HOW TO MANAGE MULTI GENERAL WORKFORCE

 

 

figure 1: source google content (123RF.com)

Introduction

Each generation of professionals has its unique work methods, approaches, and experiences. Leaders understand disparities among employees of different generations in communication skills, flexibility, technical skills, and cross-departmental collaboration, to name a few. The name of the generations, such as, the silent generation, baby boomers, generation X, millennial, generation Z. After recognize can consider how managing multi generational workforce at the workplace (LaPlante, 2017).

Educate your Team

Make it a priority to educate your staff on the benefits of inter generational workforce as well as the issues that can occur. Make it apparent that you're aware of the difficulties, but that you're working hard to find new ways to collaborate and unite your team behind this goal.

 

figure 2 : source google content (Freddawson.com)

Establish Respect

Understanding and accepting that other generations are different from yours is essential to appreciating and collaborating with them. Different people require different things from a boss, therefore disregarding these distinctions or treating everyone the same would invalidate specific reports. Talk to your direct reports to find out what inspires them, what unique experiences they've had, and what work methods they favor.

Focus on the Big Picture

Knowing how each team member contributes to the company's overall achievements and goals allows for more meaningful recognition and gratitude. Despite having diverse approaches, reminding yourself and your team that everyone is working toward the same goal generates a sense of togetherness. This allows you to come together as a group to celebrate victories and work through problems.  

Learn from one another

Managing a team necessitates having the humility to ask questions and learn what your various reports require. Develop mutual mentor ship within your team and allow your mentees to share input on a regular basis.

Fight age bias and stereotypes

Different groups are simple to generalize. A baby boomer, for example, may perceive millennials as tech-obsessed or lacking in interpersonal skills. Boomers may appear rigid and unyielding to Gen Z. Everyone is different. 

Offer flexible Solutions to Diverse needs

Individuals can discover the work style that best meets their needs by having flexible hours, work-from-home choices, or customized work places. Providing opportunities for personal development and flexibility is a low-cost method to address a number of employee needs.

Don’t overlook the similarities

Regardless of how severe the differences look, research reveals that there are more commonalities than differences between generations. After all, most employees simply want to be happy and respected at work, earn fair compensation, achieve, and improve their quality of life.

Conclusion

While there are various strategies for dealing with workplace age diversity, the most essential thing you can do is listen. Most people simply want to be heard, and you'll be able to provide them with the tools they need to perform at their best.

References

Disselkamp, L., 2013. Workforce Asset Management Book of Knowledge. 1st ed. New Jersey: John Wiley & Sons.

LaPlante, A., 2017. Managing The Hybrid Workforce: Are You Ready To Have Coffee With A Bot?. [Online]
Available at: https://www.forbes.com/sites/centurylink/2017/09/27/managing-the-hybrid-workforce-are-you-ready-to-have-coffee-with-a-bot/#488d4914ee91
[Accessed 16 Dec 2021].

 

 

HOW TO IMPLEMENT GOOD HEALHT AND SAFETY IN THE WORK PLACE

 

 

figure 1: source google content (sahealth.sa.gov.au)

The Health and Safety at Work Act is a piece of legislation that establishes the basic concepts of workplace health and safety. It imposes a wide variety of obligations on the employer, including taking all measures "to the extent reasonably practicable" to prevent or limit workplace risk (Falkenburg & Schyns, 2007).

Have A Written Policy

If you have five or more employees, you merely need a documented policy under the HSWA. Even if you don't employ many people, having a written one is a good idea because it forces you to thoroughly examine your business's risks and put steps in place to mitigate them. It will include a general statement about health and safety and how you plan to manage it, as well as information on who is accountable for health and safety in your company and what you've done to prevent or eliminate hazards. The policy should be reviewed at least once a year, and more frequently if necessary.

Have a Proper Training Program

Ascertain that all employees have received health and safety training. Make it a part of their introduction so they know it's a top priority from the start. You should examine this on a regular basis, and employees should receive refresher training when new policies are enacted.

figure 2 : source google content (tutorialspoint.com)

Get the Write Equipment

Having a health and safety policy is a significant step in the right direction, but you also need to make sure you're addressing the risks you've identified. Ensure that your employees have the tools they need to accomplish their duties correctly and securely. It's also crucial to have the necessary signage and training in place so that equipment is used correctly and errors are avoided.

Lead from The Top Down

The foundation for good health and safety is laid at the top. Ensure that all of your employees receive regular training and that you are up to date on the newest legal developments. You'll establish a reputation as a caring and conscientious employer if you take a proactive approach to health and safety, and your employees will follow suit.

Offer an Occupational Health Scheme

Occupational Health practitioners are qualified to assist your employees if they require additional support or evaluation following a workplace accident, injury, or sickness. Everyone is protected by working closely with HR and outsourcing to a company that specializes in Occupational Health.

figure 3. source: youtube-(Good Health and Safety in The Work Place)

Conclusion

This report aims to improve mine health and safety and ensure that all workers return home each day to their friends and families. The goal is to combine improvements in occupational health and safety with support for innovation and increased productivity in the sector.

References

Falkenburg, K. & Schyns, T., 2007. Work satisfaction, organisational commitment and withdrawal behaviours. Management Research News.

Manjoo, F., 2013. How Google Became Such a Great Place to Work. [Online]
Available at: http://www.slate.com/articles/technology/technology/2013/01/google_people_operations_the_secrets_of_ the_world_s_most_scientific_human.html
[Accessed 15 Dec 2021].

Transport Initiatives Edinburgh, 2007. Edinburgh tram network. Final business case.

 

 

KEY FACTORS TO SUCCESSFULLY IMPLEMENT A HUMAN RESOURCE INFORMATION SYSTEM

 

figure 1: source google content (shutterstock.com)

A rising number of HR professionals are opting to upgrade their record-keeping practices by converting to Human Resource Information Systems in order to reduce paperwork and gain easier access to information (HRIS). HR professionals must carefully plan how HRIS will be incorporated into their organization in order to ensure a smooth transition with as little disruption as possible to the organization's day-to-day operations. When installing HRIS, there are a few things to bear in mind (Deckop , 2006).

Involve Everyone

Management and all employees must work together for a successful deployment. To accomplish this, HR must ensure that the benefits of HRIS are communicated to all people of the business and across all departments. These include Finance, Payroll, IT, Recruiting and Benefits, in addition to consulting senior management. Because the benefits and ways in which HRIS will be used may differ by department, HR should consider personalizing the system's communication and implementation to each department.

Assess Risks

When attempting to install an HRIS, HR professionals must be aware of any potential stumbling obstacles. They must be aware of any potential resistance from some members of the organization, particularly those who are averse to change. HR should also be aware of any other potential roadblocks to a successful adoption. This form of foresight can help to cut down on the time and money it takes to fix problems when they develop.

Adopted an Appropriate Methodology For Implementation

Implementation approaches entail giving content while creating a project plan, and the methodology is delivered by the project plan itself. Before going into more detailed tasks, an implementation process involves higher-level planning. In the long term, a detailed and well-thought-out approach prevents rework.

Carry out a Business Process Overview, and Clearly Define Your Requirements

A Business Process Overview, or BPO, is the process of mapping out data sources, interfaces, and procedures with other software that the firm uses. As a result, HR will be able to better integrate their HRIS with other software and assure interoperability. 

Understand the Data and Clearly Define Requirements

The data recorded in an HRIS is only as good as how the data is used. HR should have a thorough grasp of their present record management system, as well as their current data requirements, in order to identify how the same information will be captured, tracked, and accessed utilizing the new HRIS.

Conclusion

Many different types of human resources information systems exist, and these systems have helped many organizations throughout the world succeed. Organizations can use information systems to save time, money, and energy in their operations and management. These technologies have supplied enterprises with a big database inventory to store and preserve all information.

References

Christensen, C., 1997. The innovator's dilemma: When new technologies cause great firms to fail, Boston: Harvard Business School Press..

Deckop , J. R., 2006. Human Resource Management Ethics. Greenwich: Information Age Publishing .

 

 

CONFLICT MANAGEMENT TECHNIQUES AND BEST PRACTICES

 

figure 1: source google content (shutterstock.com)

Understanding that everyone is different is one of the most essential abilities to put into practice when it comes to dispute resolution. We must have compassion, understanding, and the correct attitude when dealing with conflict because how we feel about a situation will be very different from how someone else feels (Tannenbaum, 2020).

Raise Conflict Awareness

Determine the source of the disagreement. You can make the greatest decision on how to manage the issue and discover the best solution after you understand where the problems are coming from. Bring all of the parties concerned together to inform them of how the matter will be handled and how it will be handled fairly.

Take A Considered and Rational Approach

Begin by establishing all of the conflict's facts. What is the source of the problem? Who are the people who are involved? What caused the situation to escalate to the point where assistance was required? Remove any emotional attachment to the situation in order to have a better grasp of what has occurred and piece together the facts you want.

                               

 figure 2: source google content (courses lumenlearning,com)

Investigate the conflict

Take in as much information as possible from both parties, set aside the time necessary, and examine the concerns. Don't make any decisions until you've heard both sides of the story.

Determine who else may have been involved, what triggered the conflict, and how individuals are feeling now - and how they felt before the conflict. Take the time to listen to people on a personal level, find a method to understand their perspectives, and summarize what they've said back to them so you can feel confident that you have what you need.

Finally, attempt to figure out whether there were any underlying reasons of conflict, such as a previous complaint you weren't aware of, that weren't immediately apparent.

Determine How The Conflict Can be Tackled 

After hearing everyone's ideas on how to best resolve the problem, come up with a solution. You want to make sure that everyone has been heard, but you also want to create a system that rewards resolving the problem rather than letting it go unnoticed.

Make Certain Everyone is Heard

Allow everyone an opportunity to talk about the problem, but most importantly, attentively listen to what they have to say about it. It's critical to have a cheerful and forceful demeanor throughout the conversation. Set ground rules if necessary.

source: you tube - conflict management

Conclusion

Consider what measures you would take if you knew it was going to happen, and then add some long-term remedies to the mix to prevent it from happening again.

References

Anon., 2013. What Every Coach Needs to Know to Build a Motivated, Committed & Cohesive Team.. In: Championship Team Building. s.l.:s.n., pp. 62-67.

Mutuku, C., K’Obonyo, P., Awino, Z. B. & Musyoka, M., 2013. Top Management Team Diversity, Involvement Culture and Performance of Commercial Banks in Kenya. In: DBA Africa Management Review. s.l.:s.n., pp. 70-80.

Tannenbaum, S., 2020. Managing teamwork in the face of pandemic: evidence-based tips, New York, US: Group for Organizational Effectiveness.

 

 

HOW TO PROMOTE CORE VALUES IN THE WORKPLACE

 

 

figure 1:source google content (clipartmax.com)

Core principles must be more than simply words to inspire the appropriate habits in your company. If you can't translate your values into actionable steps and examples, it can lead to a sense of inauthenticity, which is worse for employee engagement than not having them at all (Joneslanglasalle, 2020).

Make Your Values Visuals

Making essential values visible in the workplace, such as in high-traffic places like reception, break rooms, and conference rooms, helps to keep your beliefs and expectations in the forefront of your mind.

Hire (...or not) Based on Your Values

While experience and skills may be learned on the job, values are more difficult to impart, and hiring the incorrect person might cause more harm than good. Creating a list of questions to examine a candidate's cultural fit with your company can help you avoid employing someone who doesn't share your basic values. It's also a good idea to share your ideals with the outside world in order to attract new talent. If you can show that your company cares about its employees and that it is clear what is expected of them, the appropriate candidates will be drawn to your company and desire to remain longer.

Employee Training

To ensure that your core values are remembered, set aside time to train your employees on what they mean and how they translate into required behaviors. If you're teaching an existing staff on freshly defined core values, consider incorporating training into personal development sessions. This can assist them in connecting the values to their current work performance, as well as provide an opportunity for growth and self-improvement in accordance with the new ideals.

Consistently Communicate Values

At every opportunity, company leaders should communicate their basic principles. Everyone will have a clear grasp of the behaviors that will be rewarded by sharing anecdotes and constantly applauding individuals who live by these values in every section of the organization. Equally important, any contradicting behaviors displayed by employees should be addressed and controlled appropriately.

Everyone in your company should be leading the way in promoting your fundamental principles. Encourage employees to publicly question decisions or behaviors that do not correspond with corporate values.

Recognize and Reward Values

Publicly praising employees who display your corporate principles in their work can do more than just please that individual; it will also serve as an example to other team members, encouraging them to follow suit.

source: youtube -corevalues

Conclusion

Core values indicate an exceptional degree of excellence and service, particularly when found in a company's personnel, and thus translate to the company's overall level of quality and service delivered to clients. To build and foster a work environment where fundamental values are...well...valued, specialized and directed recruiting and training initiatives are critical.

References

Joneslanglasalle, 2020. 5 tips for managing workplace disruption during the coronavirus pandemic. [Online]
Available at: https://www.joneslanglasalle.co.jp/en/views/5-tips-for-managing-workplace-disruption-during-the-coronavirus-pandemic
[Accessed 12 Dec 2021].

Workplace Gender Equality Agency, 2016. Workplace Gender Equality Agency. [Online]
Available at: https://www.wgea.gov.au/learn/about-workplace-gender-equality
[Accessed 14 Dec 2017].

Yee, L. et al., 2016. Women in the Workplace, s.l.: McKinsey & Company.

 

 

 

EFFECTIVE RESPECT AT WORK PLACE

 

 

figure 1:source google content (legacycultures.com)

Respect is the behavior of treating others with esteem and decency. Regardless of personal feelings, a polite attitude should be the norm in the workplace. Employers and employees alike must demonstrate respect for one another and their colleagues. As an employee, you can demonstrate respect for your coworkers and managers by paying them sufficient attention, listening to their perspectives, and speaking with kindness (Dubois, 2004).

Reduce Stress

Stress reduction is especially crucial for employee health in the workplace. Employees who are less stressed and appreciated are more comfortable sharing ideas and collaborating with their coworkers to achieve their objectives. Workers' health benefits from increased respect and less stress on both a mental and physical level.

Increases Productivity and Collaboration

Employees with higher respect have more opportunities. When you appreciate your coworkers, you seek their assistance and solicit their opinions on a variety of difficulties and topics. Work gets done faster and more efficiently as a result of more inventive solutions and improved teamwork. A project becomes an opportunity for both parties to learn from one another and improve their talents.

Improves Employee Satisfaction

Collaboration and productivity, when combined, result in a great work environment with happy employees. Employees can be satisfied with their work and feel proud of what they have accomplished at the end of the day. Employees who are happy with their jobs are more likely to want to stay with the company that values them and look for opportunities to progress or grow their careers. Employees who are happy with their jobs are more inclined to apply for internal promotions and to lead their teams with the same respect and care that they have learned to appreciate. Low turnover means less money and effort is spent on training and on boarding new employees.

figure 2: source google content (questionpro.com)

Creates A Fair Environment

A chance for employees to demonstrate their talents and knowledge, regardless of their background, is one of the most significant things a business can provide. People are less likely to play favorites when there is respect, and everyone has a chance to be heard. A fair chance is effective because it allows employees of various types to engage.

source: youtube - respect in workplace

Conclusion

Workplace stress, issues, and confrontations are reduced in a courteous setting. It aids in the improvement of teamwork and communication (Van Tiem, 2003). Respect contributes to the development of a positive culture, which boosts employee satisfaction by making them feel pleased and motivated while at work.

References

Dubois, F., 2004. Competency-Based Human Resource Management. 1st Edition ed. New York: Davies - Black Publishing .

McCourt, W. & Derek, E., 2003. Global Human Resource Management: Managing People in Developing and Transitional Countries. Cheltenham: Edward Elgar.

Van Tiem, M., 2003. Human Resource Management. Cape Town: Oxford University Press.

 

 

HOW TO BUILD A SUCCESSFUL WORK TEAMS

figure 1: source google content. Potential.com

Introduction

Choosing, developing, and growing a good team reflects your genuine leadership abilities so if you are dissatisfied with your staff, you may want to examine your own decision-making process to see what needs to be fixed. To maximize your teams' potential and enable them to progress within your organization, you may develop a dedicated plan that ensures you hire the appropriate people and provide them with the tools and support they need to succeed (Richmond, et al., 1994).

 Ensure Transparent Communication

Transparency requires continuous improvement at every layer of your organization's communication channels. From how your team members discuss assigned work to how they feel about speaking up in a meeting with their supervisors, open channels of communication enable you to identify gaps that need to be filled.

 Perfect Your Hiring Process

You retain the majority of control if you develop an impenetrable hiring and on boarding              procedure that minimizes the danger of employing the wrong person for the job.

figure 2 : source google content.thebalancecarreers.com

Focus On Diversity

If you discover that you are always employing the same "template" hiring procedure, you can consult a disability employment services provider to establish a more inclusive work environment and recruit people that meet your needs without necessarily matching a "type." These professionals are there to guarantee that each employee receives adequate assistance and direction as they adjust to their new position, and that you can assist them in flourishing in their new role as they contribute to your company's culture.

 Stay Clear In Setting Goals

When a project needs to be completed, each team member must understand precisely what their role includes, each milestone they must meet, and the overall project's final aim. Without a methodical approach to goal planning, you run the danger of overworking and underutilizing some of your team's most valuable talents. Those who work excessive hours may sacrifice the quality of their work in order to reach a deadline, while those who are unsure about their job will be unable to perform at their best.

 Offer Continuous Learning Options

Transparent communication is also a critical component of this expanding strategy — you should encourage all of your staff to share their knowledge and abilities with others. Mentorship programs should be rewarded, and planning seminars and lectures, as well as attending conferences, should all be included in your strategy for business growth. By investing in your staff and allowing them to increase their knowledge base, you can fortify your business's backbone.

figure 3 :source .youtube- (how to build a great team)

Conclusion

Effective collaboration is critical to success. Effective organizations require teams that are high-performing and capable of communicating effectively. As a supervisor or manager, you can make a difference by developing strong teams and promoting collaboration.

References

Anon., 2013. What Every Coach Needs to Know to Build a Motivated, Committed & Cohesive Team.. In: Championship Team Building. s.l.:s.n., pp. 62-67.

Mind Tools Editorial Team, 2014. Understanding the Stages of Team Formation. [Online]
Available at: https://www.mindtools.com/pages/article/newLDR_86.htm
[Accessed 12 Dec 2021].

Richmond, V. P., Byham, W. & Dixon, G., 1994. How 20 World Class Organisations are Winning through Teamwork. San Francisco: Iossey Bass .