Implementing Strategies to Protect the Workforce against the Kraken COVID-19 Variant in Pakistan

Strategies to Protect the Workforce against the Kraken COVID-19 Variant in Pakistan

The Kraken variant of COVID-19, also known as B.1.1.7, is a highly transmissible strain of the virus that was first identified in the United Kingdom. It has since spread to other countries, including the United States. Public health officials are concerned that the variant could lead to an increase in cases and hospitalizations, which could put a strain on the healthcare system and workforce. It is important for individuals to continue following public health guidelines, such as wearing masks and practicing social distancing, to slow the spread of the virus and protect the workforce. Vaccination also help to slow down the variant spreading.

In regards to the Kraken variant of COVID-19, the Human Resources (HR) department plays a crucial role in ensuring the safety and well-being of the workforce. HR may need to implement or update policies and procedures to address the risk of the variant and its potential impact on the workforce. This could include:

1. Communicating information about the variant and its risks to employees, and providing guidance on how to protect themselves and others

2. Developing plans for remote work or flexible scheduling to reduce the number of people in the workplace at one time

3. Providing resources and support for employees who may be impacted by the variant, such as those who become ill or need to care for a family member

4. Collaborating with management to ensure that the organization is adhering to local and national guidelines for preventing the spread of the variant

5. Encourage employees to get vaccinated if they are eligible and provide time off if required

6. Monitoring and tracking the situation closely and adapting policies and procedures as needed

There are several steps that companies based in Pakistan can take to implement policies and procedures related to the Kraken variant of COVID-19 and protect their workforce:

Develop and communicate a plan: 

Develop a comprehensive plan that addresses the risks of the variant and how the company will respond. Communicate this plan to employees, and make sure they understand the risks and their role in preventing the spread of the variant.

Provide information and guidance: 

Provide employees with accurate and up-to-date information about the variant and its risks. Provide guidance on how to protect themselves and others, such as wearing masks and practicing social distancing.

 Implement remote work or flexible scheduling: 

Consider implementing remote work or flexible scheduling to reduce the number of people in the workplace at one time. This can help to lower the risk of transmission.

Provide support for employees: 

Provide resources and support for employees who may be impacted by the variant, such as those who become ill or need to care for a family member.

Adhere to local and national guidelines: 

Work closely with local and national health authorities to ensure that the company is adhering to all guidelines for preventing the spread of the variant.

Encourage Vaccination: 

Encourage employees to get vaccinated if they are eligible, provide time off if required, and also make arrangements to facilitate them getting vaccine if possible.

Monitor and track the situation: 

Continuously monitor the situation related to the variant and adapt policies and procedures as needed.

It's important to note that companies should also comply with any legal requirements related to COVID-19, including workplace safety regulations and health guidelines issued by the government of Pakistan.

Ahsan Tariq
Department of Management Science 
Preston University
Reg#114118

Communication Skill Gap 2020

According to a survey conducted by the National Association of Colleges and Employers (NACE) in 2020, a majority of employers (62%) reported that recent graduates were not effectively communicating in the job market. Additionally, the survey found that poor communication skills were the most common reason for not hiring a candidate, with 61% of employers citing it as a concern.

A separate study by the Association for Talent Development (ATD) found that communication was the most important skill for employees to possess, with 93% of employers stating that it was essential for success in the workplace. Despite this, only 11% of employers felt that new hires were proficient in communication.

These findings suggest that there is a disconnect between what employers are looking for in terms of communication skills and what recent graduates are able to provide. The NACE survey suggests that this may be due to a lack of emphasis on communication skills in the classroom, with only 45% of employers believing that colleges and universities were effectively preparing graduates for the workforce in this area.

In light of these findings, it is clear that there is a need for better communication skills development in the education system. Employers want to see graduates who can effectively communicate in the workplace, and it is up to educational institutions to provide the training and resources necessary for students to develop these skills.

It's also important for students and job seekers to actively work on developing their communication skills through internships, extracurricular activities, and other opportunities. These experiences can provide valuable practice in communicating with colleagues and supervisors, as well as demonstrate to potential employers that they are actively working to improve in this area.

In conclusion, the data from 2020 shows that there is a significant gap between the communication skills that employers are looking for and what recent graduates are able to provide. This is a problem that needs to be addressed by educational institutions and students alike to ensure that recent graduates are well-prepared for the workforce.

Ahsan Tariq
Department of Management Science 
Preston University
Reg#114118

Strategic HRM Practices for promoting Mental Health, preventing Sucide and Violence, and Supporting Diversity and Inclusion

Strategic Human Resource Management (HRM) is the process of managing an organization's human resources in a way that aligns with the overall strategic goals and objectives of the organization. It involves the design and implementation of HR policies and practices that support the organization's mission, vision, and values.

Effective strategic HRM can help organizations to attract and retain top talent, improve employee engagement and performance, and support the overall success of the organization. It involves a number of key activities, including:

Talent acquisition: 

This includes activities related to attracting, selecting, and onboarding new employees. It involves identifying the skills and competencies needed to support the organization's strategic goals, and implementing strategies to attract and retain top talent.

Talent management: 

This involves activities related to developing and retaining current employees. It includes training and development programs, performance management systems, and career advancement opportunities.

Employee relations: 

This involves managing the relationship between the organization and its employees. It includes activities such as communication, conflict resolution, and employee engagement programs.

HR planning: 

This involves analyzing the organization's current and future HR needs, and developing plans to meet those needs. It includes activities such as workforce planning and succession planning.

Mental Health

Mental health is an important aspect of HRM, as it can have a significant impact on employee well-being and performance. Mental health issues can lead to absenteeism, reduced productivity, and turnover, which can negatively impact the organization.

To support employee mental health, organizations can implement a number of strategies, including:

Providing access to mental health resources: 

This can include providing employees with access to mental health counseling and support services, such as employee assistance programs (EAPs).

Promoting a positive work environment: 

A supportive and inclusive work culture can help to foster mental well-being among employees. This can include activities such as promoting work-life balance, recognizing and rewarding employee contributions, and providing opportunities for personal and professional growth.

Addressing stigma: 

It is important for organizations to create a culture that is open and supportive of employees who may be experiencing mental health issues. This can involve providing education and resources to help employees understand mental health issues, and promoting a culture of acceptance and support.

Suicide & Violence Prevention

Suicide and violence prevention is an important aspect of HRM, as both can have a significant impact on employee well-being and safety. To prevent suicide and violence in the workplace, organizations can implement a number of strategies, including:

Providing resources and support: 

This can include providing employees with access to mental health counseling and support services, such as EAPs, as well as training on how to recognize the signs of suicide and violence.

Creating a safe and supportive work environment: 

Organizations can promote a culture of safety and support by providing resources and support to employees, and by creating policies and procedures to address and prevent incidents of suicide and violence.

Identifying and addressing risk factors: 

It is important for organizations to identify and address risk factors that may contribute to suicide and violence, such as mental health issues, substance abuse, and exposure to violence. This can involve implementing strategies such as employee assistance programs, and providing training and resources to help employees manage stress and other risk factors.

Effective Communication

Effective communication is an essential element of HRM, as it plays a key role in building and maintaining positive employee relationships, resolving conflicts, and achieving organizational goals. To promote effective communication in the workplace, organizations can implement a number of strategies, including:

Providing training: 

This can include training on communication skills such as active listening, effective speaking, and clear writing.

Diversity & Bias

Diversity and inclusion are important aspects of HRM, as they can have a significant impact on employee engagement, performance, and retention. A diverse and inclusive workforce can bring a range of perspectives and experiences to the organization, which can lead to increased innovation and creativity.

To support diversity and inclusion in the workplace, organizations can implement a number of strategies, including:

Developing a diversity and inclusion strategy: 

This involves identifying the organization's diversity and inclusion goals, and developing a plan to achieve those goals. This can include activities such as creating a diverse leadership team, implementing diversity training, and developing policies and procedures to support diversity and inclusion.

Promoting a culture of inclusion: 

Organizations can create a culture of inclusion by valuing and embracing the differences among employees, and by creating a supportive and welcoming environment for all employees. This can involve activities such as providing training on unconscious bias, and promoting inclusive communication and collaboration.

Tracking and measuring progress: 

It is important for organizations to track and measure their progress on diversity and inclusion initiatives to ensure that they are having the desired impact. This can involve collecting and analyzing data on employee demographics and engagement, and using this information to inform future efforts.

Substance Use

Substance use, including alcohol and drug use, can have a significant impact on employee well-being and performance. Substance abuse can lead to absenteeism, reduced productivity, and accidents or injuries in the workplace.

To support employees who may be struggling with substance abuse, organizations can implement a number of strategies, including:

Providing resources and support: 

This can include providing employees with access to substance abuse counseling and support services, such as employee assistance programs (EAPs) and substance abuse treatment programs.

Implementing drug and alcohol policies: 

Organizations can establish clear policies on drug and alcohol use in the workplace, and provide training on the dangers of substance abuse. This can help to create a safer and more productive work environment.

Addressing stigma: 

It is important for organizations to create a culture that is open and supportive of employees who may be struggling with substance abuse. This can involve providing education and resources to help employees understand substance abuse and the resources available to support them, and promoting a culture of acceptance and support.

In addition to these strategies, organizations can also consider implementing drug testing policies and programs to help identify and support employees who may be struggling with substance abuse. These programs can be used as a means of identifying and addressing substance abuse issues in the workplace, and can help to ensure the safety and well-being of all employees.

It is important for organizations to recognize that substance abuse is a complex issue, and that individuals may struggle with substance abuse for a variety of reasons. It is therefore important to approach substance abuse with compassion and understanding, and to provide employees with the resources and support they need to overcome these challenges.

In conclusion, strategic HRM involves a range of activities and strategies that support the overall goals and objectives of an organization. These activities include talent acquisition, talent management, employee relations, and HR planning, as well as initiatives related to mental health, suicide and violence prevention, effective communication, diversity and bias, and substance use. By implementing these strategies, organizations can create a positive and supportive work environment that promotes the well-being and performance of all employees.

Ahsan Tariq
Department of Management Science 
Preston University
Reg#114118

Innovating Compensation Strategies

Innovating Compensation: How to Review and Realign Strategies Based on Workforce Changes

In order to review and realign your compensation strategy based on changes in the workforce, you should consider the following steps:

1. Assess the current state of your workforce and identify any changes that have occurred or are expected in the near future. This may include shifts towards remote work, changes in the skills and capabilities needed by employees, or changes in the overall size and composition of the workforce.

2. Determine the impact that these changes will have on your current compensation strategy. For example, if you are moving towards a more remote workforce, you may need to consider how to fairly compensate employees for the additional expenses they may incur while working from home.

3. Develop a new compensation strategy that takes into account the changes in the workforce and workplace. This may involve creating new pay scales or benefits packages, or adjusting existing ones to better meet the needs of your employees.

4. Communicate the new compensation strategy to your employees and seek their input and feedback. This can help to ensure that the strategy is fair and effective, and that it meets the needs of your workforce.

5. Implement the new compensation strategy and monitor its effectiveness over time. You may need to make adjustments as the workforce and workplace continue to evolve.

Organizational change is critical for creating a culture of belonging and reducing turnover because it helps to ensure that your employees feel valued and supported. By regularly reviewing and realigning your compensation strategy based on changes in the workforce, you can create a positive work environment and increase employee satisfaction, which can ultimately lead to success in the marketplace.

To continue, it's also important to consider the long-term opportunities that remote work may present for your organization. For example, you may be able to tap into a larger pool of talent by offering remote work options, or you may be able to reduce overhead costs by eliminating the need for physical office space.

To identify these long-term opportunities, you can consider conducting a review of your current work practices and identifying areas where remote work could be implemented effectively. You can also gather feedback from your employees and seek their input on how they envision the future of work within your organization.

It's also important to keep in mind that while remote work may present many benefits, it can also pose some challenges, such as difficulties in communication and collaboration. Therefore, it's important to establish clear guidelines and protocols for remote work, and to provide the necessary tools and resources to support your employees.

Overall, reviewing and realigning your compensation strategy based on changes in the workforce can help to ensure that your organization is well-positioned for success in the future. By being proactive and adapting to changing circumstances, you can create a positive work environment, reduce turnover, and succeed in the marketplace.

Here are a few potential references that you could consider when discussing the importance of innovating compensation strategies based on changes in the workforce:

"The Future of Work: A Review of the Global Landscape" by the World Economic Forum (WEF) - This report provides an overview of the major trends shaping the future of work and how they are likely to impact the way organizations operate. It also includes recommendations for how to prepare for these changes.

"The Future of Work: The Gig Economy" by the McKinsey Global Institute - This report examines the rise of the gig economy and its implications for organizations and workers. It provides insights on how to effectively manage gig workers and discusses the potential benefits and challenges of this type of work arrangement.

"Managing Compensation: A Practical Guide" by WorldatWork - This guide provides practical tips and best practices for managing compensation within an organization. It covers topics such as developing a compensation strategy, communicating pay decisions, and evaluating the effectiveness of your compensation programs.

"The Future of Work: What the Pandemic Has Taught Us About Remote Work" by Forbes - This article discusses the lessons that organizations have learned about remote work during the COVID-19 pandemic and how they can apply these insights to create more effective remote work arrangements in the future.

Ahsan Tariq
Department of Management Science 
Preston University
Reg#114118

Managing Unconscious Bias Inclusive Leadership

Unconscious bias is a phenomenon that occurs when we make judgments about people based on our own cultural and personal experiences, rather than on the facts at hand. It is a normal part of the human brain's function and helps us to navigate the world by making quick assessments about the people and situations we encounter. 

However, unconscious bias can also lead to discrimination and inequality, as it can influence our decisions and actions in ways that perpetuate harmful stereotypes.

As a leader, it is important to be aware of the potential for unconscious bias in yourself and your team, and to take steps to mitigate its effects. 

Here are some strategies you can use to manage unconscious bias and promote inclusive leadership:

1. Educate yourself and your team:

Understanding the concept of unconscious bias and how it can impact decision-making is the first step in managing it. Encourage your team to learn about diversity, equity, and inclusion, and provide resources and training to help them understand the role that unconscious bias can play in the workplace.

2. Promote diversity and inclusion: 

Building a diverse and inclusive team is key to reducing unconscious bias. Seek out and hire candidates from underrepresented groups, and create a workplace culture that values and respects all individuals.

3. Use structured decision-making processes: 

Unconscious bias can influence our decisions, even when we are not aware of it. To mitigate this effect, use structured decision-making processes that rely on objective criteria and data rather than relying solely on gut feelings or personal opinions.

4. Regularly check for bias: 

It's important to regularly check for bias in your own thinking and behavior, as well as in the decisions and actions of your team. Consider conducting regular audits or reviews to identify areas where unconscious bias may be influencing outcomes.

5. Encourage open and honest communication: 

Creating a safe and welcoming environment where team members feel comfortable sharing their thoughts and ideas is essential for promoting inclusivity. Encourage open and honest communication and actively listen to the perspectives of others.

By taking these steps, you can create a more inclusive workplace culture and help to mitigate the impact of unconscious bias. As a leader, it is important to recognize that unconscious bias is a normal part of human nature, but by being aware of it and taking active steps to manage it, you can create a more equitable and inclusive environment for all.

In addition to the strategies outlined above, there are a few additional steps you can take as a leader to promote inclusivity and manage unconscious bias in your team:

6. Create accountability: 

Make it clear that diversity, equity, and inclusion are priorities for your organization and hold yourself and your team accountable for upholding these values. This may include setting targets for diversity and inclusion and regularly reviewing progress towards these goals.

7. Foster a growth mindset: 

Encourage a culture of continuous learning and growth within your team, and be open to hearing different viewpoints and ideas. A growth mindset, in which individuals see their abilities as things that can be developed rather than fixed traits, can help to reduce the impact of unconscious bias.

8. Empower underrepresented groups: 

Provide opportunities for individuals from underrepresented groups to have a voice and participate in decision-making processes. This can help to create a more inclusive and equitable workplace culture.

9. Practice empathy: 

Cultivating empathy and understanding for others can help to reduce unconscious bias. Encourage your team to try to see things from different perspectives and to consider the experiences and needs of others.

By implementing these strategies, you can create a more inclusive and equitable workplace culture and help to mitigate the impact of unconscious bias. Remember that building a diverse and inclusive team is an ongoing process, and it is important to regularly review and assess your progress towards these goals.

Ahsan Tariq
Department of Management Science 
Preston University

Reg#114118

Tailoring Benefits Strategies for Your Multi-Generational Workforce 

A multi-generational workforce is a diverse group of employees that spans different age groups and cultural backgrounds. In today's workplace, it is not uncommon to have employees from different generations working alongside one another, with each group having their own unique needs and preferences. As an employer, it is important to tailor your benefits strategies to meet the needs of your multi-generational workforce in order to attract and retain top talent.

One of the key challenges of managing a multi-generational workforce is finding benefits that appeal to employees of all ages. For example, younger employees may place a higher value on things like flexible work schedules, while older employees may be more concerned with healthcare coverage and retirement planning.

One way to tailor your benefits strategies is to offer a range of options that appeal to different age groups. This could include offering flexible work arrangements, such as the ability to work remotely or have flexible hours, for younger employees who may value work-life balance. For older employees, you could offer things like healthcare coverage and retirement planning resources to help them plan for their future.

Another way to tailor your benefits strategies is to offer personalized benefits packages. This could involve allowing employees to choose the benefits that are most important to them, such as healthcare coverage, retirement savings plans, or professional development opportunities. By offering a variety of options and allowing employees to choose the benefits that are most relevant to them, you can ensure that your benefits strategies are meeting the needs of your multi-generational workforce.

In addition to offering a range of benefits options, it is also important to ensure that your benefits strategies are inclusive and accessible to all employees. This could involve providing resources and support for employees with disabilities, as well as offering language translation services or cultural sensitivity training for employees who may come from different cultural backgrounds.

Summing-up, it is important to keep in mind that the needs and preferences of your multi-generational workforce may change over time. As such, it is important to regularly review and assess your benefits strategies to ensure that they are meeting the needs of your employees. This could involve conducting surveys or focus groups to gather feedback from employees, or simply staying in touch with your workforce to understand their changing needs and preferences.

Overall, tailoring your benefits strategies to meet the needs of your multi-generational workforce is essential for attracting and retaining top talent. By offering a range of benefits options, ensuring inclusivity and accessibility, and regularly reviewing and assessing your strategies, you can create a benefits package that meets the needs of all of your employees.

Another important aspect of tailoring benefits strategies for a multi-generational workforce is considering the different life stages and responsibilities that employees may have. For example, younger employees may be more focused on building their careers and may value benefits such as professional development opportunities or tuition reimbursement. On the other hand, employees who are raising families may place a higher value on things like parental leave or child care assistance.

To meet the needs of employees at different life stages, you could consider offering a range of leave options, such as parental leave, caregiving leave, and sabbaticals. You could also consider offering resources and support for employees who are balancing work and family responsibilities, such as on-site child care or flexible work arrangements.

In addition to life stage, it is also important to consider the different cultural backgrounds and values of your multi-generational workforce. This could involve offering benefits that are specific to certain cultural groups, such as traditional health practices or religious observances. By taking the time to understand the needs and preferences of your diverse workforce, you can create benefits strategies that are inclusive and meet the needs of all of your employees.

Managing a multi-generational workforce can be a challenge, but by tailoring your benefits strategies to meet the needs of all of your employees, you can create a supportive and inclusive work environment that helps to attract and retain top talent.

Ahsan Tariq
Preston university
Department of management science