Shaping the World of Work
Welcome to this month's edition of HR Insights & Updates, your source for the latest news, trends, and best practices in the HR industry.
In this edition, we are focusing on the impact of remote work on HR policies and procedures.
The past year has seen a rapid shift towards remote work, and HR departments have had to adapt quickly to this new reality. And for most companies employee well-being is paramount and is expressed in multiple ways: employee benefits aimed at providing flexibility, reaching out to staff with humane approach, heart-to-heart communication and more.
HR professionals can tell you for free that this is an interesting time to be in the job of attracting, retaining, and engaging top talent. Due to the massive disruptions that are here to stay in these economically volatile post-pandemic times, work has become more challenging than ever before.
Due to these, fundamental changes, employee well-being needs a complete revisit and special attention.
Comparison of WFO & WFH
Here are some key considerations for HR professionals navigating this shift:
1. Employee engagement and flexibility: WFH is clearly not stopping soon, hence it’s imperative that companies inculcate remote and hybrid work scenarios in their workforce planning. Most workers will happily turn down jobs if there’s no availability of the options of remote/hybrid work to employees. Hence, the onus is on the HR manager to create new avenues to make work exciting, whilst also leaving the choice of remote/hybrid work on the table when offering a job offer.
With remote work, it is more important than ever to find new ways to engage and support employees. This might include virtual team-building activities, online resources for mental health and well-being, and flexible work arrangements.
2. Communication and collaboration: Remote work can create communication and collaboration challenges, and it is essential for HR to find new ways to facilitate these critical functions. It’s also imperative for the organization’s management to provide an insider look at world events and significant developments through the employee communication portal. Team leaders should also use the many popular collaborative tools to communicate constantly and maintain a sense of community. This might include virtual meetings, project management tools, and clear expectations for communication and collaboration.
HR departments should be proactive in creating initiatives that support these areas, such as small cross-functional team competitions that foster a sense of community and drive company betterment.
3. Legal compliance: Remote work can introduce new legal and compliance challenges, including issues around data privacy, employment laws, and workplace safety. It is important for HR to stay up-to-date on these changes and ensure that policies and procedures are in line with the latest regulations.
4. Technology and infrastructure: Remote work requires access to reliable technology and infrastructure, and HR should work with IT to ensure that employees have the tools and support they need to be productive and successful.
Employees will need to upgrade their skills, learn new digital technologies, and continuously expand their domain knowledge. It is the responsibility of organizations to provide ample opportunities for employees to discover their passion in their work. HR teams should be able to facilitate job transitions within the company if necessary to promote employee satisfaction and enable them to effectively express their talents.
The comparison between WFH & WFO is very important. Companies must decide how to marry these two work concepts to produce the best results for themselves.
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HR Word of the day
Career plateau: Occurs when an employee has reached the highest position level he or she can possibly obtain within an organization and has no future prospect of being promoted due to a lack of skills, corporate restructuring or other factors.
Emerging HR Trends to Watch Out for in 2023 and Beyond
What does the future of work look like? This is probably the most prevalent question in the HR and work domain in recent times.
Several other companies initiated a hiring freeze till 2023, sending waves of uncertainty and leaving Human Resource professionals with piles of work on their desks – to ensure that outgoing employees navigate their transition smoothly and implement improved internal conditions for the remaining team members.
While experts credit the global economic downturn for the massive layoffs actions, it does stir up other mind-blogging concerns. Are skills no longer sufficient to hold one’s job, or is there a global dearth of required skills? Are young talents not living up to expectations? Whatever may be the case, one thing is certain, HR professionals have a lot of work to do.
Recommended by LinkedIn
Know your rights: Labour Law Segment
(Features content from the Nigerian Labour law)
Any person who requires any other person, or l permits any other person to be
required, to perform forced labour contrary to the Constitution of, the
The Federal Republic of Nigeria shall be guilty of an offence and on conviction shall be liable to a fine not exceeding N1,000 or to imprisonment for a period not exceeding two years, or to both.
Ask HR Segment:
What rights does a woman have during maternity leave?
Answer:
If you have been in employment is said company for 6 months & more, you are entitled to 50% of your salary for the duration of the maternity leave.
Also, under section 54(4) of the labour act, employers are prohibited from terminating the contract of any female worker who is absent due to maternity leave or remains absent for work for a longer period as a result of illness that arose from birth complications which renders her unfit to work.
Have a question? Submit it here 👇
Faces of HR
Meet JMB. Even though his LinkedIn current role reads HR Generalist at Konga Online Shopping Ltd, JMB has proved that he cannot be boxed in. He is focused on revitalizing the HR industry by driving conversation geared towards career progression, employee engagement & culture formation whilst handling founder & lead consultant duties at Dear HR consulting.
He is currently building The Oga HR Show which is focused on sharing tidbits of HR focused content or not? We'll definitely find out soon.
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