot recommendations, and gather metrics on what you've accomplished. Reach out to your network now -- not after you've been let go.

Financially, the post urged readers to build emergency savings if possible, know their benefits, and pause major expenses. "Even an extra month of expenses helps," they noted. And for anyone carrying a loan against their 401(k) or other employment-tied obligations? Understand the consequences of termination.

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The former HR pro also warned against reacting emotionally. Don't post rants on social media. Don't start skipping work. And don't burn bridges with your manager -- "Even if they're delivering bad news, they're probably just doing what they were told."

If a layoff does happen, they advise not signing anything right away. Review your severance package carefully, negotiate where possible, and apply for unemployment even if severance is offered. Get references before you lose access to your email -- and don't walk out without contact info for colleagues you want to stay in touch with.

For those who survive a layoff? The advice is straightforward: set boundaries, prepare for heavier workloads, and quietly consider your next move. "Companies that do one round of layoffs often do more," the post warns.

In short: if something feels off, it might not be in your head. It might be the beginning of a carefully choreographed process that ends with fewer chairs around the table -- and fewer people in the building.

And if that's the case, best to be the one who saw it coming and had a plan.

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Image: Shutterstock

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Roll Call: Before the badge. A cop faces an intensive screening process before joining the force


One of the most surprising things I hear from the public - and even from elected officials - is how little they know about what it takes to become a police officer in Illinois.

There is a persistent myth that police departments hand out badges and guns after a brief interview and a cursory background check. Nothing could be further from the truth.

In reality, the hiring process for a police... officer is among the most exhaustive, intrusive and professionally demanding screening processes in any field of public service.

Over the course of my career, I often was struck by how deeply departments go before trusting someone with the authority to detain, arrest and, when necessary, use force on behalf of the public. Equally important, I learned which red flags indicated that a candidate should never wear the badge.

The process begins with a detailed written application. This is not a résumé but a full disclosure document. Applicants must account for their employment history, education, criminal background, traffic citations, drug use, military service and fiscal responsibility.

In Illinois, even minor omissions can be disqualifying. A forgotten ticket or a skipped employer is not treated as a simple mistake but as a question of honesty. Integrity is the foundation of policing, and without it, the process ends quickly.

Candidates who advance must pass a written examination that measures reading comprehension, memory, judgment and decision-making. Police work is documentation-heavy and detail-driven. An officer who cannot clearly read, write and process information becomes a liability to the public and the department.

Applicants then take a physical agility test to confirm they can meet the job's basic demands. Illinois officers must be able to pursue suspects, restrain violent individuals and respond to emergencies while carrying heavy equipment. Failure at this stage ends consideration.

Those who remain are invited to oral board interviews conducted by command staff, supervisors and, at times, outside professionals. These interviews assess judgment, communication skills, emotional control and ethical reasoning. This is where immaturity, arrogance or poor decision-making often surface. Candidates who blame others for past failures or speak casually about the use of force rarely advance.

Polygraph examinations are another critical step (not every department uses polygraphs). Although not infallible, they serve as an investigative tool for assessing consistency and credibility. Candidates are questioned about criminal behavior, drug use, theft, domestic violence and dishonesty. Many applicants self-eliminate at this stage by admitting or contradicting themselves, which requires deeper review.

Every candidate also must pass a psychological evaluation administered by a licensed psychologist experienced in law enforcement screening. The assessment evaluates impulse control, emotional stability, anger management, stress tolerance and suitability for authority.

Chiefs cannot override a failed psychological evaluation, and they should not. This safeguard alone has prevented countless poor hires.

Medical examinations and drug screening follow, ensuring that candidates meet the job's health standards. Vision, hearing, cardiovascular health and overall fitness are evaluated.

Then comes the most revealing phase: the background investigation. This is where the real work happens. Investigators conduct exhaustive checks, including interviews with former employers, supervisors, coworkers, teachers and neighbors. Social media activity is reviewed, credit history is examined and every claim by the candidate is verified.

I have seen strong-looking applicants removed from consideration after neighbors described repeated police calls, volatile behavior or chronic instability that, though never resulting in arrest, spoke volumes about character.

Only after completing all these steps is a candidate invited to meet with the chief for a final interview. By then, few surprises remain. A conditional offer may follow, pending academy placement and final approvals. Even so, the process is not over.

In Illinois, new officers must complete the police academy and months of closely supervised field training. Probationary officers can and do lose their jobs if problems arise. The system is designed to identify bad fits early.

Despite these safeguards, failures still can occur. A tragic example came in 2024, when Sonya Massey was killed in Sangamon County. The deputy involved had worked for multiple agencies for a brief period and had a troubled history that, in hindsight, should have raised serious concerns.

The case exposed gaps in how prior employment records were reviewed and shared. It also prompted Illinois lawmakers to strengthen background-check requirements for police hiring. That reform was necessary, but it also acknowledged that warning signs had been missed.

Over the years, certain red flags have consistently led departments to pass on candidates. Dishonesty, even about small matters, is chief among them. Patterns of poor decision-making, uncontrolled anger or ego, chronic blaming of others, domestic instability, repeated police contacts, financial irresponsibility tied to integrity concerns and reckless social-media behavior all signaled trouble. The most dangerous candidates are rarely the obvious ones. They often are polished on the surface but collapse under scrutiny.

If Illinois policymakers are serious about public safety and police accountability, this is where their attention must remain. Not on slogans or reactionary legislation, nor on scapegoating officers after tragedy strikes, but on ensuring that hiring standards are consistent, thorough and protected from political pressure.

You cannot demand perfection from police while tolerating incomplete background checks or quietly encouraging departments to lower standards to fill vacancies. You cannot undermine chiefs who reject questionable candidates and then be surprised when ignored red flags become headlines.

The solutions are straightforward. Illinois must require full disclosure of prior law-enforcement employment records, protect chiefs who disqualify candidates for integrity and judgment, resist lowering standards during staffing shortages and hold police executives to professional certification and accountability standards - not just the officers they supervise.

Public safety does not improve by rushing people through the front door. It improves by having the courage to close that door to the wrong people, even when doing so is inconvenient or politically uncomfortable.

Illinois already has paid too high a price for ignored warning signs. The subsequent failure will not be blamed on the process. It will be blamed on leadership. Leadership begins before the badge is ever issued. more

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Multi-Board Job Posting Assistance


I need my open roles live on the web quickly and consistently. My top priorities are LinkedIn, Indeed and Monster, and I also want exposure on Glassdoor, ZipRecruiter, CareerBuilder and any other reputable boards you already work with. Once I hand over the final job description, logo and screening questions, your task is to: * Publish the ad on LinkedIn, Indeed, Monster, Glassdoor, ZipRecruiter,... CareerBuilder and at least two additional boards we mutually agree on. * Keep formatting, titles, locations and salary ranges identical across every platform. * Provide a shareable sheet listing each live URL, the date posted and the scheduled expiration date. * Return any login or admin credentials so I can track performance. Acceptance criteria * Every post must be publicly visible within 24 hours of receiving my materials. * No duplicated or truncated content. * All links function correctly and point to the correct listing. If you already manage recruiter or employer accounts on these sites and know their individual posting policies, highlight that experience and let me know how many jobs you have published before. Familiarity with multi posting tools or ATS integrations is a welcomed bonus. I'm ready to start as soon as you can confirm your capability. more