Group 19. 96 Student: Adolat Farkhodova

Group 19.96

Student: Adolat Farkhodova

"Justice" company

In our hectic lifestyle, everyone who willing to enhance their lifestyle set up own business so as to earn extra money.Therefore, I decided to create my own business by recommending a great deal of amenities and facilities for employees which devoted to fashion.

To begin, I named my businness “Justice".

When it comes to demands and opportunities I offer for my workers as a job giver, I provide all the convenience.For example, employees can have amenities at the below:l

Work Demands

Work Demands include things like….

Workload - the amount and type of work to be done in a work day

Number of jobs - Working more than one job or shift, being on call, contract and

temporary work

Hours of work - Number of hours (too much or too little) and overtime expectations

Job requirements - Includes both physical and mental demands of the job(s) as well

as level of responsibility, unclear job role and/or job expectations

Shiftwork - Work demands that include working outside of daytime hours, i.e.,

evenings, nights, rotating or irregular shifts, split shifts, being on-call, working multiple

jobs, contract work and temporary work

Why should you care?

 Work demands have an impact on the mental and physical health of

employees

 Fatigue and other health problems resulting from work demands will affect

productivity, increase turnover and create unsafe situations on the job

 Working outside regular daytime hours can cause stress, anxiety, sleep

difficulties, digestive problems and strained relationships

 Eventually excessive work demands could lead to more serious health

problems including, some cancers, heart disease, burnout, substance abuse,

relationship breakdown

Everyone shares the responsibility for creating and maintaining a

healthy workplace and reducing the impact of work demands.

Improvements can be made at the organizational and individual level.

Organizational level—through the design of the work schedules, consideration of

job demands, education, and supportive environments.

Individual level—by getting a better sleep, eating a healthier diet, learning to

recognize signs of stress and reducing stress through relaxation, physical activity,

attention to work-life balance strategies etc.

To reduce the negative effects of job demands, employers should try to provide a

supportive workplace environment that includes,

 ensuring a safe working environment

 proper lighting and ventilation

 a clean place to eat and rest

 opportunities or facilities for physical activity

 a culture that ensures trust, respect and good communication between all

employees

My 7 Ways to Support Employee Career Advancement

Leading employers know how important it is to place employees’ professional development at the heart of company policy. Why? Their workers expect it. Talented professionals want to work for a company that will help them to build skills and knowledge and further their career.

To show my workers that they have both company and manager support in their desire to grow professionally and pursue career advancement, consider applying the following strategies:

1. My company takes a personal interest in employee career goals

If you’re managing a remote team, you know how important it is to communicate frequently with your workers. That interaction should include meeting regularly with team members on a one-to-one basis so that you can stay attuned to their career aspirations and expectations. This kind of manager support can help your staff feel valued — and lead to greater productivity and loyalty.

We Help our employees outline a potential career path within the organization, so they can better visualize their future at the company. We Identify specific milestones for achievement, and the supporting resources employees will likely need to tap along their journey. Clear, direct and consistent communication from the boss about career advancement steps can help workers feel more engaged.

2. We Promote virtual training and learning

Job training and continuous learning help to fuel employee career growth. So, I’ll want to encourage team members to pursue relevant business courses and workshops that will further their career advancement. Virtual learning opportunities are a must for many teams right now, and fortunately, there are many affordable options available. (Even if budgets are leaner at the moment, keep in mind that an investment in employee career development can deliver a strong ROI for your business.)

In addition to nurturing individual needs and growing specific skills, we help your employees keep up with what’s happening in the wider industry. One cost-effective method that’s easy to arrange is to host lunch-and-learn sessions by video, featuring either external or internal guest speakers. Also, we give our employees the time and flexibility to engage in virtual industry events. My company considers asking those workers to share what they learn at these events with their colleagues.

3. We Encourage mentoring and job shadowing

Establishing a formal mentoring program might be one of the smartest moves a company can make at any time — for itself as well as for its workers’ personal and professional growth. Mentoring can also be an effective tool for onboarding remote staff.

Though often seen as a transfer of knowledge from tenured team members to less-seasoned employees, mentoring is a two-way street. While senior staff members can offer hard-earned insights and professional guidance to less-experienced colleagues, they also can benefit from the fresh perspectives and technological know-how of up-and-coming employees.

4. We Rotate employee roles

The human brain thrives on variety, and job rotation is a smart way to shake up our workers’ daily routine. We consider allowing staff to work in different but related departments or positions. (A job rotation program can help to facilitate this.) These opportunities will help our team members gain new skills, more appreciation for their colleagues’ duties and a better understanding of the business.

Job rotation can also be an effective way to increase cross-departmental collaboration and build rapport in a remote team. And the organization will benefit from having a more well-rounded workforce.

5. We Support work-life balance

Hard work is a prerequisite for career advancement, but that doesn’t necessarily mean committing to an endless series of lengthy workdays. We encourage our employees to work smart, maximize their efficiency, and leave time and energy for their non-work interests. This advice is especially important for remote team members who may find it difficult at times to keep work and life separate.

Taking a proactive approach to our team’s well-being can also prevent stress from rising and leading to burnout. By adopting flexible policies that enhance work-life balance, we can buoy staff morale. I’ll help my workers find the time to do their jobs, attend to personal demands, and even engage in professional development activities that can aid their career advancement.

6. We Paint the big picture

Reminding employees of their unique contributions to the company’s mission adds meaning to their role. It can also increase their motivation to expand their responsibilities and advance in the organization.

I Don’t assume they already know how their work adds value, however. I offer regular insights into how their day-to-day actions make a difference to the organization. In our regular updates to team members, we are sure to highlight the firm’s progress toward key objectives. And acknowledge individual employees for specific achievements that are helping to drive the company toward those goals.

7. We Create a succession planning program

Succession planning can demonstrate to high-potential employees that we not only want to invest in their professional development but also see them evolving into future leaders for the business. That is a powerful message. So, I don’t push this important process to the back burner. I create a succession plan for every key position in my organization. It can help motivate employees to learn the skills and knowledge needed for career advancement.

Our employees will be better positioned to achieve their career goals if they know they have manager support. And even if our team is working remotely right now, it’s still possible to make professional development and career advancement high priorities for the business. Emphasizing employee career growth can create significant and lasting benefits for our workers. It can also help position your company to be even more competitive in the post-pandemic business environment.

In conclusion, my businees company will be one of by far the most well-kown companies which suggests its workers great chances.