Posted on : 2023-01-09 03:19:55
Article : Good morning, Monday Management solution for TASK 224- While we may accumulate better understanding of working with a multigenerational workforce over the years, it is important for us to validate our hypothesis and keep an open mind.
If you could read the Friday TASK 224 then this Solution part offers more connectivity and relevance. The chief people officer of General insurance company expresses that Implementing a new initiative may not necessarily have to involve extra costs, on ensuring not too much strain on the HR budget in doing so. If we take this company’s compressed working schedule arrangement (CWSA) as an example, it was an agile approach to allow their people to achieve greater work-life integration and drive higher productivity without incurring an additional HR budget. Based on their survey among people managers and teamwork, Accountability among their people have only increased.
Despite these initial challenges, the ROI gained from these initiatives has proven worthwhile. This ROI is measured and tracked both quantitatively and qualitatively, providing employees with the opportunity to give their feedback either anonymously or in full transparency.
One of the ways this is done is through the tri-monthly Pulse Survey, which measures key metrics such as the employee net promoter score and engagement rate to gather feedback on strategic alignment, values, and more. The survey's latest results have recorded a high engagement rate from employees, with positive and encouraging trends. Additionally, there is Amber, an AI chatbot, which acts as the CEO's virtual assistant, and seeks employees' feedback throughout their journey with the company. Since its launch in February 2019, Amber has reached out to more than 600 employees, with 81% of those who responded giving positive feedback.
Concluding this we share a piece of advice on the pitfalls to avoid when catering to the different of their generations' wants and needs: "Never make assumptions! It is always important to validate your hypothesis in the development of HR policies. "While companies may accumulate better understanding of working with a multigenerational workforce over the years, it is important for them to validate their hypothesis and keep an open mind."
While is this is one way of modulating HR rules companies in different geographic and other industry sectors also implement near similar HR rules but as flexible working hours. In case of a Public transport operator from Malaysia they have offered flexible work hours, that benefited work-life of many employees. One such employee is Senior HR Officer, who once had to take care of her critically ill father, and most recently, her new born son. In those days, the company had standard working hours and due to the inflexibility of this, she was constantly faced with the challenges of being there for her father, and son, while committing to work as well.
However, with the flexible work scheme in place, this Senior HR officer who represents the working parent’s demographic is now finally able to successfully fulfil her duties at home and in the office. She shares: "with this flexible working hours, I have the option of reporting to work later and making up for it by ending work later in the evening to tend to my son’s needs when necessary. I was also able to be there for my late father when he needed me and ensured that he always had someone present to look after him."
End point- HR wing of the companies better could understand that “When people know that we are genuine in helping them, they will be more open to speaking up, and in return, we will be able to find more creative ways to implement initiatives that really matter to them”.
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