Investing in Employee's Holistic Wellness

Bangalore: When you hire a new employee in your organization from the first day itself you should start having high hopes from him / her. You want the employee to work hard using all his abilities and take the company to a new level of success. What happens when the employee feels sick and is unable to attend office? Won’t it be a headache even if he / she take a leave for one day? A planned leave is manageable but an unplanned leave often incurs loss.

Everyone knows ‘Health is Wealth’ but according to some people being healthy means only to look slim but they forget about the interior well being. Holistic wellness for employees is a very important topic these days. If employers start paying more attention towards the employees, organizations will be able to bring down its losses.

Ankit Agarwal on itsmyascent.com states that although organizations provide a number of benefits and facilities to the employees they also expose them to a stressful work environment. Work stress and mental pressure automatically creates a situation where it leads to poor concentration, reduced work productivity and irritability. It also makes employees suffer from diseases like neurotic disorders, anxiety and stress. So, if the organizations start developing a healthy workplace it can benefit them in the future and expect a positive growth from the employees.
 
HRs can play a great role in this because whenever an employee is unwell there is a break in their work consistency. So, you can ask them to take up a healthy practice and avoid falling sick. Even if the worker attends office they won’t be able to become much productive and this will affect the imposed deadline. It is seen that when an employee attends the office in spite of the fact that he / she is sick, chances of spreading the disease is more.

HRs can help the organizations adopt corporate health programs for employees like most of the countries such as UK and US. This is important because when an employee is physically fit and happy it reflects in the work they do and it ultimately helps in the growth of the company. Rather than incurring loss frequently it is better to adopt some precautionary steps.

BISHWA SRIVASTAVA
PGDM 2ND SEM
IIMT COLLEGE OF MANAGEMENT

Teaching Time: Training, Framing, Retaining, Sustaining

How is it that some learning initiatives work delivering messages which participants absorb and apply while others fail without generating business results wasting time and money in the process?
Read learning publications and you'll find that measuring return on investment in terms of behavioral and cultural change is a regular theme. But tracking results is a backward-looking, costly exercise that occurs after funds have already been spent.
It may help figure out what has and hasn't worked, but does not generally answer the question of why one approach proved effective and another failed. Devoting more attention to a thoughtful front-end analysis would generally prove more effective and save precious funds than relying on an ROI post mortem.

The Ethical Workplace

Stephen Paskoff is a former Equal Employment Opportunity Commission trial attorney and the president and CEO of Atlanta-based ELI, Inc., which provides ethics and compliance training that helps many of the world's leading organizations build and maintain inclusive, legal, productive and ethical workplaces. Paskoff can be contacted at info@eliinc.com.

Here's a list of steps to consider to assure learning success occurs before scarce resources are allocated.Training: The first issue is whether training is needed at all. By training, I mean an instructional process designed to explain a problem and then communicate information and build skills to fix it.
Too many decisions are made by analyzing what information needs to be received by participants without considering whether behavioral change and skills development are necessary. Content is then presented in a one-way passive process.
This is not training. This is publishing content. Getting individuals to watch videos and click through information screens is basically a communication initiative as opposed to a learning exercise. If that is all that is required, the process can be handled via a one-way release of memos, PowerPoint slides, short videos or other similar means.
Framing: To change behavior the learning purpose must be properly framed for the learner. Individuals are most likely to pay attention to content when it is positioned in a way that matters to them. Part of the learning process must convince them that the lessons are important. With all the data we constantly receive most of us just don't have time to focus on information that has no significance to us in terms of our jobs, or our own personal opportunities and risks. And, it's easier to discard information than it is to absorb and apply it. Just because content is important to the organization or the instructor doesn't mean that the learner will see it the same way.
Retaining: No matter how important a message or subject is, we can only remember so much. Here, organizations commit two major learning sins. First, too much is communicated. Content and skills should be examined with the idea of figuring out what is the least which can be presented rather than what is the most. Second, organizations often assume that by delivering messages only once a year or less that that is enough to get points across. It may be, but only for a limited-time period. Even critical themes risk being lost without being repeated. Cost effective and credible reminders are critical.
Sustaining: Too often we assume that learning is the responsibility of Learning and Development departments. That's only partly true.
On the job, leaders need to repeatedly model, communicate and apply what they have learned. If they themselves don't demonstrate that learning messages are important, those working with them will ignore them, too. Great leaders are most often great teachers; when they talk about, demonstrate and reinforce key learning messages they help remind their teams, and themselves, about what's important, why it's important and how to act in line with key learning themes. That's how key lessons change behavior and transmit from one workplace generation to the next.
When planning learning initiatives, consider training, framing, retaining and sustaining. That's the key to obtaining lasting business, behavioral and cultural results.

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Rohit singh

pgdm 2nd sem

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neelu kumari
pgdm 2nd sem

Last few days news regarding hrm

The Latest HR News

• Wednesday, May 01, 2013
  New OSHA initiative to protect temporary employees
  The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) has announced an initiative to further protect temporary employees from workplace hazards.
  View all Safety and Health News.
• Survey: Healthcare jobs declining with some exceptions; salaries flat
  America's changing healthcare industry is beginning to reshape the nonphysician healthcare workforce, with some jobs declining, others booming, and salaries flat.
  View all Hiring News.
• Tuesday, April 30, 2013
  AmEx’s safety, health, and wellness programs earn top prize
  American Express took the top prize in the 2013 Corporate Health Achievement Awards for its strong commitment to employee safety and health.
  View all Safety and Health News.
• Survey: Majority of business owners do not plan on hiring in the next 6 to 12 months
  A majority of business owners (70 percent) do not plan on hiring in the next 6 to 12 months, according to a recent survey. This is slightly up from last year’s results.
  View all Hiring News.
• Acting Labor Secretary Harris on ‘100 years of U.S. labor and employment relations’
  Acting Secretary of Labor Seth D. Harris recently spoke at American University in Washington, DC, on “100 Years of U.S. labor and employment relations” as part of the celebration of the centennial of the Department of Labor.
  View all Personnel/ HR Management News.
• FLSA: Supreme Court rules on class action cases
  The Supreme Court recently issued an important ruling regarding class action cases filed under the Fair Labor Standards Act (FLSA). In class actions under FLSA, members who want to join the suit must opt in. By contrast, in civil rights class action suits, like the one against Walmart now referred to as Dukes, all similarly situated employees are included unless they choose to opt out.
  View all Fair Labor Standards Act (FLSA) News.
   
  By : Sumeet .L. Barla PGDM 2ND SEM

Power shock for consumers

The power bills of a wide range of domestic consumers who use above 40 units are bound to go up by about 12 per cent from Wednesday. 

According to a revised tariff approved by the Kerala State Electricity Regulatory Commission (KSERC) on Tuesday for a year from May 1 to March 31, 2014, the revision for domestic consumers range between 10 to 50 paise a unit. On exceeding the 300 unit consumption limit, the consumers will enter a new gauging pattern. A seven per cent tariff hike has been approved for industries and the cost per unit will go up by about 50 paise.

Domestic consumers who limit their power usage within 40 units need pay only the existing rate of Rs.1.50 a unit. They will not have to pay the fixed charges either. The tariff for the first slab starting from 41 to 80 units has been fixed at Rs.2.20, from 81 to 120 units Rs.3, from 121 to 150 units Rs.3.80, from 151 to 200 from Rs.5.30, and from 201 to 300 units Rs.6.50. A uniform rate of Rs.5 has been fixed for consumers who use up to 350 units, Rs.5.50 for 400 units, and Rs.6 for 500 units. The rate per unit above the 500 unit limit is Rs.7.

The power charge for lift irrigation, pumping, and dewatering of farmers engaged in cultivating grains, vegetables, fruits and pulses will remain as Rs.1.50 a unit. The same rate will be applicable for orphanages, institutions run for the differently-abled and the terminally-ill. They have been exempted from the payment of fixed charges too.

The commission has carved a new group for farmers using the latest technology in tissue culture, mushroom farming, floriculture, and such others. They will get power at Rs.2 a unit. Different rates have been fixed for production-oriented and IT-enabled service units such as Akshaya and computer consultancy service units with SSI registration. The energy charge of industrial units has been fixed at Rs.4.60 and for IT-enabled units Rs.5 a unit.

The tariff for places of religious worship, government, aided or private educational institutions, libraries, government hospitals, X-ray units, laboratories, and mortuaries attached to government hospitals and those registered under the Charitable Societies Act has been put at Rs.5.10 up to 500 units and Rs.5.90 above 500 units. The tariff for private hospitals, clinical laboratories, X-ray units, and such others is Rs.5.50 up to 100 units and Rs.8.50 above 500 units.

The fixed charge of display lighting, hoarding, external illumination of buildings for publicity, and sales promotion purposes has been fixed at Rs.500 a month power charge at Rs.12.50 a unit.

As per the board estimates submitted before the commission for 2013-14, the board projected an income of Rs.8,478 crore and expenditure of Rs.11,237 crore. The revenue deficit was put at Rs.2,759 crore. Proposals were furnished for realising Rs.1,574 crore through tariff revision.

The commission approved expenditure worth Rs.9,546 crore and income to the tune of Rs.8,496 crore. A revenue deficit of Rs.1,050 crore was approved by the commission and consented to make up Rs.650 crore through tariff revision.

BISHWA SRIVASTAVA

PGDM 2ND SEM

IIMT COLLEGE OF MANAGEMENT