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