Global HR Books

🚀 The 2026 Video Marketing Blueprint: Budgets are Flat, but Demand is Sky-High The data is in from Wistia’s 2026 State of Video Report, and the message for B2B marketers is crystal clear: The real challenge isn't whether you can make videos—it's keeping up with massive demand without burning out your resources. After surveying nearly 1,000 professionals and analyzing 13+ million videos, here are the definitive trends shaping how we create, distribute, and measure video this year:  1️⃣ LinkedIn is B2B's #1 Video Channel 🏆 Move over, YouTube. 8 in 10 teams now say LinkedIn is their primary channel for sharing videos. It has officially become the most versatile hub for organic video, repurposed clips, and paid ads. Pro-tip: The videos that win on LinkedIn are the ones that prompt genuine comments and get saved. Build for the feed, not just for the host. 2️⃣ The "Flat Budget" Efficiency Squeeze 💰 Video demand is climbing, but the money isn't flowing at the same rate. 51% of companies report that their video budgets are flat or down this year. The strategy has officially shifted from rapid expansion to hyper-efficiency. Marketers are relying heavily on internal subject matter experts to create content without expensive agency overhead.  3️⃣ The 4 Core Formats Dominating the Field 📊 Instead of trying to be everywhere, teams are consolidating around four powerhouse formats that actually drive pipeline:  - Educational Videos (Proven to be the most engaging overall)  - Product Videos  - Webinars  - Social Media Videos  4️⃣ Webinars: The Ultimate Content Goldmine ⛏️ Webinars aren't just for live engagement—they are the ultimate repurposing vehicle. 90% of companies are now actively chopping up their webinars into social clips, email content, and blog assets. Even better? On-demand webinar replays continue to pull traffic and plays up to 12 months after the live event.  5️⃣ AI is Infiltrating the Workflow (Smarter, Not Harder) 🤖 AI adoption has evolved past the experimental phase and is now a line-item budget requirement. More than half of all teams are expanding their AI investment. However, the human touch is far from dead. Marketers are primarily utilizing AI for pre-production (ideation and scripting) and tedious post-production (captions, audio cleanup, and localization).  💡 The Big Takeaway for Teams Success this year doesn't require a Hollywood budget. It requires consistency over production value. Lean into a sustainable monthly cadence, build an in-house blended workflow with AI, and focus your distribution heavily where the buyers are listening: right here on LinkedIn.  👇 What’s your biggest blocker for video this year? Is it capacity or budget? Let’s talk in the comments! #VideoMarketing #B2BMarketing #MarketingTrends2026 #ContentStrategy #LinkedInMarketing Source & Credit: Wistia

Transforming HR from Intuition to Insight: A Guide to People Analytics (Source & Credit: Quantum) In today's fast-paced business environment, strategic decisions shouldn't rely solely on anecdotes or gut feelings. HR Analytics (or people analytics) is the powerful process of applying statistical methods to employee data to improve business outcomes and find the meaningful stories hidden within organizational "chaos".  Whether you are tracking cost-per-hire or employee engagement, data-driven HR practices elevate the department’s value as a true strategic business partner.  The 8-Step Framework for Success To move from data collection to impactful change, every project should follow a structured progression:  1. Understand: Define the business problem and identify who will champion the project.  2.Identify: Determine the types of data needed (behavioral, perceptual, or demographic).  3. Collect: Gather data through surveys, interviews, or by collaborating with IT.  4. Clean: Scan for errors, inconsistent data, or extreme outliers to ensure accuracy.  5. Analyze: Start with Descriptive Analytics ("What happened?") before moving to diagnostic or predictive models.  6. Extract: Separate the "noise" from the results that tell the most relevant stories.  7. Communicate: Share clear, visual insights with leadership and stakeholders.  8. Evaluate: Assess what went well and track behavioral changes over 3, 6, and 12 months.  3 Keys to Master HR Analytics • Document Everything: Track your purpose, data sources, and obstacles to ensure consistency in future projects.  • Know Your Data Landscape: Understand what information lives in your HRIS, ATS, or LMS, and how to access it.  • Prioritize Data Quality: Intricate analysis cannot fix messy data. Always remember: Garbage in, garbage out.  You don't need to be a statistician to start. All it takes is access to data and the motivation to discover insights that make work better for everyone.  #HRAnalytics #PeopleAnalytics #DataDrivenHR #FutureOfWork #StrategicHR

“Building Human Capital Where It Matters: Homes, Neighborhoods, and Workplaces” (Source & Credit: The World Bank Group ) 🚀 Rethinking Human Capital: It’s Not Just About Schools and Clinics Human capital - our health, skills, and knowledge - is the ultimate driver of economic growth. Yet, despite decades of investment, progress has stalled. In the last 15 years, two-thirds of low- and middle-income countries saw declines in nutrition, learning, or workforce skills.  A new The World Bank Group report argues we are looking in the wrong places. To bridge the gap, we must move beyond formal institutions and focus on the three settings where human capital is actually built: 🏠 1. The Home: Where It All Begins • The Findings: Skill gaps emerge before age 5 and often persist for life. While family resources (income) matter, they cannot compensate for a lack of nurturing care.  • The Policy Shift: We need more than just cash transfers; we must support parents with tools for early stimulation and non-violent discipline.  🌳 2. The Neighborhood: The Local Multiplier • The Findings: A child’s future earnings can double just by growing up in a different neighborhood, even with the same family income. Local service quality, pollution, and safety are decisive.  • The Policy Shift: It’s time for "unlikely partners" - infrastructure, environment, and security departments - to align their goals with human development.  💼 3. The Workplace: The Lifelong Classroom • The Findings: Half of a person’s lifetime human capital is acquired after they leave school. However, 70% of workers in developing countries are in low-learning roles (small-scale agriculture or microfirms).  • The Policy Shift: We must shift from traditional training centers to incentives that help firms grow and invest in on-the-job learning.  Fragmented interventions aren’t enough. We need an integrated "settings approach" that coordinates action across the home, neighborhood, and workplace to unlock human potential and restore economic progress.  #HumanCapital #WorldBank #EconomicDevelopment #GlobalGrowth #FutureOfWork #PolicyInnovation

The Gallup - State of the Global Workplace: 2026 Report highlights a critical turning point: the "AI Revolution" is here, but its success depends entirely on the human element.  Here is a summary of the key findings to share with your professional network: 🚀 The "Human Side" of the AI Revolution While AI tools are now highly capable, many organizations are seeing zero measurable impact on profits or labor productivity • The Manager is the Key: Aside from technical setup, the strongest predictor of whether employees adopt AI is if their direct manager actively champions it • Perception Gap: Employees with supportive managers are 8.7 times more likely to believe AI has transformed their work and 7.4 times more likely to say it helps them do what they do best • Uncertainty: Currently, only 12% of employees in AI-implemented organizations strongly agree that the technology has transformed how work is done 📉 The Global Engagement Slump Global employee engagement has declined for the second consecutive year, hitting its lowest level since 2020 • Current Status: Global engagement now stands at 20% • Economic Impact: Low engagement is estimated to cost the global economy $10 trillion, or roughly 9% of global GDP • Managers are Struggling: Most of the recent downturn is driven by declining engagement among managers, which has dropped 9 points since 2022 ❤️ Wellbeing and the Emotional Workplace For the first time in three years, global employee wellbeing showed a slight improvement • Thriving Rate: 34% of employees globally are considered "thriving" in their lives • The Leadership Burden: While leaders and high-level managers report higher overall life evaluations, they experience significantly more daily stress, anger, and loneliness than the individual contributors they lead • Stress Levels: Daily stress remains high at 40% globally, though it varies significantly by region.  💼 The Future of the Job Market Despite engagement issues, employees are generally more optimistic about finding new work.  • Job Climate: 52% of employees believe it is a "good time" to find a job.  • AI & Job Security: 18% of U.S. workers believe their job is likely to be eliminated by AI or automation in the next five years—a figure that rises to 23% in organizations that have already implemented AI.  • Organization Size Matters: Large employers (10,000+ staff) are currently more likely to reduce their workforce after implementing AI, while smaller employers (5,000–10,000) are more likely to expand.  🌍 Regional Highlights • Highest Engagement: United States and Canada (31%).  • Lowest Engagement: Europe (12%) • Most Optimistic Job Market: Southeast Asia (64%) • Highest Stress: United States and Canada (50%) Winning the AI revolution won't depend on which model you deploy, but on how well you lead the people using it. Organizations must prioritize upskilling and manager training to bridge the gap between technology and productivity.

Want to know where the biggest opportunities for job creation are? The 𝗛𝘂𝗺𝗮𝗻 𝗖𝗮𝗽𝗶𝘁𝗮𝗹 𝗜𝗻𝗱𝗲𝘅+ (HCI+) shows where education, health, and workplace learning are boosting productivity and where gaps are holding jobs back. Use the HCI+ tool to compare countries and dig into the https://lnkd.in/e8qPbVU6 Souce & Credit: The World Bank Group

Microsoft 2026 Work Trend Index: From Adoption to Agency (Source & Credit: Microsoft ) The emergence of AI agents is shifting the focus from simple task automation to a new operating model for the entire enterprise. As execution is increasingly delegated to AI, human value is being redefined by judgment, orchestration, and the ability to design work itself. 1. The New Agency Equation As agents handle execution, humans gain more agency to direct outcomes and solve complex problems. • Cognitive Support: 49% of AI interactions now support analysis, reasoning, and problem-solving. • Redefining High-Value Work: 66% of users report AI allows them to spend more time on high-value tasks, and 58% are producing work that was previously impossible for them. • The Judgment Premium: Top human skills are shifting toward quality control (50%) and critical thinking (46%). 2. The Transformation Paradox While workers are ready to reinvent their roles, many organizations are held back by outdated systems. • The Alignment Gap: Only 26% of AI users say their leadership is clearly aligned on AI strategy. • Risk vs. Reward: 65% of workers fear falling behind, yet 45% feel it is safer to focus on current goals than to redesign work with AI. • Culture Over Capability: Organizational factors (culture, manager support, talent practices) account for 2x the impact of individual effort alone. 3. Rise of the "Frontier Professional" A small but highly valuable group (16% of AI users) is pulling ahead by integrating AI deeply into their workflows. • Collaborative Design: 63% of Frontier teams brainstorm business processes together to identify AI opportunities. • Skill Preservation: 43% intentionally do some work without AI to keep their human skills sharp. • Managed Operations: They are more likely to have documented, repeatable agent workflows and human handoffs. 4. Building a Learning System Frontier Firms don't just deploy AI; they turn output into institutional insight. • Owned Intelligence: Firms must capture local AI wins and codify them into unique, repeatable institutional know-how. • Governance & Security: IT must treat agents as managed entities with clear identities and permissions to ensure trust and auditability. • Managerial Modeling: When managers actively use AI, employees report a 17-point lift in AI value and a 30-point lift in trust in agentic systems.

🚀 5 Popular Ways to Make Money & Generate Revenue on LinkedIn! (Follow Truong Hong Ha - Mr Niem Tin and share more tips about Mastering Linkedin) LinkedIn does not have a general "turn on monetization" button like some other platforms. "Making money" on LinkedIn is often understood as utilizing the platform to generate revenue through professional and business activities. This typically involves building a personal/business brand and providing value to your network. See more at The Creator Mastery (by Truong Hong Ha - Mr Niem Tin)

The 2026 Recruitment Playbook by Procom In the rapidly evolving "New World of Work," AI and data-driven strategies are no longer optional - they are essential for staying competitive in the race for talent. This comprehensive guide outlines how organizations can leverage technology to build smarter, more inclusive, and future-ready recruitment processes.  🚀 Key Strategies for the Modern Workforce • AI-Powered Recruitment: Move beyond simple automation. Use machine learning to analyze large data sets, reduce bias, and improve candidate matching across the entire hiring cycle.  • Data-Driven Decisions: Address inefficiencies and optimize recruitment channels by monitoring real-time metrics like cost-to-fill, quality of hire, and candidate experience feedback.  • Embracing Radical Flexibility: With 52% of workers preferring remote work, offering flexible models is a key differentiator for attracting specialized talent regardless of geography.  • Intentional Company Culture: Organic culture doesn't just happen in a digital-first world. Organizations must intentionally document and communicate their cultural norms during the hiring process.  🛠️ Sourcing & Screening in a Skills-Based Economy • Engaging Passive Talent: Since 70% of the global workforce isn't actively looking, use AI tools to build talent pipelines and nurture long-term relationships through personalized outreach.  • Modernizing Job Postings: Focus on "Candidate-Centric" language. Be transparent about salary—63% of candidates will apply to postings that list a rate—and highlight your Employee Value Proposition (EVP).  • Structured Interviewing: Use standardized formats and diverse hiring panels to reduce unconscious bias. Aim for 1-3 interviews total to avoid losing top talent to faster competitors.  🤝 The Selection & Onboarding Edge • Reference Checks as Verification: Use references to fill gaps left by virtual hiring, focusing on both performance verification and cultural compatibility.  • Onboarding is Retention: A poor experience can be fatal—81% of knowledge workers are likely to leave or never start an assignment if their onboarding is negative.  • The Power of AI in Screening: Accelerate resume reviews by using AI to validate candidate claims and detect relevant experience that simple keyword searches might miss.  🔮 The Future of Talent Acquisition • Speed is Non-Negotiable: 59% of candidates expect feedback within 48 hours of an interview.  • Salary Transparency: Effective January 2026, many jurisdictions (like Ontario) now require expected compensation to be disclosed in public job postings.  • Predictive Analytics: Use AI to forecast a candidate’s likelihood of success and long-term fit, significantly reducing costly turnover.  Is your team ready to pivot from the knowledge economy to the skills economy? 💼✨ Source & Credit: Procom #HRTech #Recruitment2026 #TalentAcquisition #FutureOfWork #AIinHR

LinkedIn’s 2026 Grad’s Guide shows where opportunity is growing (Source & Credit: https://lnkd.in/gWKfBxME - 👇Follow me to get more useful information about Linkedin: Truong Hong Ha - Mr Niem Tin - The Creator Mastery) 👉Key Insights:  → 44% of Gen Z saying not having the right network is the biggest barrier to landing an entry-level role → 21% are creating their own opportunities with side hustles or starting a business → 72% of young office workers are considering a switch to skilled trades → Entry-level hiring has declined 6% YoY vs. 10% for mid-level roles LinkedIn’s 2026 Grad’s Guide shows where opportunity is growing – and what’s holding Gen Z back. According to new LinkedIn data, it’s not what you know, it’s who you know, with almost half (44%) of Gen Z saying not having the right network is the biggest barrier to landing an entry-level role. 👉Gen Z is creating their own opportunities Gen Z is increasingly building their own paths into the workforce rather than waiting for a traditional 9-to-5. → 21% have started a business or side-hustle to kickstart their career. → 22% are building apps, websites or other projects to showcase their skills. →The number of LinkedIn members adding “founder” to their profile in the U.S. has surged by 69% year-over-year and nearly tripled since 2022. 👉Entry-level hiring trends in 2026 According to LinkedIn data, hiring is slowing across all levels – but entry-level roles are proving more resilient: → Entry-level hiring is down 6% year-over-year → Mid-level hiring is down 10% year-over-year → LinkedIn’s 2026 Grad’s Guide shows where opportunity is growing, helping new graduates look beyond traditional paths and focus on the fastest-growing roles, industries and locations. →Growth remains strongest in tech, financial services, construction, and real estate – where companies are investing and infrastructure is expanding. 👉Plan B careers on the rise Entering one of the toughest markets in years, Gen Z is widely reconsidering traditional career paths – reflecting a broader shift toward stability, demand and long-term opportunity. → 72% of young office workers are considering a switch to skilled trades, such as such as an electrician, mechanic and construction worker → 12% have already done so → 32% are taking roles outside their field to build in-demand skills.

The 2030 Outlook: Four Scenarios for Jobs The report identifies four plausible futures based on how fast AI advances and how quickly the workforce adapts:  • Supercharged Progress: High AI advancement and high workforce readiness. Productivity soars as humans become "agent orchestrators," directing portfolios of capable machines.  • The Age of Displacement: Rapid AI growth outpaces the workforce's ability to reskill. Automation becomes a stopgap for talent shortages, leading to high unemployment and social fracture.  • Co-Pilot Economy: Gradual AI progress paired with an AI-ready workforce. The focus is on human-AI augmentation, where teams reshape value chains incrementally.  • Stalled Progress: Steady AI growth meets a workforce lacking critical skills. Adoption gaps fuel inequality and limit global growth, leaving productivity gains patchy.  Key Executive Perspectives A survey of over 10,000 global executives reveals a mix of optimism and concern:  • Job Displacement: 54% expect AI to displace existing jobs.  • Job Creation: Only 24% believe AI will drive the creation of new roles.  • Profit vs. Wages: 45% expect increased profit margins, but only 12% anticipate higher wages for workers.  "No-Regret" Strategies for Businesses Regardless of which scenario unfolds, the report recommends several core actions to stay resilient:  • Align Talent and Tech: Ensure technology and human capital strategies evolve in tandem.  • Invest in Collaboration: Design workflows that prioritize human-AI collaboration and agentic workflows.  • Future-Proof Value Chains: Use predictive analytics to anticipate talent needs and build dynamic pipelines.  • Strengthen Culture: Foster curiosity and agility to build trust in emerging technologies.  • Scale What Works: Start with small, low-risk experiments and scale successful AI integrations carefully.