Globalization in Workplace

Globalization in Workplace

 

The full impact of globalization in the workplace has not yet been realized, but as more and more companies accept this trend and become more diverse, some changes appear. Although many of these changes are good, others may not be so positive. Small business owners learn that they need to adopt new policies and guidelines in order to keep up with these changes.

Increased Cultural Diversity

As globalization is becoming more prevalent, companies face a growing cultural diversity of the workforce. These changes require small and large companies to adopt new policies and guidelines for workers. This increase in cultural diversity has also brought many benefits, as companies get new ideas about different cultures in terms of management and marketing.

Earnings Changes for Workers

As more and more companies have access to foreign companies that offer outsourcing, the wages of many workers are changing. With a lower standard of living, third-world companies can offer their services at significantly lower prices than countries with a higher standard of living. This has affected many workers in the United States and other large countries, as more companies are embracing the trend of outsourcing. Although this means a higher rate of return for companies, it can also lead to lower earnings potential for employees.

Employee Diversity Training

Cultural, religious and ethnic diversity in the workplace creates the need for further employee training. To protect their companies and their new employees from discrimination, managers had to implement policies and train existing employees so that everyone could accept themselves. This has led to a greater understanding of other cultures and attitudes in some companies, while at the same time angering some employees who prefer a less cultural work environment.

Increased Workplace Standards

Companies in foreign countries, especially in third world countries, were supposed to adopt a more western standard in terms of greater safety at the workplace and higher standards of working conditions. This directly benefits employees who previously could work in unsafe or unsanitary conditions. Although conditions in some areas are still unsatisfactory, there has been a clear increase in concerns about worker safety, especially in large companies. In addition, concerns about child labor have improved the conditions for young workers in these poorest countries.

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Reference

McFarlin, K., 2019. The Effects Of Globalization In The Workplace. [online] Small Business - Chron.com. Available at: <https://smallbusiness.chron.com/effects-globalization-workplace-10738.html> [Accessed 9 July 2020].

Employee Discipline

Employee Discipline Defined

What exactly is employee discipline? According to the business dictionary, employee discipline is defined as the regulations or conditions that are imposed on employees by management in order to either correct or prevent behaviors that are detrimental to an organization.

The purpose of employee discipline is not to embarrass or degrade an employee. The purpose is to ensure that an employee performs in a manner that is deemed acceptable by the organization.

Negative discipline requires regular monitoring causing wastage of valuable time. In the negative concept of discipline, disciplinary action implies punishment Also punishment causes resentment and hostility. Satisfactory results cannot be obtained, however if discipline is perceived only in terms of control and punishment.

Before terminating an employee, a manager should review the personnel file and all relevant documents in order to determine if the termination is appropriate — and defensible in a subsequent lawsuit — given the facts and circumstances. In addition, he should also ensure that similarly situated employees have been treated similarly in the past. Some behavior warrants automatic dismissal.

These include those of:

i. Violent behavior or threats of violence

ii. Drug and alcohol use on duty

iii. Carrying a weapon on company property

iv. Disregarding safety rules and regulations

v. Theft, destruction of company property, or falsifying documents

vi. Insubordination

vii. Abandonment of job

So, in conclusion, invest in your employees by implementing appropriate policies and procedures. This also applies to other policies, not just the disciplinary policies that we focus on today. Take time to find a human resources specialist who wants to understand your business and reflect your culture and business goals in the policy you are creating. Review your disciplinary procedure; Are you sure you are up to date and profit from your business? Or is it just neglected? Correctly set up your HR as the policies, procedures and practical management of your employees, and watch for increased profits.

 

References

S, N., 2020. Employee Discipline: Meaning, Principles, Importance And Types. [online] Economics Discussion. Available at: <https://www.economicsdiscussion.net/human-resource-management/employee-discipline/31795> [Accessed 9 July 2020].

Hill, R., 2020. Employee Discipline In The Workplace: Procedures & Principle. [online] Study.com. Available at: <https://study.com/academy/lesson/employee-discipline-in-the-workplace-procedures-principle-quiz.html#:~:text=According%20to%20the%20business%20dictionary,embarrass%20or%20degrade%20an%20employee.> [Accessed 10 July 2020].

Workplace diversity

Working Environment ( Workplace diversity)

 

What is diversity in the workplace? 

Diversity in the workplace refers to an organization that intentionally employs a workforce comprised of individuals of varying gender, religion, race, age, ethnicity, sexual orientation, education, and other attributes. 

Diversity in the workplace leads to a plethora of benefits – both from an internal and external perspective. However, that doesn’t mean implementing diversity initiatives at work isn’t without its unique set of challenges. We’ll review both sides of the equation in the sections below. 

The benefits of diversity in the workplace

When you hire people from diverse backgrounds, nationalities, and cultures, you’re bringing a fresh array of perspectives to the table. This can lead to benefits like better problem solving and increased productivity. Think of it as a scavenger hunt: will you find more success by sending everyone on the team in the same direction? Or will you gather information more quickly by having a team that splits up strategically?

Employees are looking for space where they can grow, feel accepted, and be challenged. That’s why a company that embraces diversity will attract a wider range of candidates who are looking for a progressive place to work. As a result, diverse companies are more likely to attract the best talent. 

On the flip side, a company that also actively seeks diversity in candidates will have access to a wider talent pool. While you should always be selective about who you hire, being overly picky about traits that don’t matter will significantly decrease the number of people you can even consider. That’s why embracing diversity in background, thought, ethnicity, and other factors are key to finding good hires.

 

Workplace diversity leads to innovation. If you think about it, the correlation makes sense. If you have a homogeneous group of people, chances are that everything – from their thought patterns to life experiences to problem-solving skills – are likely to be similar as well. And sameness doesn’t lead to creative solutions. On the other hand, a heterogeneous group of employees will contribute unique perspectives that can lead to breakthroughs in thought.

Diversity and inclusion go hand-in-hand. When you create a work environment where employees see a representation of a variety of cultures, backgrounds, and ways of thinking, they’re more likely to feel comfortable being themselves. This, in turn, leads to happier, more productive employees. There are many studies that show diverse teams simply perform better and, as a result, bring in more profits. 

 

 

 

References

Lee, S., 2020. Diversity In The Workplace - Benefits And Challenges - Culture Amp Blog. [online] Culture Amp Blog. Available at: <https://www.cultureamp.com/blog/diversity-in-the-workplace-benefits-and-challenges/> [Accessed 9 July 2020].

Tapp, F., 2020. 7 Ways Diversity Creates A Happier, Healthier Workplace. [online] Birchbox United States. Available at: <https://www.birchbox.com/magazine/article/7-ways-diversity-happier-workplace> [Accessed 9 July 2020].

Safety and Health

What is a Safety and Health Management ?

A safety and health management system means the part of the Organization’s management system which covers:

• the health and safety work organization and policy in a company
• the planning process for accident and ill health prevention
• the line management responsibilities and
• the practices, procedures and resources for developing and implementing, reviewing and maintaining the occupational safety and health policy.

The system should cover the entire gambit of an employer's occupational health and safety organization. The key elements of a successful safety and health management system are:

1. Policy and commitment

The workplace should prepare an occupational safety and health policy programmer as part of the preparation .Effective safety and health policies should set a clear direction for the organization to follow. They will contribute to all aspects of business performance as part of a demonstrable commitment to continuous improvement. Responsibilities to people and the working environment will be met in a way that fulfills the spirit and letter of the law. Cost-effective approaches to preserving and developing human and physical resources will reduce financial losses and liabilities. In a wider context, stakeholders' expectations, whether they are shareholders, employees or their representatives, customers or society at large, can be met.

 

2. Planning

The workplace should formulate a plan to fulfill its safety and health policy as set out in the Safety Statement. An effective management structure and arrangements should be put in place for delivering the policy. Safety and health objectives and targets should be set for all managers and employees.

 

3. Implementation and operation

For effective implementation, organizations should develop the capabilities and support mechanisms necessary to achieve the safety and health policy, objectives and targets. All staff should be motivated and empowered to work safely and to protect their long-term health, not simply to avoid accidents. These arrangements should be:

• underpinned by effective staff involvement and participation through appropriate consultation, the use of the safety committee where it exists and the safety representation system and,
• Sustained by effective communication and the promotion of competence, which allows all employees and their representatives to make a responsible and informed contribution to the safety and health effort.

There should be a planned and systematic approach to implementing the safety and health policy through an effective safety and health management system. The aim is to minimize risks. Risk Assessment methods should be used to determine priorities and set objectives for eliminating hazards and reducing risks. Wherever possible, risks should be eliminated through the selection and design of facilities, equipment and processes. If risks cannot be eliminated, they should be minimized by the use of physical controls and safe systems of work or, as a last resort. Performance standards should be established and used for measuring achievement. Specific actions to promote a positive safety and health culture should be identified. There should be a shared common understanding of the organization’s vision, values and beliefs on health and safety. The visible and active leadership of senior managers fosters a positive safety and health culture.

 

4. Measuring performance

The organization should measure, monitor and evaluate safety and health performance. Performance can be measured against agreed standards to reveal when and where improvement is needed. Active self-monitoring reveals how effectively the safety and health management system is functioning. Self-monitoring looks at both hardware (premises, plant and substances) and software (people, procedures and systems, including individual behavior and performance). If controls fail, reactive monitoring should find out why they failed, by investigating the accidents, ill health or incidents, which could have caused harm or loss. The objectives of active and reactive monitoring are:

• to determine the immediate causes of substandard performance
• to identify any underlying causes and implications for the design and operation of the safety and health management system.

 

5. Auditing and reviewing performance

The organization should review and improve its safety and health management system continuously, so that it’s overall safety and health performance improves constantly. The organization can learn from relevant experience and apply the lessons. There should be a systematic review of performance based on data from monitoring and from independent audits of the whole safety and health management system. There should be a strong commitment to continuous improvement involving the development of policies, systems and techniques of risk control. Performance should be assessed by:

• internal reference to key performance indicators
• External comparison with the performance of business competitors and best practice in the organization’s employment sector.

Many companies now report on how well they have performed on worker safety and health in their annual reports and how they have fulfilled their responsibilities with regard to preparing and implementing their Safety Statements

Reference

Health and Safety Authority. 2020. Safety And Health Managment. [online] Available at: <https://www.hsa.ie/eng/Topics/Managing_Health_and_Safety/Safety_and_Health_Management_Systems/> [Accessed 9 July 2020].

Employee Training and Development

What is Employee Training and Development?

Training and development of employees is a constant effort of the company to increase the efficiency of its employees. Companies strive to train and develop employees using various training methods and programs.

 

Advantages of Employee Training and Development

Despite some of the disadvantages of investing in staff training, the benefits of such programs far outweigh them. Benefits include; 

1. Addressing weaknesses

If a business owner carefully evaluates his workforce, he can find two or more employees without specific skills. The curriculum provides an opportunity to instill the necessary skills for employees. In addition, the development program helps to expand the knowledge base of all employees.

At the same time, business owners can fill in the gaps and weaknesses in their organizations. Thus, each employee will be able to fill out his colleague and effectively solve any problems.

 

2. Improved performance of employees

An employee who periodically undergoes training is in a better position to increase his productivity at work. Thanks to the training programs, all employees are well acquainted with safety regulations and the proper procedures that must be followed when performing basic tasks. The training program also helps build employee confidence, as they will better understand the industry and the responsibilities of their role. 

3. Boosts company profile and reputation

Employee training is useful not only for employees, but also for the company. Conducting frequent training and continuing education programs is a way to develop the organization’s employer brand, which makes it the main consideration for key employees working in competing companies and graduates. A company that trains its employees will be more attractive to potential new employees, especially those who want to improve their skills.

 

4. Innovation

When employees receive regular training and upskilling, it adopts their creativity. The training programs help employees to be more independent and creative when they meet challenges in their work.

 

Common Training Methods for Employee Training and Development

Although there are new training techniques emerging every day, several common training approaches have proven highly effective. They include:

 

1. Orientations

Orientation training is crucial to the success of new recruits. It doesn’t matter whether the training is implemented through a handbook, a one-on-one session, or a lecture. What matters is providing new employees with information regarding the firm’s background, strategies, mission, vision, and objectives. Such training gives new employees an opportunity to familiarize themselves with company policies, rules, and regulations.

 

2. Lectures

Lectures are particularly efficient when the aim is to provide the same information to a large group at once. In doing so, there is no need for individual training and thus, savings on costs. However, lectures also pose some disadvantages. For one, they center on one-way communication, which leaves little room for feedback. Also, the trainer may find it challenging to assess the level of understanding of the content within a big group.

 

3. Computer-based Training

With this approach, computers and computer-based tutorials are the primary means of communication between the trainer and employees. The programs are structured in such a way that they provide instructional materials while also facilitating the learning process.

The core benefit of computer-based training is that each employee is given the freedom to learn at their own pace in their most convenient time. It also helps to reduce the total cost that an organization incurs in training its employees. Costs are minimized by reducing the training duration, eliminating the need for instructors, and reducing travel.

 

Learning 

Today, knowledge and skills are critical to all companies. Companies are valued based on their physical structure and intellectual capital. The easiest way to develop and improve the company's intellectual capital is to conduct regular training and development programs.

 In addition, the support of untrained employees costs the organization more than if well-trained people worked in it. Other benefits of employee training and development include improving employee productivity, enhancing a company's reputation, and addressing organizational weaknesses.

 

References

 

 Corporate Finance Institute. 2020. Employee Training And Development - Overview, Benefits And Methods. [online] Available at: <https://corporatefinanceinstitute.com/resources/careers/soft-skills/employee-training-and-development/> [Accessed 9 July 2020].

 

Employee Retention

What is an employee Retention?

Retention refers to various policies and practices that allow employees to remain in the organization for a long period of time. Each organization invests time and money in order to prepare a new member, turn it into ready-made corporate material and bring it to the same level as existing employees. The organization is completely lost when employees leave their jobs after undergoing full training. Retention of an employee takes into account various measures taken to retain a person in an organization for a maximum period.

 

Why is important employee retention for an organization?

Retention is a critical issue as companies struggle for talent in a tough economy. According to the Human Resource Management Society, an award for organizations that focus on employee retention is worth the time and investment. Increasing productivity, increasing productivity, increasing the morale of employees and improving the quality of work, not to mention reducing staff turnover, are all advantages for the organization.

 

How can retain employee?

Sometimes it can be difficult to know during an interview if someone is the ideal candidate for a position and your company. Respondents are often nervous and their true personality does not shine. However, it is essential to try to determine whether the candidate will appreciate the work and the culture of the workplace to reduce the risk of early resignation. This can be done by arranging more than one interview to make the interviewee less nervous the second time, or by taking a personality test as part of the interview process to see if they fit together. Be clear about what the job will entail and what you expect from a person in this position. This way there is no surprise for the new employee and he will be less likely to resign.

If you recognize and reward the achievements and accomplishments of your employees, they will not be motivated to repeat them. When an employee feels respected and attentive, they are more likely to stay in your company and you will reduce staff turnover.

Employees will work better when they feel challenged by their work. This does not mean challenging them in the sense that they are impossible or difficult, but doing the work that motivates them to resolve and find the best solution. If an employee is bored of work, they can start looking for work elsewhere.

Take time to have an honest conversation with yourself to identify areas in which you could improve and take actionable steps to bettering yourself. No manager is perfect, but you should strive to be the best you possibly can for your employees' well-being and happiness.

By improving your management style and technique you will have a better chance at retaining great employees and reducing turnover.

 

References

COOK, G., 2018. 7 Easy Ways To Reduce Employee Turnover. [online] Plecto. Available at: <https://www.plecto.com/blog/motivation/7-easy-ways-reduce-employee-turnover-foto/?utm_source=googleads&utm_medium=ads&utm_campaign=INT-GA-C-Plecto_DSA_Promotion-A-ANY-M-WW&utm_content=DSA&gclid=Cj0KCQjwupD4BRD4ARIsABJMmZ8UR1sIUMIlH8h3hyEkqmWNAo75gvdXDibWUV8es_qQ0BpCu9I3hDMaAh0-EALw_wcB> [Accessed 9 July 2020].

Recruiting new staff

Recruiting new staff

Hiring new employees is not an easy task. Qualifications, experience, special status, salary and related bonuses should be taken into account. The list of things to think about is endless. But this does not stop companies from hiring

Companies always hire employees. With all these recruiting activities, it can be easy to create a mess for the daily management of your business. For this reason, we have developed guidelines to make your hiring process as efficient and effective as possible.

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Tips For Hiring The Right Candidate

Whether you’re taking on one person or a whole new team, follow these steps for a smooth and successful hiring process:

1. Act fast

When the candidate answers, you must act quickly. The longer you wait to return to someone who is interested in working for your company, the higher the risk that competition will affect him.

2. Project your brand

Treat your talent employees like you would your customers – show them what’s so great about working for you and show that your business is an attractive place to work.

3. Avoid mistakes when hiring

 It is absolutely crucial to get the hiring process right, not just from a business perspective, but from a legal perspective. Ensure that the person handling your recruitment is experienced and has a sharp eye for detail so that you won’t be exposed to accusations of discrimination or lack of due diligence. This will avoid costly legal proceedings and a lot of embarrassment.

4. Dodge recruiting blunders

Ensure that your recruitment agency is experienced and won’t make costly errors. Having an external recruitment provider cause an issue is unlikely to be any less embarrassing or uncomfortable than if the mistake was made in-house.

5. Be clear on how you will go about recruiting

 Will the process be in-house or outsourced? Will there be a single point of contact within the business, or will recruitment be handled by a group of people? Having a clear process in place ensures all parties know where they stand and will enable those responsible for hiring to respond quickly to candidates, giving you the best chance at hiring the right person. 

6. Be transparent

If you’re going to attract the very best talent – and retain that talent – you need to be upfront and clear about everything: expectations, culture, the type of work available, salaries and bonuses. Any unexpected surprises could just put potential candidates off your business or see them jump ship shortly after joining you.

7.Have a plan for the interview stage

A clear process for assessing candidates is crucial to screening the most suitable talent. Again, it’s worth considering whether this is something that will be handled in-house or externally. If handled externally, ensure that your recruitment consultant has clear guidelines as to what you are looking for – they may be able to conduct a brief initial interview with candidates and narrow the focus of your search, so you can consider only the best. 

8.Ensure the recruiter understands the job spec

No one knows your team or the vacancy that you must fill as you do. That is why it is so important to provide a clear, detailed and accurate job description to the person who does your recruiting - especially if you hand over the work to an external recruiter. Make sure that they fully understand the specifics of the work, as the ability to accurately present your business to potential employees helps you find the person with the necessary skills and experience. The help of a reliable recruiting specialist with experience in recruiting personnel for your industry and familiar with the intricacies of the industry can be a good idea.

Hiring the right person is difficult for any organization, especially in a competitive environment in which many professions are involved. We hope that these eight steps will make recruiting efficient and clear so that you can successfully designate the right person for the job. A clear recruitment strategy and a reliable recruiting companion will not only improve the hiring process, but also give your business the spur necessary for its successful development in the long duration.

 

References

Sedgwick, L., 2020. 8 Steps To Successfully Recruiting New Staff | Clayton Recruitment. [online] Clayton Recruitment. Available at: <https://www.clayton-recruitment.co.uk/blog/8-steps-to-successfully-recruiting-new-staff-81432390419> [Accessed 6 July 2020].

Payroll

  Payroll

 

  Payroll is a list maintain by a company which includes all salary level employee details who get paid.  Total cost of overhead amount needs to be pay by employer is in payroll. Below are the key features        and process of payroll.

1.      Defining pay policy of salary, benefits and other welfare related    works.

1. Developing proper document that can be use as proof to ensure the salary payment. Developing pay slip.
2. Collecting other data for calculating salary. Such as food allowance transport and other essential allowances.
3. Calculating net salary by deducting statutory and non-statutory amounts.
4. Releasing employee salary
5. Depositing essential government payable for employees such as EPF, ETF with relevant procedures and fill in back.

 

In summary, we can say that payroll development includes receiving at what is due to the staff also called as ‘net pay’ after amending essential duties and other deductions.

The equation for manipulating the net pay
Net pay = Gross income- gross deduction

Where,

Gross income or salary = All kinds of consistent pay + allowances + any one-time compensation or benefit
Gross deduction = All sorts of regular deductions + constitutional deductions + any one-time deductions

Challenges in dealing payroll management procedure

The payroll procedure turns into struggling due to two key explanations.

1.The necessity to stay constitutional complaint

As stated earlier, non-adherence to constitutional laws can lead to levy of penalties and fines in the poorest situation may even threaten the survival of the business. Nowadays there are around innovative payroll management software that repeatedly procedures payroll in compliance with constitutional laws.

2.Dependence on various payroll inputs sources

Previously payroll can be handled, you need to get all the data together from sources such as presence register, transportation capability availed record, data from HR team like wage amendment data, etc., creating it a complex process. For frequent years HR and payroll officers were handling payroll on excel sheets, but excel sheets have problems like reliance on excel formulas for wage calculation, difficulty in totaling and eliminating work forces and other boundaries like manual data entry, trouble in mining information, etc.

 

Reference

greythr. 2020. What Is Payroll? Basics, Process & More | Greythr. [online] Available at: <https://www.greythr.com/complete-guide-payroll/#:~:text=Payroll%20is%20a%20list%20of,%2C%20leave%20encashment%20policy%2C%20etc.> [Accessed 6 July 2020]. 

Employee productivity

Employee productivity

 

Employee productivity (occasionally mentioned to as labor force efficiency) is an evaluation of the effectiveness of an employee or group of labors.

Productivity may be assessed in terms of the yield of an employee in an exact period. Typically, the productivity of a given worker will be evaluated comparative to a regular for employees doing alike effort. Since much of the achievement of any organization depend on upon the productivity of its workforce, employee productivity is a significant thought for businesses. 

 

Reasons for employee productivity go down

There are numerous explanations.

These includes:

• Low engagement. Employee impress their work doesn’t have an aim or that their hard work isn’t respected
• Weak communication and leadership. Poor leadership has a vast influence on employee productivity. The similarly goes for communication – a company only works if each part works together.
• Poor work environment. A work environment that isn’t a fit, mistreating and other energy-draining actions are key factors for lesser productivity at the workplace.
• Unsuccessful work setting. This contains all from slow processes to obsolete tech tools.

Way of emerging productivity

• Motivate open and honest relationship,

If people sense they can tell what they think, you rapidly get a more productive work environment. After all, your communication is straight and truthful.

• Maintaining well meetings. Your meetings can feel terrible. But completed accurate, they are a remarkable way to join with your peers. The point is to identify time to arrange meetings.
• Make it informal for people to get to recognize each other. Finally, if there are week barriers for people to get in trace with each other at your group, inner message will be smoother. To inspire people to get to know each other, arrange team programs and other social events.

So, believe your workers and let them make the conclusions. Plus, there’s an added advantage to you eliminate expensive structural hurdles

 

 Reference

WhatIs.com. 2014. What Is Employee Productivity? - Definition From Whatis.Com. [online] Available at: <https://whatis.techtarget.com/definition/employee-productivity> [Accessed 6 July 2020].

Aurik, M., 2018. What Is Employee Productivity? (+ The 9 Best Ways To Fix It) – Minute. [online] Getminute.com. Available at: <https://www.getminute.com/what-is-employee-productivity/> [Accessed 6 July 2020].