Abstract:
Workplace Well-being includes all the aspects of employee's life including the quality and safety of the physical environment. Considering the rise of gen Z in the 21st century, worker and workplace must be both innovative, competitive and fair.
Key points:
1. The 21st Century workplace Setup
2. Changes in the Workplace Well Being in 21st Century
3. The trends and challenges in the workplace wellbeing in the 21st century
4. Sustaining the workplace wellbeing in the 21st century
5. Employee performance and experience in the 21st century
Abstract:
Training, Learning and Development focuses on enhancing the knowledge and skills of the employees in the workplace. It can provide a good learning opportunity for them to increase productivity through effective strategies. The main goal is for the employees to develop long term commitment to the work and organization.
Key points:
1. Training and development trends in 2023
2. Organization's Support to Growth and Development of their Employees
3. Importance of employee's skill innovation.
Speaker:
Objective:
The main focus of this panel discussion is to talk about the strategies an organization must do to promote mental health in the workplace. At the end of the discussion, the audience will learn the different ways how to strengthen the policy environment, stakeholder engagement, enhanced mental health literacy, and behavior change.
-Why does mental health very important to talk about in the workplace?
-Based on your experience as a mental health advocate in your workplace, what are the situations you encountered that make mental health considered as number one trend?
-How can you make the organizational support in mental health will work for the employees?
-In the current state of Human Resources, how can you bring awareness to the mental health of the employees?
-How does the generation gap affect the mental health of the employees?
Moderator:
Anne Ordona
General Manager
Infinit Care
Panelists:
Marvin Rodriguez
Country Director
MiraMed
Sapna Chauhan
HR Manager
Parul University, India
Donnabelle Michelle Reyes
HR Director
Colourette Cosmetics
Jakeson Quiatchon
Country HR/People Manager
Intrepid Philippines
Shyne Mangulabnan
Head of Clinical Care / Licensed Counselor
Infinit Care
Abstract:
Burnout happens most likely in the workplace while anxiety can be triggered by any areas of human life. It brings not just emotional damage but also other long-term effects. It is important t be highly aware of this. Raising awareness can save lives and productivity at work.
Key points:
1. Root causes of job burnout and anxiety at work
2. Workplace stress and its relation to job burnout and anxiety
3. HR Role in Job Burnout and Stress in the Workplace
Abstract:
Given the fact that the pandemic era brought changes in the workplace setup of most companies, the workforce is also expected to adopt with these changes. Everything is starting to become paperless and more people are becoming tech-smart. This situation brings a new environment that will perfectly fit with the needs of the workforce today.
Key points:
1. Benefits of remote and hybrid work to employees
2. Barriers experienced by remote workers.
3. Impact of remote work in the employee's performance assesment
Abstract:
One of the toxic workplace culture that is emerging today is the 'Quiet Quitting'. Employees are emotionally damaged which is caused by more responsibility but lesser rewards received. Employees are looking for recognition and appreciation that will make them feel valuable in the workplace.
Key points:
1. Quiet Quitting as an emerging trend in society today
2. Factors that Contribute to Quiet Quitting
3. The Quiet Quitting and Its Effect to Employee Performance
4. Addressing the Quiet Quitting Issues in Workplace
As we live in a new modern society, Diversity, equity, inclusion and belongingness has become a popular trend in the industry today. DEIB are ways of addressing biases, harassment, discrimination and other issues arising in the workplace. The need for DEIB has also increased the evolving work models — from in-person to virtual and hybrid environments.
1. Embracing the DEIB initiatives in workplace
2. Impact of DEIb in emotional well-being of employees
3. Challenges in mplementing a DEIB program
4. Sustaining the DEIB in the workplace
5. Overseeing the future of DEIB in the workplace"
Abstract:
Compensation is considered as the reward for employee's performance in a specific period of time. Employees who feel that they are compensated-well are most likely to stay longer in the company that they are working for. Loyalty and High Performance is guaranteed once compensation is strictly rewarded. A fair and effective compensation strategy can ensure high return of investment through the performance of employees. Equal pay is equivalent to quality value of work.
Key Points:
1. Defining the differences between remote, hybrid and in-office workers in terms of their tasks.
2. Ensuring a quality work performance through Compensation Strategy
3. Role of compensation in employee productivity
4. Impact of Work Structure in Compensation Strategy
Abstract:
The goal of Talent Mobility is to upgrade the existing position of a worker to a higher level of responsibility and opportunity. Implementing Talent Mobility opens up a door for employees to enhance not just the skills but also the experiences of these employees. This is a good strategy to increase talent retention and preventing high turn over rate in an organization.
Key points:
1. Applicability of talent mobility important in the 21st century workplace
2. Promoting talent mobility in the organization
3. Effect of talent mobility to talent retention
4. Preventing turn over rate through Talent Mobility"