Sunday, October 13, 2024
type here...

Return to the Office: Guide for HR to Convince Employees

By
Abhishek Pattanaik
-
0
Return to the Office: Guide for HR to Convince Employees

Amazon is one of many firms recalling employees back to the office. Organizations that are shifting back to conducting business from the office are dealing with many challenges. It is no surprise that workers are not too interested in leaving the comfort of their home offices. So, how can HR convince employees to return to the office?

Also Read: 7 Proven Approaches to Cultivate a Positive Workplace Culture

Learn how HR can best manage convincing employees to return to the office.

A successful transition starts with recognizing and understanding the challenges for the employees, which become your challenges. The benefits of working from the office must be evident and highlighted to them.

Additionally, an environment that promotes creativity, connectivity, and communication must be created to further motivate employees to return.

Recognize the Concerns of Employees

If it is a challenge for you to manage their return, it is a challenge for them. To truly understand what they will go through, conduct surveys and take feedback. Focus groups can help delve deeper into understanding their feelings and opinions about the return.

From this data, analyze the common themes and discomfort zones. Figure out where the primary pain points are for the team. It could be the commute, home responsibilities, or something else.

Explain the Rationale Behind the Move

From an employee’s perspective, remote work brings a better work-life balance for them and reduces overhead costs for the firm. So, the benefits of returning to the office might not be immediately recognized.

Communicate with them how team dynamics and collaborative efforts are heightened, resulting in better decision-making.

Create a Better Work Office Environment

Change is tough, and employees developing resistance to a major change is expected. Speaking to them can only go so far. However, an office environment where they can be productive while also having fun and upskilling themselves is incentivizing.

An office layout that promotes inclusivity and is inviting while being comfortable to work in is ideal.

Slow and Steady (Return to the Office) Wins the Race

People have become accustomed to a home office, and suddenly shifting back to 5 days a week is not ideal. Instead, slowly starting off with a hybrid model and gradually transitioning is the way to go.

Allow people to customize their in-office days according to their needs. Provide adequate support to those that need it, for example, childcare facilities for working parents, transportation for those with lengthy commutes, and more.

Wrapping Up

An HR personnel’s role is already tough managing people in a virtual environment, and the transition to in-office work further complicates it. Convincing people to return to the office has its own set of challenges. But with the right strategy and dedicated efforts, they can be overcome.

7 Must-Have Features to Look for Mobile HR Application

By
Abhishek Pattanaik
-
0
7 Must-Have Features to Look for Mobile HR Application

HR teams across organizations deal with many hurdles where the incorporation of technology helps them leap it. HR technology can help teams simplify various tasks related to recruitment, onboarding, payroll, requests and updates, and more.

One HR technology that many teams might be interested in investing in is mobile HR. It has many features that make it lucrative for firms.

Also Read: 6 Ways Smartphones Are Transforming HR Operations

Discover the 7 must-have features in a mobile HR app before investing in one.

By understanding which features must be prioritized, firms, HR teams, and employees can avail maximum benefits.

A User-Friendly Interface

First and foremost, a mobile HR application must have a friendly UI. The design of the application should be simple enough for users to navigate. A user should be able to access and operate the application with minimal training input.

Accessibility Across Devices

There are two main types of operating systems: Android and iOS. The application must be available and should function smoothly on devices with either OS. Thus, cross-compatibility is a must-have feature.

High Level of Integration with Existing System

A firm probably has some existing HR technology that currently helps manage operations. The application should be able to seamlessly integrate with this existing system without much hassle.

Should be Self-Operational by the Employee

A mobile HR application assessment is the level of training or help an employee requires to operate it. If it is high, then the design is not user-friendly enough.

Employees should be able to independently conduct their personal activities related to HR with ease. This can include leave requests, viewing payslips, availing benefits, and more.

Enables Good Connectivity and Communication

The mobile HR application should be functioning even when employees are offline. Certain basic features that might be crucial information for them must be accessible to them.

Look out for how efficient and easy-to-use chat and other communication features are. These are for daily use; thus, they must be good for long-term and frequent use.

Can Incorporate Learning and Development Tools

Every onboarding involves three types of training: one for HR, one for IT, and one for the specific department. While the HR team may not create the content for the other two training modules, they do manage and oversee their completion.

So, the application should enable an employee to access all necessary training resources directly from it. Additionally, it should also properly track the completion of the course and its different components, like reading materials, videos, and tests.

Maintains Solid Data Security

Coming to the final and most important must-have, the mobile HR application should have robust security features. Confidential personal and company data will be in this application, and it should be heavily protected.

 

HR Helpline: 6 Ways How HRMS Can Improve Onboarding

By
Abhishek Pattanaik
-
0
HR Helpline: 6 Ways How HRMS Can Improve Onboarding

Onboarding can be a challenging experience for newcomers. New job, new colleagues, new location, and new interactions. But it can even more troubling for HR personnel if not managed properly.

Luckily, HRMS can improve onboarding and streamline the process for the benefit of the new employee and HR.

Also Read: How to Turn New Hires into Engaged Team Members

Discover how effective use of HRMS can improve onboarding.

While normal onboarding can still be managed by manual methods, an HRMS can significantly optimize the entire process.

Developing a proper understanding of how an HRMS can improve onboarding is crucial before investing.

Manages Documents More Efficiently

An HRMS can be used to create digital versions of all important personal and company documents. This can help reduce the amount of paperwork making it easier to manage and streamline the onboarding process.

Additionally, all important deadlines become automated reminders so that all required files are submitted/approved on time.

Unifies All Information Streams

There is a lot of information that is bombarded at the new employees while joining. From company policies to salary slips to leaves and requests, all can become confusing for them.

An HRMS centralizes all information into a unified platform making it easier to access essential information.

Along with this, any training material or resource can be safely stored by the firm and accessed by the employees.

Can Customize Onboarding

No two jobs are the same, then why should their onboarding be. Each role has specific training and knowledge requirements. With an HRMS, all onboarding can be personalized.

This allows for the individual’s personal needs to be met so that the company’s needs are fulfilled.

Optimizes Communication

Communication is optimized with HRMS as there are easy-to-use messaging tools for new hires. Ensuring a steady flow of communication between new hires and their managers is critical in the early stages.

Similarly, HR must regularly be in contact with the new employee, and they probably have to conduct regular check-ins. An HRMS can enable that with ease.

Upgrades Onboarding Management

An HRMS can help a firm track all key performance metrics, retention and attrition rates, and other onboarding indicators.

So, all surveys and other feedback mechanisms can be better managed with a better view of the new employee’s experience. This can further improve future onboarding processes.

Ensures Compliance

Finally, litigation is something a firm always wishes to avoid and not maintaining proper compliance can result in that.

Fortunately, since everything is digital, there is a reduced risk of lapses of judgement. Additionally, new employees can easily be informed of and made aware of relevant compliance through automated notifications.

 

 

Mental Health Assistance: Remote Work and HR

By
Abhishek Pattanaik
-
0
Mental Health Assistance: Remote Work and HR

Post-pandemic, remote work has become an increasingly popular option for employees and employers alike. There are many added benefits, such as better time management, flexibility in schedule, and increased cost savings.

Unfortunately, with remote work becoming increasingly prevalent, there has been a rise in fresh types of mental health challenges.

Also Read: Top Work From Home Skills You Should Master

Discover how HR can provide mental health assistance and support a team’s prosperity while at home.

A remote work environment presents many challenges, all a direct result of the lack of face-to-face connectivity.

Remote Work and Rising Mental Health Challenges

It is important to understand what these challenges might be and how they affect remote workers.

Blurred Work-Life Balance

With employees working from home, the line that existed between work and home has become blurred. It becomes difficult for many workers to set clear boundaries between work and home.

Thus, they tend to overwork, which can have negative effects in the future for them and the organization.

Connectivity and Communication Gaps

Communication challenges between team members can be created in a remote work environment. This can generate misunderstandings that lead to more mistakes, which can impact an employee’s quality of work.

Lack of Social Interaction

Social interactions are a necessary part of human development. The level of employee isolation increases due to limited communication during remote work. Over time, it can create a sense of loneliness as all interactions are strictly virtual and mostly professional.

Mental Health Assistance HR Can Provide

HR, as the people’s manager, can and should play a significant role in providing adequate support for remote employees.

Conducting Regular Checkups

Since employees are completely remote, frequent communication with them with check-ins with HR is key. A meeting can be held once a month. The topic of discussion could be anything that impacts their mental health.

Supporting a Work-Life Balance

The best strategy for addressing concerns and providing mental health assistance is to promote a healthy work-life balance between employees. Encourage them to take breaks and avail themselves of the benefits of working from home.

Providing Resources for Mental Health Support

You can make use of experts in the field of managing mental well-being. Counseling sessions from professionals, workshops, and online therapy sessions are some of the ways to provide mental health resources.

Training Upper Management

Managers are the people remote employees will be most in contact with. In order to effectively support their teams, it is important for management to be able to identify when an employee might be dealing with a mental health difficulty.

Properly trained managers should be able to recognize problems, listen carefully, and provide genuine support.

Modernization: The Key Role for HR

By
Abhishek Pattanaik
-
0
Modernization: The Key Role for HR

In today’s fast-paced business environment, modernization has become crucial for organizations to stay relevant and competitive. Human Resources (HR) plays a pivotal role in ensuring that modernization is incorporated effectively across all business functions. This blog will explore the key role that HR plays in modernization and how it can benefit organizations.

Discover the importance of HR in the effective modernization of a firm.

Modernization involves using modern technologies, methods, and tactics to enhance an organization’s productivity and performance. It involves a comprehensive review of the existing business model, identifying areas for improvement, and implementing changes to keep up with the ever-evolving market demands.

The Role of HR in Modernization

HR is responsible for managing and developing the most important asset of an organization—its people. Therefore, HR has a critical role to play in modernization. Here are some ways in which HR can contribute to the modernization process:

Talent Management

HR plays a key role in attracting, recruiting, and retaining top talent. Modernization requires a workforce that is not only skilled but also adaptable to change. HR can identify skill gaps and provide the necessary training and development programs to equip employees with the skills needed for modernization.

Change Management

Modernization requires a change in mindset, culture, and work processes. HR can play a crucial role in facilitating change by communicating the benefits of modernization and creating a sense of urgency among employees.

Technology Adoption

Technology is at the heart of modernization. HR can work with IT to identify the right technologies that can improve HR processes such as talent acquisition, onboarding, performance management, and employee engagement.

Employee Engagement

Modernization can be a challenging process for employees, especially if they perceive it as a threat to their job security. HR can ensure that employees are engaged throughout the modernization process by communicating regularly, addressing concerns, and involving them in decision-making.

Benefits of Modernization

Modernization has several benefits for organizations. Here are some of them:

Increased Efficiency

Modernization can streamline processes, reduce redundant tasks, and improve overall efficiency.

Improved customer experience

Modernization can enable organizations to deliver a better customer experience by providing faster, more efficient service.

Competitive Advantage

Modernization can give organizations a competitive advantage by enabling them to respond quickly to market changes and stay ahead of their competitors.

Talent Retention

Modernization can make the organization a more attractive place to work, which can help attract and retain top talent.

Closing Thoughts

Modernization is critical for organizations to stay competitive and relevant in today’s business environment. HR plays a crucial role in ensuring that modernization is incorporated effectively across all business functions.

By focusing on talent management, change management, technology adoption, and employee engagement, HR can help drive the modernization process and deliver significant benefits to the organization.

Pros and Cons of Automating HR Tasks

By
Abhishek Pattanaik
-
0
Pros and Cons of Automating HR Tasks

Technology is incorporated into a business to streamline workflow and increase efficiency. In HR, the objective is to aid the department manage people better. Different areas of work such as recruitment and onboarding, requests and updates, and payroll can be managed by HR technology.

Many times, automation plays a major role in enhancing human resource functions. However, this presents some major advantages and disadvantages.

Also Read: How to Fix the Great Resignation With HR Tech?

Discover the benefits and drawbacks of automating HR tasks with technology.

Developing a proper understanding of the pros and cons will allow HR professionals to take better informed decisions.

Benefits of Automating HR Tasks

These are several advantages of automating HR tasks.

Greater Efficiency in Task Management

With automation, the speed at which tasks are completed is greater. It is mainly processing and updating work that takes a lot of time for HR personnel. These administrative and repetitive tasks can be better handled by technology.

Additionally, technology helps complete these tasks with a consistent approach. The routine and order that is predetermined is the one that is followed. In this manner, it reduces errors.

Streamlines Data Management and Reporting

Crucial employee and company data is centrally stored with automation. This makes it easier to access and analyze the data.

Without it, data is maintained and stored physically, which makes it difficult to generate reports. There is better and more informed decision-making with accurate reports generated due to automating HR tasks.

Easier for Employee Self-Service

Earlier, employees used to depend on personal updates from HR. With automation, employees can receive updates and manage requests by themselves. This increases transparency in the communication between HR and employees.

Drawbacks of Automating HR Tasks

While there are significant benefits, there are some disadvantages of automating HR tasks as well.

High Cost of Implementation and Maintenance

Setting up the automation system requires an initial investment that will be costly. It will require new software, hardware, and personnel for proper maintenance.

Additionally, training modules and sessions will have to be developed to help employees migrate to the new system. These will further increase costs.

Chance of Data Security Risks

With physical paperwork, data remains stored within the firm. There is limited possibility of leaks or unauthorized access.

However, with automated systems centrally storing data, there are questions while maintaining data confidentiality and integrity.

Closing Thoughts

Increased efficiency with better data storage and management sounds ideal. But these benefits come with their own set of drawbacks related to data privacy and high costs.

With proper consideration, firms can choose the optimum automation strategy to streamline HR workflow.

3 Key Differences in Traditional HR Management and HRMS

By
Abhishek Pattanaik
-
0
3 Key Differences in Traditional HR Management and HRMS

Human Resources (HR) is a crucial department in every business. After all, while others manage their work, HRs work is to manage people. With digitization becoming a priority for many firms, the role of HR and their management styles is changing as well.

More specifically, firms are questioning whether digital management strategies fare better than traditional ones?

Discover the differences in traditional HR management and HRMS.

Understanding the differences, beyond basic automation, holds the key to deciding which strategy is more suitable for the business.

Reporting and Managing Data

In HR, there is a lot of data to be accurately gathered, stored, and reported on.

Data Management Under Traditional HR Methodology

Primarily, physical records are utilized for the maintenance and upkeep. This involves a large amount of paperwork in folders containing sensitive information.

Additionally, some basic spreadsheets are created. Overall, the level of reporting is elementary and slower, which can further delay decision making.

Data Management Under HRMS

Under HRMS, data is stored in a centralized database. Thus, large amounts of it can be stored and managed with ease.

Additionally, the level of reporting is higher as the available features can be used for advanced analytics. This generates more intelligent insights on key metrics allowing for faster and more informed decision making.

Level of Independence of Employees

Beyond onboarding, there are many other times when employees interact with HR.

Level of Independence in Traditional HR Management

Employees heavily depend on and interact with the HR department. Any sort of information or updates are delivered personally through HR personnel. This includes details on time offs, viewing payslips, and general updates.

Here, since responses are hand delivered, they are generally slower due to the extra administrative burden. Thus, there is a low level of self-service.

Level of Independence in HRMS

With HRMS, portals are created for easier management. All important details and updates regarding anything that is important for an employee to know are shared and accessible digitally.

Thus, the level of independence is higher with a lower burden on HR for them to focus on more important tasks.

Also Read: How to Choose the Best Talent Management Software

Cost to the Company

Perhaps the most important difference, the investment costs the firm has to bear.

Costs While Incorporating Traditional HR Management

Primary costs are related to maintaining the paperwork which leads to higher HR staffing. The initial investments are lower but in the long run, dealing with administrative tasks adds up.

Costs While Incorporating HRMS

Here, the initial costs are high. This is due to the software fees as well as licensing fees the firm has to pay to incorporate the portal. However, as the portal leads to increased efficiency, it delivers favorable results and saves on costs in the long run.

 

7 Proven Approaches to Cultivate a Positive Workplace Culture

By
Vaishnavi K V
-
0
7 Proven Approaches to Cultivate a Positive Workplace Culture

Creating a positive workplace culture isn’t just a buzzword—it’s a strategic necessity in today’s competitive landscape. A strong culture can boost employee morale, enhance productivity, and drive long-term success. But how do you foster a positive workplace culture that resonates with your team? Here are seven proven approaches that will help you create an environment where employees thrive.

Lead by Example

Leadership plays a crucial role in shaping a positive workplace culture. When leaders model the behaviors, they want to see in their team, it sets a standard. Transparency, integrity, and empathy from the top create a ripple effect throughout the organization.

Prioritize Open Communication

Effective communication is the backbone of a positive workplace culture. Encourage open dialogue, where employees feel safe to share ideas, concerns, and feedback. Regular team meetings and one-on-one check-ins can help maintain this openness.

Recognize and Reward Contributions

Recognition goes a long way in cultivating a positive workplace culture. Acknowledge the hard work and achievements of your employees. Whether it’s through formal awards or simple thank-yous, consistent recognition fosters a sense of value and belonging.

Invest in Employee Development

A positive workplace culture thrives when employees feel they have opportunities to grow. Offer training programs, mentorship, and career development plans. This investment shows that you care about their future and are willing to support their journey.

Also Read: How to Choose the Best Talent Management Software

Promote Work-Life Balance

Work-life balance is essential to maintaining a positive workplace culture. Encourage employees to take breaks, use their vacation days, and disconnect after work hours. A healthy balance reduces burnout and keeps the workforce energized and motivated.

Foster Collaboration and Teamwork

Collaboration is key to a positive workplace culture. Create opportunities for team-building activities and cross-departmental projects. When employees work together, they build stronger relationships, leading to a more cohesive and positive environment.

Embrace Diversity and Inclusion

A diverse and inclusive workplace is a cornerstone of a positive workplace culture. Embrace different perspectives, backgrounds, and experiences. Ensure that everyone feels valued and included, which will, in turn, foster innovation and creativity.

Conclusion

Cultivating a positive workplace culture requires intentionality and consistent effort. By leading with integrity, prioritizing communication, recognizing contributions, investing in development, promoting balance, fostering teamwork, and embracing diversity, you can create a workplace where employees are happy, engaged, and productive. A positive workplace culture is not just good for employees—it’s essential for the overall success of your organization.

Impact of Leadership Styles on Employee Engagement

By
Vaishnavi K V
-
0
Impact of Leadership Styles on Employee Engagement

Your leadership style is not just a personality trait; it’s a powerful tool that can make or break your team’s morale and productivity. The impact of leadership styles on employee engagement is undeniable. Great leaders inspire, motivate, and empower their teams, leading to higher job satisfaction, increased productivity, and lower turnover.

Understanding the Impact of Leadership Styles

Different leadership styles evoke different responses from employees. For instance, an authoritative leader might stifle creativity while a democratic leader could foster innovation. The key lies in finding the right balance and adapting your style to fit the situation.

A study by Gallup found that engaged employees are 125% more likely to be willing to put in extra effort. This underscores the critical role leadership plays in driving employee engagement.

How Transformational Leadership Boosts Engagement

Transformational leaders inspire and motivate their employees by creating a vision and encouraging innovation. This leadership style positively impacts employee engagement by fostering a sense of purpose and belonging. Employees are more likely to feel valued and committed when their leaders are supportive and visionary.

Also Read: HR Leaders to Focus on People Again: Here’s Why

The Role of Transactional Leadership

Transactional leadership, which focuses on clear structures and rewards, also impacts employee engagement. This style can lead to high efficiency and performance when applied correctly. However, over-reliance on transactional methods might stifle creativity and long-term engagement.

Balancing Leadership Styles for Optimal Engagement

Understanding the impact of leadership styles means recognizing that no single style is universally effective. Successful leaders often blend various styles to meet the needs of their team and the organizational context. By doing so, they can address immediate tasks while also fostering an engaging and supportive work environment.

Leadership Styles That Boost Engagement

Transformational Leadership

This style focuses on inspiring and motivating employees to achieve their full potential. Transformational leaders create a vision for the future and empower their team to contribute to its realization.

Servant Leadership

This approach prioritizes the needs of employees, building trust and loyalty. Servant leaders create a supportive environment where employees feel valued and empowered.

Coaching Leadership

By focusing on employee development, coaching leaders help their team members grow and succeed. This style fosters a culture of learning and improvement.

The Ripple Effect of Engaged Employees

Highly engaged employees are more likely to go the extra mile, contribute innovative ideas, and stay with the company longer. This translates to increased productivity, improved customer satisfaction, and a stronger bottom line.

Remember, the impact of leadership styles on employee engagement is a two-way street. Effective leaders not only influence their team but are also shaped by their employees’ feedback and needs.

By understanding the different leadership styles and their impact on employee engagement, you can create a positive and productive work environment where everyone thrives.

How to Turn New Hires into Engaged Team Members

By
Vaishnavi K V
-
0
How to Turn New Hires into Engaged Team Members

New hires are like fresh paint on a blank canvas; they bring potential, energy, and new perspectives. But transforming them into engaged team members is an art and science. It’s about creating an environment where they feel valued, connected, and motivated. Let’s explore how to turn those new hires into enthusiastic contributors to your team.

Creating a Welcoming Onboarding Experience

The first impression counts. Seamless onboarding experience is vital for new hires. Start by providing a comprehensive orientation that introduces them to your company’s culture, values, and team members. When employees feel welcomed and informed, they’re more likely to become engaged team members.

Clear Communication and Expectations

From day one, clear communication is essential. Make sure new hires understand their roles and responsibilities. Regular check-ins and feedback help them feel connected and valued. This clarity not only sets them up for success but also fosters a sense of belonging, which is key to having engaged team members.

Opportunities for Growth and Development

Engaged team members are often those who see a future with your company. Offer opportunities for professional growth through training and development programs. When employees know they can advance their careers, they’re more likely to invest their time and energy into their roles.

Building Relationships and Team Integration

Encourage new hires to build relationships within the team. Organize team-building activities and encourage collaboration. Engaged team members are those who feel part of a supportive and inclusive work environment. Strong relationships with colleagues can significantly enhance their engagement and job satisfaction.

Recognition and Reward

Recognition is a powerful tool for engagement. Regularly acknowledge the contributions of new hires and celebrate their achievements. This recognition can be as simple as a shout-out in a team meeting or as formal as an award. Engaged team members are motivated by the appreciation and acknowledgment of their efforts.

Feedback and Continuous Improvement

Finally, solicit feedback from new hires about their experience. Use this information to continuously improve your onboarding process and overall employee experience. Engaged team members feel their opinions are valued and that their feedback leads to positive changes.

In summary, turning new hires into engaged team members involves creating a welcoming environment, setting clear expectations, providing growth opportunities, fostering team relationships, recognizing achievements, and valuing feedback. By focusing on these strategies, you ensure your new hires become motivated, productive, and long-term assets to your organization.

How to Maximize HR Performance with the Right HR Metrics

By
Vaishnavi K V
-
0
How to Maximize HR Performance with the Right HR Metrics

HR isn’t just about hiring and firing. It’s the heartbeat of any organization, influencing everything from employee satisfaction to overall business success. To truly maximize HR performance, you need more than just gut feelings; you need data. That’s where HR metrics come in. By tracking and analyzing the right metrics, you can transform HR from a cost center to a strategic business partner.

Understanding HR Metrics

HR metrics are quantifiable measures used to track and assess the efficiency and effectiveness of various HR processes. These metrics provide a data-driven approach to manage and improve HR performance. Common HR metrics include employee turnover rate, time to hire, employee satisfaction, and training effectiveness. By focusing on these key metrics, HR professionals can identify areas for improvement and implement strategies to enhance overall performance.

Why the Right HR Metrics Matter

Choosing the right HR metrics is essential. Not all metrics are created equal, and some may be more relevant to your organization’s goals than others. The right metrics provide insights into how well your HR strategies are working and highlight areas needing attention. For example, a high turnover rate might indicate issues with employee satisfaction or engagement, prompting a deeper investigation and targeted interventions.

Key HR Metrics to Track

To maximize HR performance, focus on the following key HR metrics:

  • Employee Turnover Rate: Measures the rate at which employees leave the organization. A high turnover rate can signal dissatisfaction or poor workplace culture.
  • Time to Hire: Tracks the average time it takes to fill a vacant position. Reducing this metric can lead to cost savings and increased productivity.
  • Employee Satisfaction: Gauged through surveys and feedback, this metric helps in understanding how happy and engaged your employees are.
  • Training Effectiveness: Assesses the impact of training programs on employee performance and skill development.

How to Maximize HR Performance

To maximize HR performance, use the data from these metrics to inform your HR strategies. Regularly review and analyze the metrics to spot trends and make proactive adjustments. Implementing HR software solutions can streamline data collection and analysis, making it easier to stay on top of your metrics.

Conclusion

Knowing how to maximize HR performance with the right HR metrics is a game-changer. By focusing on relevant metrics, you can gain valuable insights, improve HR processes, and drive better business outcomes. Remember, the key to success is not just collecting data but using it effectively to make informed decisions. Start today by identifying the right HR metrics for your organization and watch your HR performance soar.

Workplace Harassment: 5 Prevention Methods To Adopt

By
Melwin Joy
-
0
Workplace Harassment 5 Prevention Methods To Adopt

In the current global work scenario where employment in an MNC is based on individual capability, diversity is prominent. From changes in the traditional male-female ratio to the presence of all ethnic and cultural groups, the present companies employ people from all walks of life. One of the most common issues with this mixed recruitment is workplace harassment.

Workplace harassment, as the name suggests, is common no matter the industry. From casual teasing to sexual harassment and serious slandering to accused terminations, there are many types of workplace harassment going on in the industry.

It can be seen that if the organization does not take a serious and righteous stand in such cases it leads to repercussions. Serious issues can lead to lawsuits against the company making them lose money in litigations and ending in foreclosures.

Many laws protect employees in private, public, and governmental agencies in the present legal system. Federal laws like Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act provide support in workplace harassment cases. But still, how can you prevent harassment?

According to the Equal Employment Opportunity Commission (EEOC), there are five steps that any corporate business can follow.

  1. Leadership
  2. Accountability
  3. Harassment policies
  4. Complaint system
  5. Training programs

Let’s learn about them in brief.

Leadership

In any business organization employees from the top to bottom take responsibility to ensure fair work. People should refrain from harassing their co-workers in any which way – both casually and seriously.

A diverse company with employees from multiple ethnicities should consider people’s feelings. Each person from different background takes offense differently. Employees should take leadership to avoid derogation from each other. This approach should be a part of the overall strategy collectively.

Accountability

In a professional environment, accountability is critical. When it comes to workplace harassment, each employee should be accountable to uphold the best behaviors and moral ethics.

Either refrain from harassing each other or report the harassment to the right authorities. Appropriate responses should be taken against discrimination and harassment. You can create a harassment-free workplace if each person is accountable for their professional behavior.

Harassment policies

Each business organization needs to prepare a set of harassment policies for their employees unanimously. From the lowest staff to the top c-suits or board of director members must adhere to the policies without any scruples. It should also be conveyed to the members of the company and followed to the dot.

If possible, create policies in multiple languages for people of different nationalities to understand. You also need to revise, update, or change policies depending on the changes in related laws in the geographical location.

Complaint system

Any workplace harassment will remain hidden and cause serious issues later if there is no complaint system in the company. Such a system will allow the harassment to be reported in the earliest stages and can help the company mediate the issue. If the problem, can be solved then it must be solved immediately.

Else it can escalate to major proportions in the future. A separate wing of employees and c-suit members should be responsible for this system to avoid any form of bias who should receive, investigate, and resolve the issue.

Training programs

Any workplace harassment policies implemented by the company are ineffective without proper training. The company should conduct training programs that enlighten, train, or guide employees on how to tackle workplace harassment.

Regular, interactive, and comprehensive policy training will keep the employee updated on relevant workplace policies. Properly trained knowledge ensures that employees will refrain from such activities within the organization.

 

123...5Page 1 of 5

The HR Medium is an online media and information center covering strategic topics in human resources/leadership.

Quick Links

Categories

Policies

© 2024 The HR Medium c/o Anteriad | All rights reserved.