ceacoutsourcing, Author at CEAC Outsourcing Company Limited

The Evolving Role of HR in Addressing Mental Health and Wellness

Recently we have seen increased attention being placed mental health and wellness in Jamaica; the government is allocating resources to provide mental health support services in schools and has embarked on a public education campaign to destigmatize mental health issues in the country. However, considering that working adults spend most of their time at work, it is also important for employers to allocate resources to mental health support services and psychological well-being in the workplace.

The Role of HR in Mental Health and Wellness

Policy Development: HR plays a key role in crafting policies that prioritize employee well-being and embed wellness initiatives into the company culture. For example, many organizations now offer “mental health days” as part of their benefits, allowing employees to take time off specifically for mental health recovery.
Fostering Work-Life Balance: Promoting work-life balance is essential for employee wellness. HR can implement flexible working arrangements, encourage regular breaks, and ensure employees utilize their vacation days. Flexibility in work hours and locations significantly reduces stress and burnout, contributing to a healthier and more productive workforce.
Training and Awareness: HR departments can lead efforts to educate organizational leaders on recognizing signs of mental health struggles. They also help reduce the stigma surrounding mental health through awareness campaigns, employee training, and leadership role modeling. By making mental health a central part of workplace discussions, HR can create a more supportive and inclusive environment.

The role of HR in mental health and wellness does not stop at the implementation of policies and initiatives, but continues to scaling them as the business grows, monitoring them to ensure continuity and ensuring that confidentiality is maintained.

The benefits of addressing mental health and wellness in the workplace is felt by employees and employers:

Employees benefit from increased job-satisfaction, morale and overall well-being whilst feeling more comfortable and relaxed in the work environment.
Employers benefit from increased productivity and employee retention as well as reduced absenteeism while building a positive brand image.

Addressing mental health and wellness in the workplace is now an essential aspect of HR departments’ functions. Companies with a small HR department often opt to utilize the expertise of HR Outsourcing companies to develop scalable mental health policies and initiatives tailored to their company to ensure that mental health and wellness is a priority without overburdening their internal teams.

Aligning Human Capital with Business Strategy: The Role of SHRM

Strategic Human Resource Management (SHRM) is a process used by organisations to manage employees and optimize their human capital in alignment with broader business objectives. The key to effective SHRM is aligning it with the strategic goals of an organisation, allowing the HR department and employees to contribute to the organisation achieving its short-term and long-term objectives.

The role of management and the HR Department in SHRM to meet the strategic goals of an organisation is:

Talent acquisition and management: The HR department is tasked with finding and recruiting employees who align with the organisation and will contribute to its goals. The ability to attract and retain high-caliber employees who contribute to these objectives is a cornerstone of SHRM.
Strategic HR planning: The includes identifying future leadership within the organization to ensure sustainable growth and succession plans.
Training and development: Investing in continuous learning and upskilling of team members increases their efficiencies and productivity. This development of human capital translates into operational excellence and competitive advantage.
Performance management: Clearly identifying Key Performance Indicators (KPIs) allows the organisation to align employees with business goals. This, along with performance-based incentives motivate employees to achieve and exceed targets that directly support strategic goals.
Change management: Change within an organisation is inevitable. It is the role of the management team to ensure that resistance is minimal and properly addressed for the change to be implemented smoothly.

Role of human resources (employees) in SHRM:

Employees must be agile and adaptable to changes in market conditions and in the company’s strategy.
Collaboration among employees encourages innovation and improves productivity. Knowledge sharing amongst employees contributes to the company’s improved productivity and efficiencies.

HR Metrics and Data for Strategic Decision-Making

The strategic use of HR data and metrics are useful to guide strategic decision-making and measure the progress towards achieving organisational goals. These include:

Data on the impact of HR initiatives on business outcomes
Tracking of employees’ KPIs which helps to revise and improve approaches to ensure the goals of the organisation are met.
Employee feedback which can be used to track how motivated employees feel and identify employees that may need assistance.

Strategic Human Resource Management is therefore critical in driving business success. The HR department plays a pivotal role in talent acquisition, performance management, and change facilitation, ensuring that human resources are aligned with strategic objectives. Equally, employees contribute to this success through adaptability, knowledge sharing, and continuous learning. To truly leverage SHRM for long-term success, organizations must integrate HR metrics and data into decision-making processes. By doing so, they ensure that their most valuable asset—human capital—is effectively optimized to meet and exceed business goals.

A Multibeam and Sub-Bottom Survey for a Shallow Draft Port

Hydrographic surveys measures and map underwater physical features. These surveys estimate underwater depths, to enable vessels and marine equipment to traverse water bodies safely, and identify the location of pipes, sunken planes, and ships. Additionally, coastal engineers use survey data to inform coastal models.

There are different types of hydrographic surveys and different levels and type of information which can be used complementarily or stand-alone depending on the purpose. Two types of hydrographic surveys frequently used by CEAC are:

Bathymetric Surveys to measure the depth of underwater terrains. The technology CEAC used for bathymetric surveys include single-beam echo sounding, multibeam echo sounding, and side-scan sonar. Bathymetric data is complemented by LiDAR surveys as the topographic features put the bathymetric data into perspective.
Sub-bottom Profilers to generate a cross-sectional view if the structures beneath the seabed and identify underground voids and utilities. In Engineering, data from this survey is useful to guide the design of sub-sea floor marine infrastructures and in conducting hazard and risk assessments. Sub-bottom profiling (SBP) uses low-frequency sound waves to image sediment and rock layers beneath the seafloor. SBP emits pulses that travel through water and reflect off layers with different densities. By calculating the depth of various sediment or rock layers, we use SBP to derive material thickness.

CEAC recently surveyed 20 sq km of seas within the Caribbean to determine the suitability for vessels to traverse through an approach channel and utilize a proposed anchorage area. This project required data from Multibeam surveys and Sub-bottom Profiling to map the seabed characteristics in the proposed berthing area.

Job Hopping: Finding Balance in Career Exploration

In today’s dynamic job market, the concept of job hopping has become increasingly common. Defined as frequently changing employers or positions, job hopping has both its advocates and detractors which professionals must explore when navigating their career paths. Let’s explore.

Benefits of Job Hopping
• Exposure to Diverse Environments and Industries
Job hopping allows professionals to explore a variety of industries, roles and work environments which can help to discover strengths, learn new skills and foster adaptability.
• Network Enhancement
Each new job introduces professionals to new colleagues, mentors, and industry contacts, expanding their professional network.
• Career Advancement
Career plateau is not uncommon when a professional is in a role for an extended time, however, this can be avoided by moving to new roles that reignite motivation and enthusiasm for work.
• Salary Advancement
Changing companies or positions, more often than not, comes with salary increases and better benefit packages. However, in some (perhaps rare) instances, there are companies that offer yearly salary increases which may prove to be more beneficial than job hopping.
• Work-Life Balance
Job hopping can provide opportunities to pursue roles that align with personal priorities and allow for a good work-life balance.

Drawbacks of Job Hopping
• Limited Learning Opportunities
Constantly changing jobs may limit opportunities for building expertise and mastery within a specific field or industry.
• Perceived Lack of Stability
Job hopping raises concerns amongst potential employers about commitment and loyalty. Employers are more likely to invest in candidates who they believe will invest in the company. See our blog, The Impact of Employee Turnover on a Company’s Success, to read more about why employers look for employees that will invest a few years into the company.
• Personal Instability
Frequently changing jobs can lead to stress and instability as individuals navigate the uncertainties of a new role, new company and proving themselves.
• Financial Implications
Although job hopping may provide salary increases, it may result in loss of benefits, pension and disrupt financial planning.

While job hopping can offer short-term benefits such as salary increases and exposure to diverse experiences, it’s important to consider the potential long-term consequences and weigh them against individual career goals and priorities.

Exploring the Feasibility of a 4-Day Work Week in Jamaica

The traditional 5-day work week has long been the standard, however, in recent years, there has been a growing global conversation around the concept of a 4-day work week, sparking debates on its feasibility and potential benefits. But what about Jamaica? Are we ready for such a change? Let’s delve into the possibilities and implications of a 4-day work week in Jamaica.

A four-day workweek offers the benefit of an extra day off each week, potentially improving work-life balance and efficiency as employees aim to complete tasks within a shorter timeframe. Additionally, with fewer days spent commuting and more time for relaxation, employees may experience reduced stress levels and increased job satisfaction. However, careful consideration must be given to workload management and potential challenges such as adjusting to longer workdays and ensuring adequate coverage for essential tasks and services.

Implementing a 4-day work week requires a shift not only in policy but also in mindset. Are businesses prepared to adapt? Are employees prepared to work longer than 8 hours per day? To what extent have employers utilize the provisions of the Employment (Flexible Work Arrangements) (Miscellaneous Provisions) Act, 2014 that was enacted to enables flexible working arrangements in Jamaica?

There are a number of factors to be considered in the Jamaican context:

Several Jamaican’s are paid hourly wages and are unable to work longer hours during the day due to familial arrangements. A 4-day workweek would have a significant negative impact on their finances.
Jamaica has a growing number of small businesses that rely on consistent operational hours. A 4-day workweek may disrupt these businesses’ ability to meet customer demands particularly if they lack the resources to adapt to the new schedule effectively.
There could be great economic repercussions if a 4-day workweek leads to reduced productivity. This will, in the medium to long term, impact job security and wage levels.
Jamaica’s economy is heavily reliant on the Tourism and Hospitality Sector. Implementing a four-day workweek in this industry could have implications for visitor experiences, staffing levels, and operational logistics.
Jamaicans are notorious for being resistant to change. Some employees may feel uncomfortable with the change and struggle to adapt to the longer workdays associated with a compressed schedule.

The concept of a 4-day work week presents both challenges and opportunities for Jamaica. Addressing these negative cultural and social implications would require careful planning, communication, and collaboration between employers, employees and their representatives, government agencies, and other stakeholders to ensure a smooth transition that minimizes disruptions and maximizes the potential benefits of a four-day workweek for Jamaican society.

Employee Engagement: Crafting a Positive Workplace Culture

Fostering employee engagement has become a cornerstone of successful organizations, and employers are increasingly realizing the impact that an engaged workforce can have on overall productivity, innovation, and employee retention. Engaged employees are not just committed to their jobs; they are connected to the organization’s mission, vision, and values. Key practices that foster employee engagement are:

Recognition and Appreciation: Acknowledge employees’ hard work and implement peer-to-peer recognition programs where colleagues can acknowledge each other’s efforts.
Professional Development: Provide opportunities for skill development and continuous learning.
Work-Life Balance: Offer flexible work hours or remote work options where possible. Balancing work and personal life lead to happier and more engaged employees. Additionally, wellness initiatives, such as yoga classes, mental health workshops, or gym memberships, to promote employees’ physical and mental well-being.
Regular Feedback and Performance Reviews: Provide regular, constructive feedback to help employees understand their strengths and areas for improvement. Performance reviews can be linked to rewards and recognition.
Leadership: Leaders should exemplify the values and work ethic expected from employees to set the tone for the organization.

These practices are catalysts for transformation. The journey toward a highly engaged workforce is ongoing and requires dedication, adaptability, and an understanding of the unique needs of your employees.

The Impact of Employee Turnover on a Company’s Success

Employee turnover, the rate at which employees leave a company and are replaced by new hires, can have a profound effect on an organization’s overall success. Whether it’s voluntary or involuntary, high turnover rates can be detrimental to a company’s productivity and financial stability. Let’s explore the impact of employee turnover and why it is critical for businesses to address the issue.

Cost implications: Recruiting, hiring, and training new employees incur substantial costs. Moreover, when experienced employees leave, so does their knowledge and expertise, leading to a loss in institutional knowledge and the need to train new hires from scratch.
Disruption to workflow: High turnover disrupts the workflow and stability within an organization. When key positions are frequently filled by new employees, it can lead to a loss of productivity, increased workload on remaining employees, and a decline in overall team cohesion.
Talent attraction and retention: In today’s competitive job market, potential employees consider a company’s turnover rate when making career decisions. High turnover can signal underlying issues within an organization and deter top talent from joining. On the other hand, low turnover rates demonstrate a positive work environment and an organization’s ability to attract and retain skilled professionals. By actively managing turnover and implementing strategies to enhance employee satisfaction and engagement, companies can become more attractive to top talent, gaining a competitive advantage.

Employee turnover can have far-reaching consequences for a company, impacting its financial health, productivity, and talent retention efforts. Utilizing the services of a human resource management company such as CEAC Outsourcing Company Limited, with a thorough hiring process, is one proven way to ensure employees with the perfect skillset and personality are hired which will reduce turnover and foster a stable and thriving work environment.

HRM: Evolving Trends in Jamaica

The world of work has certainly undergone significant changes in recent time and continues to evolve. There are several new trends in Human Resource Management (HRM) that are being implemented globally, including in Jamaica. These include:

Work From Home and flexible work arrangements: With advancements in technology and the availability of high-speed internet connectivity, many companies are offering their employees the option to work remotely or have flexible work arrangements. This trend has become even more popular in the wake of the COVID-19 pandemic.
Focus on employee wellness: Companies are increasingly focusing on employee wellness to improve job satisfaction, productivity, and overall well-being. This includes offering wellness programs, mental health resources, and flexible work arrangements.
Emphasis on diversity, equity, and inclusion: Companies are becoming more aware of the importance of diversity, equity, and inclusion in the workplace. This includes actively recruiting and retaining employees from diverse backgrounds, creating inclusive policies, and providing diversity and inclusion training.
Data-driven HR: Companies are increasingly using data to inform their HR practices, from recruiting and hiring to employee retention and engagement.
HR automation: Automation technology is being used to streamline HR tasks such as payroll processing, benefits administration, and employee record keeping.

In Jamaica, these trends are being utilized to some extent, although the level of adoption may vary depending on the industry and company size. For example, some companies in Jamaica are offering Work From Home options, while others may not have the necessary technology infrastructure to do so. Similarly, some companies are investing in employee wellness programs, while others may not have the resources to do so.

However, it’s worth noting that in Jamaica, not all of these trends may be as widespread or fully developed as they are in larger, more developed countries. Nevertheless, companies that are implementing these trends are likely to see benefits such as increased employee satisfaction, productivity, and retention. Additionally, adopting these practices can help companies stay competitive in an increasingly global marketplace.

CEAC Committed to Hill Run

CEAC continued its ongoing contribution to the Hill Run, St Catherine community in July, by renovating the community signpost and replacing the old community Notice Board. The improvements will allow residents to better communicate with each other about local events and advisories and more, while the renovation of the sign will brighten and beautify the Hill Run town square.

Jolene McGregor, Senior Incinerator Operator of HAZPRO, CEAC’s Waste Management Service, pointed out that the company considered itself a part of the Hill Run community, and is therefore vested in its long-term development and sustainability. In recent months, CEAC has also taken on other community enhancement and improvement projects, such as the planting of over 50 Seaside Mahoe and Santa Maria saplings, which will eventually grow to become flowering trees. The saplings were planted in and around the community, and were selected for their hardiness and adaptability to the local climate.

“We are a part of this community, and as stewards of the environment, we are committed to helping our neighbours and the wider Hill Run community enhance and improve the area overall.” McGregor added

Photo 1: Hill Run Community Sign and Notice Board Before Being Restored

How To Win Over A Potential Employer

Apply for jobs which you qualify for

Many times we receive applications from candidates that don’t match job descriptions they’re applying for. With hundreds of candidates in some cases, each resume gets no more than a 30 second initial review. When candidate experience and application position don’t line up, chances are the HR/hiring officer wont even read the resume. The best thing to do is to quickly qualify yourself because the employer won’t have time to do that for you.Write a targeted letter for the position which you are applying for It’s truly amazing how many candidates wish to “utilize their skills in a challenging work environment”. Customization counts in this area. Take some time to do some research about the company you’re applying

Target your cover letter to the job

Your cover letter (CV) is most likely the first bit of communication you will have with a hiring officer. Take this moment to introduce yourself and a little bit of your personality. In this case, again ensure that your CV is customized to the job of which you are applying. Specifically mention the position and how you plan on adding value to the organization.

It should go without saying, however please spell correctly. If you want to stand out visually, try and incorporate a degree of creativity on the document itself.

Lead with your strengths

In distinguishing yourself from dozens of other applicants make sure to include your background and experience and explain how it is relevant to the position you’re seeking. If you’re just leaving university, lead with your education & degree while letting the potential employer know what clubs/associations you might have been apart of.

Avoid “notice me” calls

After resume submissions, we receive calls that act as a ‘follow up’ to confirm if we have received that specific resume. Please don’t have a potential employer filter through these applications just so they can notice you. More times than not, these followups categorize the candidate as difficult .

When you submit your resume, wait for the hiring officer to call you. If you don’t receive a call, chances are you did not make the shortlist.