Tuesday 28 September 2021

Student Well-Being And Academic Performance Of COvid-19

New and returning students alike may find the transition from high school to university both exciting and stressful. Increasing academic pressures in an increasingly competitive environment, coupled with a wide range of lifestyle changes, can contribute to suboptimal wellbeing. As mental health difficulties have been reported to rise concurrently with university attendance in the U.K., university wellness services have grown as a result. A new coronavirus knew as Sars-Cov-2, or COVID-19 has suddenly altered the learning environment for higher education students. University campuses have been closed in the United Kingdom to both students and non-essential staff to protect them from contracting the virus.

 


There have been substantial repercussions from these decisions for the delivery of education, relationships, and, most importantly, for the provision of student services. For the upcoming academic year, there remains uncertainty regarding how teaching will be conducted. Students will face new, online, environments that they will be expected to navigate without the familiar supports that they are used to due to the pandemic uncertainty.

 

Students' well-being will be considered as a population-level concept as opposed to diagnosed mental health conditions, considering the outbreak of COVID-19. Research and practitioners must consider the novel challenges of implementing wellbeing initiatives moving forward, given the unprecedented world in which students learn today. There is positive as well as negative effects on the students due to the Covid-19 pandemic. We are going to discuss both scenarios here.


  

Firstly, let us consider the negative ones, they are:

1.    Sluggish Border Movements: The movement of the international students was affected due to this pandemic. The students were unable to go to their colleges and universities for higher studies which affected both their academic and psychological health adversely. The various countries had restricted their movement by not providing them visas.

2.    Students learn passively: It is not without risk that most of our students become passive learners because of the sudden shift to online learning students and teachers all over the world had issues. They were not prepared, and curriculums were not designed to accommodate them. Since they are struggling with attention span issues. The students from remorse areas were facing issues all over the world due to a lack of resources. The teachers were facing issues as they were not that tech-savvy to manage such a situation.

3.    Online education unprepared teachers: Teachers are not all adept at teaching online learning, or at least are not prepared for that sudden shift from face-to-face instruction to online learning. As a result, most of the teachers are just using video platforms like Zoom to deliver lectures, so it may not be online learning without a dedicated platform. 

Now here are some affirmative impacts of the pandemic:

1.    Blended learning is on the rise: Blended learning models will become a norm in universities and colleges, where face-to-face and online delivery models will be combined. To be technologically savvy, all teachers will have to undergo some training and become more familiar with the technology.


2.    The new norm will be learning management systems: Universities and colleges will have a fantastic opportunity to expand their offering of learning management systems to the public. Growing at an extremely fast pace, this technology must be priced appropriately to be used by all institutions.

3.    Material improvement: educational materials at universities and colleges can be improved. Considering blend learning to be the new format, new ways of designing and delivering quality content will be encouraged, especially since the use of learning management systems will mean that academics will be more open and transparent.

Thursday 23 September 2021

Future Prospects for Human Resource Studies

Human resources today are a product of the Industrial Revolution. The goal of factory supervisors back then was to ensure that workers delivered reliable, standardized results on a day-to-day basis. As we have become more immersed in the digital age, technology has (mostly) taken over the responsibility of producing standardized results. Technology and humans working together to attain business goals is a responsibility of the HR department of today. What does this mean for HR professionals in practice? Taking advantage of trends that provide opportunities. Let us explore prospects for HR priorities in the coming years and how you can make sure you are prepared for the future of HR.

1. The norm will be managing a blended workforce-


During the pandemic, working remotely has proven to be a valuable tool for employees, as it ensures flexibility. Recent findings from Software Advice show that 86% of employees currently working from home plan to continue to do so during a pandemic. We cannot ignore the advantages of remote work; it offers flexibility without sacrificing productivity, and fully remote workers reduce real estate costs by as much as 50 percent.

2.    Employee’s experience will be improved-


HR departments have always been committed to improving the employee experience, but it has become increasingly important to retain and attract quality employees. Therefore, we expect HR leaders to take the same steps to improve employee experience as they do to improve the customer experience. HR departments typically use employee engagement software, surveys, exit interviews, or employee suggestion boxes to assess employee needs. Information obtained from these avenues is usually used to recommend employee service initiatives

3.    There is a need for upskilling everywhere-              

Since HR has been aware of the skills gap, they have been concerned. An employee's skills are uncoordinated with what businesses need. Here is a high-level explanation. Skills development initiatives fell by the wayside in 2020 as most businesses concentrated on staying afloat. A diploma in humanresource development is an excellent way to boost one’s career. It is HR's responsibility to plan out the upskilling initiatives. In fact, when it comes to skills development, HR is rarely considered the first business function to think of. Working cultures and technologies are evolving, so your team must follow suit.

4.    Benefits will change for employees-



The employee value proposition (EVP) of an office is filled with rewards such as commuter benefits, on-site day-care, free lunches, and a refrigerator full of snacks. Currently, leading corporations commit to a fully remote workforce, and over a third of small businesses continue to employ people from home. Companies increasingly provide mental health support, home office equipment, and wellness programs as part of their benefits offerings. You can record your employees' enrolments in which plans using administration software, so you can see what changes your company needs to make.

5.    Using AI and data, HR must have a unique voice-


AI and analytics have become ubiquitous and are continuing to change the way we do business (along with every other aspect). The second step for HR leaders is to identify where their teams thrive. Technology cannot replace humans' creative, collaborative, and problem-solving abilities. To expand what your workforce can do; you need employees with strong skills in these areas.

CONCLUSION

Using data to plan the future of the workforce is a crucial aspect of human resources. A diploma in human resource development is an excellent entry point into this career field for aspirants. Such tools allow you to identify important trends, such as how employee training impacts your bottom line, why turnover is higher than usual, or what characteristics of applicants produce future top performers.