Strengthening the Discourse: racism, racial discrimination and human rights

With today’s headline reports of racial discrimination and captured acts of blatant violence, leaders can no longer shy away from the need to take a stand on inquiring about employees’ life experiences during the current state of protest and upheaval.

 

Conventional diversity, equity, and inclusion initiatives that focus on employee engagement and belonging are fundamentals but today’s challenges push us to do more. We need to reach far beyond initiatives and awareness in the workplace to give workplace conversations on racism the exigency it deserves. 

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Mindfulness in Education: The change Educators Need Now.

Integrating Mindfulness in Education

Adapting in times of COVID-19 

In the shift to distance learning, we need a response that addresses the overall health and sustainability of learning environments and one that supports the well-being of every educator, student, and member of the school community. This means that educators will need to actively focus on maintaining attitudes of inclusivity, as they diligently prepare for a fundamentally different learning program required by this new reality.  

This article is inspired by my experience as a doctoral student, studying alongside talented students and experienced faculty members. In the last few years, the effects of mindfulness on students has been of the highest interest for educators and various researchers. There are multiple studies that suggest the different benefits that mindfulness has on students, and how this helps them to overcome the levels of stress that they face in their day-to-day classroom routines.

Today’s educators and students carry so much on their shoulders. Meeting academic and social expectations –  simply growing up and developing a sense of self and belonging – can be tough. Yet the pressures in today’s educational environment reach far beyond these basics. Our world is moving and changing faster than ever.

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Should We Fire Him Over The Phone? Adapting in the times of COVID-19

Should We Fire Him Over The Phone?
Adapting in the times of COVID-19
By Gifty Parker

Firing employees can be one of the toughest tasks a manager faces, and can present further challenges when the manager is also faced with the current “virtual workplace” due to the COVID-19 pandemic. Termination during this new reality can be even more complicated when organizations have to manage unskilled workers with limited technological proficiency.

With today’s workforce being forced into remote work by today’s rapid, worldwide spread of the novel coronavirus, many companies are finding themselves struggling to manage the terminations and offboarding of employees with the new “virtual” way of doing things. As an HR professional, my intent when firing someone is to always remain compassionate, to empathise when the termination is resulting from a redundancy, and to make terminations more human and humane. But this new reality makes the old way of doing things bygone.

In curbing the spread of COVID-19, virtual communication provides people with the possibility to self-isolate and self-distance. Virtual communication can also get muddled, and trust and collaboration can suffer when workers are siloed. In the opinion of many, it can be perceived as the wrong medium for terminating employees.

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How to engage your Modern Workforces

The increasing war for talent, skills gaps, ever-evolving employee expectations, and an increasingly competitive business landscape, has caused employers to rethink other mechanisms to retain their top talent. There is the need for a mindset shift on engagement to include…
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Understanding the Relationship Between Student Engagement & Instructional Strategies within an English Business College for Non-Native English Speakers. By GIFTY PARKER

Student engagement for adults is an increasingly important focus of study, for instructors, administrators, and adult learning institutions more broadly. Leach (2016) opined student engagement to be “important to further and higher education institutions: it is understood to be a proxy for quality teaching and governments attach a proportion of funding to student retention and completion” (p. 24). An adult learning academy like GBC, where I teach as a business instructor for foreign students, is seeking diverse ways of ensuring adult students are engaged in the classrooms, from selecting the right instructional tools, confirming expertise of teaching, and also fostering the emotional well-being of both teachers and students

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What best defines the HR mindset for you?

The HR mindset for me is one that encompasses change and promotes growth. From the introduction of HR, the demands and requirement of businesses have changed and will continue to change, subsequently evolving a fast need for new ideas and thinking.

As HR professionals, this means more focus on adding worth to the profession, from the entry-level practitioners to senior executives, as we each in our own unique way, reinvent HR—beginning with a change in thinking.

We need a shift from a fixed mindset to one of growth—to take proactive measures to broaden our skills and perspectives, while creating learning opportunities and institutions that can promote a learning culture. Lastly, HR professionals should embrace every opportunity to bring about transformation in their way of thinking, and provide a more meaningful and continuous contribution to HR. GIFTY PARKER
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