During almost all our Prevention of Sexual Harassment at Workplace training, we observe that there is a lot of anxiety that there could be serious misuse as only women are afforded protection under the PoSH Act. What is important to note is that the law is put in place to offer a mechanism to give redressal to one gender but in itself does not favour only one gender. Let’s understand 7 key aspects of the POSH law and PoSH policy which are important for every employee.
How would you define employee engagement in your organisation? Is it high or low? Is it purpose-driven or mandate-driven? Where or whom do we go to when we need employees to be engaged? Mostly the answer would be HR. In our guest article, we throw some light on where to focus efforts to build employee engagement.
However cliche it may sound, change is in fact, the only constant with varying speeds. It’s a time requiring us to think differently about how we lead others. We must revisit ways to strengthen our workplace culture, engage more authentically with employees and neutralise the impact of uncertainty with clients. Here are a few ways to help your team navigate uncertainty:
Online sexual harassment is in a way a kind of ‘invisible harassment’ as only the aggrieved employee experiences the impact. The first step to prevention is to identify the harassment and then guide the employee towards redressal. What can HR do to help?
The role of managing people should not rest wholly on the HR department. Every level of the organisation has to be involved. Leadership should play an important role, as should the managers. Here are a few HR skills managers can adopt to help the smooth running of an organisation.
Even as work culture and dynamics continue to change rapidly, HR professionals are more and more involved in promoting business goals. The pandemic has not only speeded up some of the changes in the workplace which had already begun but also brought about some new aspects and dilemmas for organisations. Here are the top 3 things to incorporate in HR policies in 2021…
Aligning itself with a company’s strategic needs is not only a matter of necessity but also a matter of urgency for HR teams. Therefore, HR functions will accordingly need to step up to become a business partner and a support system in the true sense to not only maintain productivity and keep teams on track but also to support the business itself to achieve specific goals. Here are a few critical points for HR professionals to ensure teams stay on track and achieve goals in uncertain times.
The skills a manager needs to hone have always been seen as generic and ambiguous, but in reality, there is a definitive skill set which needs to be practised to excel in the role. Ultimately, the way you choose to manage your team members will have a direct impact on their performance and overall productivity.
Despite the ability to do work at any place and any time, we are still slaves to routines that were put in place before the pandemic. For any employee, senior or junior, to be successful in the new way of work, they will first need to unlearn certain hard-wired lessons. Here are six areas to unlearn which will help your employees adapt to new ways of working with speed and precision:
To succeed in a leadership role, one must also keep in mind what they should avoid doing at any cost. Here are seven habits to change or it will mark you as a highly ineffective leader.