IIM ROHTAK H U M A N E - R CLUB P re s e n ts
H R BULLETIN VOLUME 73
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H U M A N E - R | V O L U M E 73
HR BULLETIN
Digital solutions pave way for employee well-being and improved productivity No tech solution can replace human leadership and empathy. But it’s heartening to see how far digital solutions have come in helping leaders address employee well-being.
The working population around the world has felt the impact of COVID-19 and how it changed the way they work. As people stayed confined to their homes – working remotely devoid of physical interaction – the ordeal took a toll on their mental health. According to a study by McKinsey, 42% of employees worldwide have expressed that their mental health had declined since the onset of the pandemic. Many experienced fatigue and complained about the lack of work-life balance.
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Mental health can have a direct impact on employee productivity. The World Health Organization estimates that depression, anxiety disorders, and other conditions cost the global economy US$1tn per year in lost productivity. But employees who feel less stressed demonstrate more resilience, perform better, and feel more engaged and satisfied with their work. Technology has certainly made the transition to remote working easier but has also blurred the line between work and personal life, leading to anxiety and burnout. The need for wellness becomes crucial at this time, as employees adapt to this new way of working, even as organisations decipher the future of work and implement hybrid models of working in the coming year. Digital solutions can also be monumental in addressing problems. On its own, tech isn’t inherently “good” or “bad.” So how can tech be used for good? The ubiquity of personal digital devices – smartphones, fitness trackers, tablets, and so on – has enabled many programs to shift to digital format. They make it easy for employees to access relevant services at their convenience. As we navigate through the remote way of working, technology can play an important role in improving the mental well-being of employees. A growing number of companies today are exploring technology and technology-enabled solutions for a holistic strategy to enhance employee well-being with the goals of improving individual performance, resilience, mental and physical health, and job satisfaction. Properly designed well-being programs also complement diversity and inclusion strategies by enhancing individual worker’s feeling of belonging and understanding. According to a recent APAC survey, 69% of organisations are integrating employees' physical, emotional, social and financial well-being programs into the benefits package and it will be the top benefits priority over the next two years. The convenience of digital solutions makes support and assistance available anywhere, any time without the need for long wait time for face-to-face therapies. Besides being convenient, they are also easy to use and anonymous. Telehealth, online fitness coaching, chatbots, wearables and digital biomarker apps can be used to address concerns, increase awareness, and collect physiological data. Analytic tools can then act on the data from wearables and suggest relevant solutions. For instance, activity trackers and meditation apps send custom notifications to reduce stress and fatigue based on the individual’s interests or even real-time brain activity; sophisticated machine-learning algorithms may instruct workers to take breaks when they are tired or switch an anxious employee to a less stressful task. Such interventions through broader digital solutions can be made without disclosing an employee’s details. By analysing the anonymised aggregated data, employers can identify employee pain points and take wellbeing measures accordingly. At Mastercard, we are leveraging technology to help our people achieve their well-being goals. Our Live Well program, a global digital well-being initiative is a simple, easy-to-use tool that helps employees build healthy habits across all areas of wellbeing, keeping them connected with colleagues, add them as friends or participate in interactive challenges, and provide access to digital coaching tools. Through the app, employees get support for stress management and mindfulness; active lifestyle and exercise; better sleep; healthier eating; and retirement readiness, among others. As the future of work evolves, mental health and well-being initiatives will become the norm and global corporations will need customised programs to address the unique and diverse issues of employees. Digital cognitive platforms will become a benchmark to deliver hyper-personalised programs focused on well-being. Tech is only a means to the solution. It is important to first understand the needs and leverage it to address those needs. No tech solution can replace human leadership and empathy. But it’s heartening to see how far digital solutions have come in helping leaders address employee well-being.
Read more at: https://www.peoplematters.in/blog/culture/digital-solutionspave-way-for-employee-well-being-and-improved-productivity-31818
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3 common and costly mistakes recruiters make with job boards Job boards are the #1 channel used by candidates for job search. But are recruiters making the most out of these resources? Yet most recruiters simply post jobs and hope to receive candidates who match their hiring criteria by the end of the day. They lack knowledge about the unique capabilities of individual job boards, the smart tools which make job boards management efficient, the strategic thoughtfulness required to make their sourcing stand out from the crowd, and so on. In this article, we discuss the common mistakes recruiters make with job boards, which hold them back from growth and success. #1 Not focusing on employee branding Unfortunately for most recruiters, publishing a job onto job boards equals sourcing strategically, but there isn’t a more untrue statement in the universe. OK, maybe there is but you get the point. Recruiters are often working on jobs that needed to be filled yesterday. While functioning out of urgency, the intangibles such as employer branding or candidate experience take the back seat, leaving heavy dents in the overall sourcing strategy. Today more and more top candidates are attracted by the employer brand. Sourcing software helps tap into this opportunity by empowering recruiters to set up a personalized career site in minutes - where they can showcase stories about their company, its culture, achievements, leaders, and employees. Candidates want to know who they are going to work for! Intelligent recruiters align their sourcing efforts to meet candidate expectations…
Read more at: https://www.peoplematters.in/article/recruitment/3-commonand-costly-mistakes-recruiters-make-with-job-boards-31827
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How to navigate the winds of change with agility The pandemic showed us that organisations and individuals that were less or not equipped to adopt remote working faced the greatest brunt. This gave us a great lesson on the need to be agile and flexible in accordance with time. The world has entered uncharted waters: COVID-19 has altered everything making physical interactions during the initial stage only a ‘thing’ in history. Companies and individuals have pivoted, reinvented, and transformed to meet the current demand. COVID-19 is not over yet, and the need to be flexible and adapt to new situations as they arise in the future is of utmost importance. It's challenging, but there are good things that come out of constant change. We must embrace the opportunities to mitigate the risks. Above all, we need to look closely at everything happening around us to bring about changes in our preconceived notions. This has given rise to what we call a ‘new work ecosystem’. A framework helping companies and professionals to move beyond reactive measures, take a step back, and consider how to shape the ways in which work will be accomplished moving forward. For a new work ecosystem to flourish, reskilling and upskilling the existing workforce is imperative. What this means to practitioners and change-makers is a focus on developing additional skills needed to meet the evolving demands in the marketplace. But in doing so, it also means new opportunities to elevate individuals' value as strategic partners in business success. In the professional reality of technological disruption, organisations need project leaders with the ability to learn and keep pace with technology.
Read more at: https://www.peoplematters.in/article/skilling/how-to-navigatethe-winds-of-change-with-agility-31799
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Digital learning Maturity: Where does your business stand on the DLM scale? Digital learning maturity assessment gives you a clear picture of where your organisation stands in the maturity spectrum of digital learning. Assess your digital maturity through a well-thought survey by Disprz. The advancement in digital technologies has propelled customers to expect more: especially in terms of experience. What makes a great customer experience? Convenience. Consistency. Cutting-edge technology. Without proficient employees delivering all this would seem like a far-fetched dream. Therefore, putting employee development at the heart of the operations is of paramount importance for any business. Digital disruption and challenges that flowed in with the pandemic have provided more reasons to focus on employee learning and development. Digital learning maturity plays a vital role in formulating effective learning strategies. The more you develop in digital learning, the more scalable, effective, and matured your learning ecosystem will be. Learning and development have a direct impact on business success. Without the right learning opportunities, employees find it challenging to succeed in the rapidly evolving digital space. Their unsatisfactory performance affects the company’s growth and success. 74% of surveyed employees feel they aren’t reaching full potential at work due to a lack of development opportunities…
Read more at: https://www.peoplematters.in/article/skilling/digital-learningmaturity-where-does-your-business-stand-on-the-dlm-scale-31798
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A lowdown on the global risk outlook for work in 2022 As organisations are grappling with an increasingly complex risk landscape, they are set to increase investment in employee health, as per the findings of the International SOS Risk Outlook 2022. How does the global risk outlook for 2022 look like? Data from International SOS Risk Outlook 2022 Survey reveals that workforce risk perception has further increased in 2021. The report outlines the following top five expected causes of employee productivity decreases in 2022•COVID-19 •Mental health issues •Natural disasters including extreme weather •Transport concerns •Security threats and civil unrest No surprise here-for many organisations COVID-19 will continue to be a significant operational challenge. A third (33%) of respondents said that having adequate resources to deal with the virus was a top challenge for 2022…
Read more at: https://www.peoplematters.in/article/strategic-hr/a-lowdown-onthe-global-risk-outlook-to-work-in-2022-31800
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