The first Managing Mental Health & Wellbeing in the Workplace online course will be launched in December.
Register your interest for the course at the introductory price of SGD199.
While their range of responsibilities has undoubtedly increased over time, the ultimate goal of HR managers has essentially remained the same – to strengthen the employer-employee relationship.
But how can this happen if HR is not even aware of what the workforce itself is thinking?
A recent study by CareerArc found a vast gap in perception between the two groups of professionals on the state of work-life balance.
While 67% of HR professionals thought their employees had a balanced work-life, almost half of employees polled felt they didn’t have enough time for personal activities.
Why do such gaps exist? And more importantly, what can HR managers do to remain up-to-date with what their employees want?
To ensure that you don’t fail in ensuring your employees are getting the right corporate support they need to perform at their optimal level, here are a few things you can do.
Some of these are glaringly obvious and most of you should be performing these anyway, but it doesn’t hurt to remind yourself of them.
Don’t underestimate the power of HR surveys
Sure, HR surveys are boring, but they can also be highly relevant if used correctly. When structuring an HR survey, make sure to include precise and pointed questions.
Making such surveys lengthy by asking too many questions may be beneficial for you, but it reduces the chances of getting an honest and well-thought response. Instead, go for a fewer number of probing questions.
ALSO READ: How HR can become a business superstar
Leverage on technology…
In today’s advanced world, you must have loads of willpower not to enjoy using the latest technology to collect and interpret data from various surveys and reports.
Take advantage of the resources you have – it will aid in getting exactly what you want in the shortest amount of time possible.
…but don’t forget to spend time with staff
Collecting data and interpreting it to find out what staff really want is a good strategy – but the process is incomplete without you actually talking to employees.
Spending time with staff will help you cultivate relationships with them which will enable you to get a deeper insight into their concerns regarding the organisation.
Naturally, doing all these things will take up time and will require extra effort on your end to communicate with employees – but rest assured, it is all worth it!
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