Today’s employees believe that the traditional “working behind a desk” concept is outdated and that technology enables them to strike a balance between work and their personal life, writes ANJA VAN BEEK.
Today’s employees – especially younger people – expect to be able to strike a reasonable balance between the needs of their personal lives and their professional obligations. They believe in working hard, but they also understand that investing time in their health, hobbies, friends and family is important to leading a fulfilled and productive life.
According to the Sage Walk with Me Report, 41% of the young workforce believes that technology will make the concept of “your desk” outdated, that the workplace will have more virtual staff in the next 10 years.
Progressive HR departments are embracing this shift in the workplace as a positive trend – and are looking at ways that they can use work-life balance as a means to attract and retain the best talent. They understand that work-life balance isn’t just good for the employee – it is also good for business because it can lead to lower costs and enhanced productivity.
The indirect costs of an exhausted workforce include absenteeism, health costs, reduced company morale, poor employee retention, lower productivity and lapses in quality of employees’ work. The costs of constantly recruiting and training new employees to replace those who burn out or leave can be substantial. By contrast, where the workforce works sensible hours, the people are often more creative, motivated, productive and engaged.
HR has an important role to play here – by means of helping to facilitate a culture that focuses in performance and quality of output rather than on the number of hours that people spend at their desks.
Here are some ways HR can support these changes in work culture:
1. Be there for employees
With mobile devices in every employee’s hands, many people fail to unplug from work, even over the weekends or when they are on leave. Be aware of employees who never log off and who don’t draw a clear line between home and work.
Watch for warning signs like frequent absenteeism or slipping productivity and work quality – these might indicate that an employee is working too hard rather than slacking off. Also ask managers to watch out for signs of burn-out among the members of their teams.
If necessary, make it a policy that employees don’t need to answer emails or their mobile phones outside work hours, unless it’s an emergency. Employee-assistance programmes or external resources can be considered to help employees who struggle to say no to pushy co-workers or who battle to manage their time.
2. Introduce workplace flexibility
Flexible hours don’t suit every job or every organisation, but knowledge workers increasingly expect some leeway around where and when they work. Though traditional managers fear that people will be unproductive when they work from home some of the time, or have some freedom in choosing their hours, this needn’t be the case.
Getting it right is about putting the right policies, technology, processes and performance management structures in place. There are affordable cloud-based technology solutions that can assist. Collaboration software (that can track task progress), videoconferencing, and human resources apps can empower employees and give business peace of mind in terms of output. HR and managers will need to make an effort to measure output regularly to ensure no one is falling behind.
Where it isn’t possible for people to work flexible hours, companies can support employees in other ways. For example, many larger companies offer employees onsite gyms or childcare facilities, or arrange laundry collection for people who cannot get away from the office.
3. Set the example
Leading by example is one of the best successful ways for HR to create a company culture that promotes an output-oriented culture and supports the principles of a healthy work-life balance. HR can encourage managers and business owners to set an example, by taking frequent breaks, by completing their tasks and by taking their allocated holiday breaks. HR can also offer work-life balance workshops and encourage community upliftment or philanthropic activities to encourage a sense of accomplishment that is not work related.
Whether you’re a small business owner or an HR professional at a large organisation, you’ll understand that it takes hard work and sacrifice to turn a dream business idea into a way of life. It’s important to support the employees who are joining your enterprise on this journey and to help them lead balanced and healthy lives.
* Anja van Beek, Vice President for People (HR) at Sage International (Africa Australia, Middle East and Asia)
Huawei Mate 20 unveils ‘higher intelligence’
The new Mate 20 series, launching in South Africa today, includes a 7.2″ handset, and promises improved AI.
Huawei Consumer Business Group today launches the Huawei Mate 20 Series in South Africa.
The phones are powered by Huawei’s densest and highest performing system on chip (SoC) to date, the Kirin 980. Manufactured with the 7nm process, incorporating the Cortex-A76-based CPU and Mali-G76 GPU, the SoC offers improved performance and, according to Huawei, “an unprecedented smooth user experience”.
The new 40W Huawei SuperCharge, 15W Huawei Wireless Quick Charge, and large batteries work in tandem to provide users with improved battery life. A Matrix Camera System includes a Leica Ultra Wide Angle Lens that lets users see both wider and closer, with a new macro distance capability. The camera system adopts a Four-Point Design that gives the device a distinct visual identity.
The Mate 20 Series is available in 6.53-inch, 6.39-inch and 7.2-inch sizes, across four devices: Huawei Mate 20, Mate 20 Pro, Mate 20 X and Porsche Design Huawei Mate 20 RS. They ship with the customisable Android P-based EMUI 9 operating system.
“Smartphones are an important entrance to the digital world,” said Richard Yu, CEO of Huawei Consumer BG, at the global launch in London last week. “The Huawei Mate 20 Series is designed to be the best ‘mate’ of consumers, accompanying and empowering them to enjoy a richer, more fulfilled life with their higher intelligence, unparalleled battery lives and powerful camera performance.”
The SoC fits 6.9 billion transistors within a die the size of a fingernail. Compared to Kirin 970, the latest chipset is equipped with a CPU that is claimed to be 75 percent more powerful, a GPU that is 46 percent more powerful and an NPU (neural processing unit) that is 226 percent more powerful. The efficiency of the components has also been elevated: the CPU is claimed to be 58 percent more efficient, the GPU 178 percent more efficient, and the NPU 182 percent more efficient. The Kirin 980 is the world’s first commercial SoC to use the Cortex-A76-based cores.
Huawei has designed a three-tier architecture that consists of two ultra-large cores, two large cores and four small cores. This allows the CPU to allocate the optimal amount of resources to heavy, medium and light tasks for greater efficiency, improving the performance of the SoC while enhancing battery life. The Kirin 980 is also the industry’s first SoC to be equipped with Dual-NPU, giving it higher On-Device AI processing capability to support AI applications.
Read more about the Mate 20 Pro’s connectivity, battery and camera on the next page.
How Quantum computing will change … everything?
Research labs, government agencies (NASA) and tech giants like Microsoft, IBM and Google are all focused on developing quantum theories first put forward in the 1970s. What’s more, a growing start-up quantum computing ecosystem is attracting hundreds of millions of investor dollars. Given this scenario, Forrester believes it is time for IT leaders to pay attention.
“We expect CIOs in life sciences, energy, defence, and manufacturing to see a deluge of hype from vendors and the media in the coming months,” says Forrester’s Brian Hopkins, VP, principal analyst serving CIOs and lead author of a report: A First Look at Quantum Computing. “Financial services, supply-chain, and healthcare firms will feel some of this as well. We see a market emerging, media interest on the rise, and client interest trickling in. It’s time for CIOs to take notice.”
The Forrester report gives some practical applications for quantum computing which helps contextualise its potential:
- Security could massively benefit from quantum computing. Factoring very large integers could break RSA-encrypted data, but could also be used to protect systems against malicious attempts.
- Supply chain managers could use quantum computing to gather and act on price information using minute-by-minute fluctuations in supply and demand
- Robotics engineers could determine the best parameters to use in deep-learning models that recognise and react to objects in computer vision
- Quantum computing could be used to discover revolutionary new molecules making use of the petabytes of data that studies are now producing. This would significantly benefit many organisations in the material and life sciences verticals – particularly those trying to create more cost-effective electric car batteries which still depend on expensive and rare materials.
Continue reading to find out how Quantum computing differs.