Productivity in construction can be maximized with the right plan in place. That said, productivity isn’t always what a <a target="_blank" href="https://www.thehumancapitalhub.com/articles/project-manager-career-path-from-entry-level-to-vp" alt="project manager">project manager</a> may want it to be because of the uncontrollable and unpredictable. Budget overruns, delivery delays, bad forecasting, and changing scope can negatively impact productivity, and there is only so much one can do to prevent these risks. Here is the smart approach to improving productivity in a <a target="_blank" href="https://www.thehumancapitalhub.com/articles/construction-job-titles-a-comprehensive-list-2024" alt="construction team">construction team</a>. <h2>Set Realistic Goals</h2> Do not have unrealistic project deadlines. This only leads to stress, mistakes, and reduced team morale. Provide your people with realistic, simple, and achievable deadlines. <h2>Standardize Processes</h2> Provide workers with clear standard operating procedures for repetitive or common tasks. Document efficient processes as you want to see them done. This avoids confusion and mistakes, leading to better outcomes and faster work. <h2>Create Efficient Workflows</h2> Reduce downtime by strategizing the most optimal workflow. This can involve meticulous scheduling to ensure your workers, materials, and equipment function perfectly. <h2>Hire Good Supervisors</h2> Hire strong management, supervisors, managers, and team leads. A strong manager is a must for a robust workflow. A lack of competency can cause difficulties, including a lack of trust in management. In these roles, a company needs well-liked leaders. <h2>Bring Technology to Your Project</h2> Technology can support productive construction work. <a href="https://www.jonasconstruction.com/">Construction software</a> is perhaps the best example of increasing efficiency by improving oversight, data collection, centralizing communication, accounting, task delegation, and more. <h2>Enhance Safety</h2> A safe project site is an efficient site. When safety is a focus, you avoid incidents that waste valuable time. Safety is deeply intertwined with productivity. When safety protocols are integrated into workflows, the risk of an accident is minimized, and productivity is kept up. <h2>Offer Safety Training</h2> Ensure workers are offered <a target="_blank" href="https://www.thehumancapitalhub.com/articles/importance-of-having-a-training-policy" alt="safety training">safety training</a> to reduce accidents and downtime due to safety hazards. Safety education will only have a positive net effect and is worth arranging, even if it’s a couple of hours of training and nothing more. <h2>Identify Bottlenecks</h2> Monitor productivity data. If you see areas where productivity is lacking, investigate. Identify bottlenecks. They can result from poorly planned processes or standards and sometimes be easily resolved. <h2>Offer Recognition</h2> Team members who do their work and fulfill expectations of their role, especially those who’ve truly gone above and beyond, warrant acknowledgment. Offer recognition in a public setting to socially reward those doing a great job. Strive to create a productive workplace that offers the <a href="https://www.scoutnetworkblog.com/best-construction-jobs-for-women/">best construction jobs for women</a> and men. <h2>Provide Clear Deadlines</h2> Every worker should understand without any confusion what their role is, what their responsibilities are, and what task deadlines are. Clear deadlines ensure that your workers understand the expectations for performance standards. <h2>Keep Delays in the Schedule</h2> Plan for delays. Put them in the schedule. This will keep your team ahead and ensure your plans aren’t taken off-track by the unexpected. <h2>Delegate Tasks</h2> ​<a target="_blank" href="https://www.thehumancapitalhub.com/articles/11-leadership-training-conference-to-attend-in-2024" alt="Train your team leaders" class="on">Train your team leaders</a> to be skilled at delegating and assigning tasks based on worker skill sets. This makes workers feel valuable and trusted, as no leader can do everything themselves. It also saves time, reduces stress, and eliminates burnout. <h2>Maintain Equipment</h2> Poor equipment management is a common reason projects are delayed. Don’t let an equipment breakdown reduce productivity. Ensure equipment is properly maintained, fixed, or replaced as needed. Keep your fleet or rental inventory available. <h2>Centralize Communication</h2> Clarify what communication channels you wish to use on your construction project. Use construction management software to centralize communication. Ensure communication is efficient and effective at every level of the project. <h2>Encourage Open Communication</h2> Actively ask team members to raise questions, comments, and concerns. Hold daily or weekly meetings where you gather as a team to discuss progress and project challenges. This will allow workers to feel involved in the project and give them a platform to come forward and use their voices. <h2>Foster Collaboration</h2> Promote teamwork through joint problem-solving sessions, encourage sharing knowledge and skills, and assign tasks requiring team members to work together. Collaboration increases morale and, in turn, productivity. Workers get the added benefit of shared success. <h2>Quickly Resolve Conflicts</h2> Do not wait to resolve conflicts. Team productivity is firmly based on how well team members communicate and work together. With interpersonal conflict, take the time to resolve what’s happening and bring your team back together to focus on the project phase. <h2>Manage Stress Levels</h2> Ensure your construction team does not feel overworked. Alleviate unnecessary pressure. Give workers the chance to come forward with potential concerns. Provide essential breaks for the team to recharge and balance workloads. Listen to your workforce and pay attention to their overall performance, communication, and perceived stress level. <h2>Use Data to Drive Decision-Making</h2> A construction project generates a ton of data. Use it. Review real-time data on labour, material, and task completion in construction management software. Analyze current project performance to make informed decisions on how to set up your team for maximum productivity.

Productivity in construction can be maximized with the right plan in place.

How to Improve Productivity in a Construction Team

Creating a solid marketing plan is key for retail stores wanting to gain visibility, draw in customers, and boost sales. It's not just about listing strategies but also organizing them to match your store's goals and resources. A well-organized marketing plan gives you a roadmap, ensuring your promotional activities are consistent and focused. A marketing plan can help your store expand and achieve its full potential. Here are some steps to <a target="_blank" href="https://www.thehumancapitalhub.com/articles/surviving-the-e-commerce-trend-a-guide-for-traditional-retailers" alt="create a retail marketing plan">create a retail marketing plan</a>. <h2>Target Audience</h2> Understanding your target audience is the first step in any marketing plan. Identify your customers by looking at age, location, shopping habits, and income level. Knowing your audience helps you create promotions, choose products, and use communication styles that match their interests and needs. To gather this information, check current customer data, conduct surveys, or examine purchase history. For example, if many of your customers are young professionals, <a target="_blank" href="https://www.thehumancapitalhub.com/articles/digital-marketing-for-small-business-how-to-get-started" alt="digital marketing">digital marketing</a> and emphasizing convenience may work well. When you know who you're targeting, crafting messages that appeal directly to them is easier, making your marketing efforts more effective. <h2>Clear Objectives</h2> Every marketing plan needs clear goals right from the start. These targets guide your efforts and help you track your progress. Consider what you want to accomplish, whether it's bringing more people through your doors, increasing online sales, or raising brand awareness. Make sure your goals are realistic and easy to measure, like aiming to "boost in-store sales by 20% by the end of next quarter" or "attract 500 new social media followers in three months." These targets let you see what's working and make changes if needed. Clear goals inspire your team and give you a solid way to watch your progress. <h2>Content Calendar</h2> Organizing your marketing activities using a content calendar keeps your team focused. It ensures promotions match dates and events. Plan your content, including social media posts, email newsletters, in-store activities, and seasonal deals. This timetable lets you coordinate marketing efforts and speak consistently to your audience. A content calendar also helps you take advantage of holidays, sales periods, or other significant events. For instance, you might schedule a back-to-school promotion in August or highlight gift items in December. With a content calendar, your marketing plan gains structure, which makes it easier to maintain direction and seize important opportunities. <h2>Digital Signage</h2> Digital signage can greatly influence in-store marketing with eye-catching visuals that draw people in. You can show things like promotions, product highlights, or store news on screens in busy areas. This lets you communicate instantly with customers, making shopping more interactive. Digital signage also lets you update messages. For example, you can change screens daily to feature new products or sales. With <a href="https://navori.com">digital signage software</a>, managing many screens from one place is simple. This way, you can refresh your content regularly and keep it relevant. <h2>Social Media Platforms</h2> Social media is an affordable way to connect with customers and grow your fan base. Platforms like Instagram, Facebook, and Twitter let you share store updates, market products, and talk directly with your audience. Posting regularly and engaging with followers keeps your store visible and memorable. Mixing up content such as photos, videos, or customer reviews helps keep followers interested. Hosting social media contests or showcasing customer photos can also create a sense of community around your brand. <h2>Email Marketing</h2> ​<a target="_blank" href="https://www.thehumancapitalhub.com/articles/getting-started-with-healthcare-email-marketing" alt="Email marketing" class="on">Email marketing</a> lets you talk directly to customers interested in your store. A monthly or biweekly newsletter updates them on new products, upcoming sales, and special discounts. It also lets you send messages tailored to customer preferences or shopping history. Personalized emails, such as birthday discounts or product recommendations, show customers you care. A small incentive for joining the mailing list can help increase your subscribers. Email marketing keeps your store connected with customers, building loyalty and encouraging them to return. <h2>Monitor Results</h2> Keeping track of how well your marketing plan works is necessary for ongoing improvement. Use metrics like sales figures, foot traffic, and online engagement to see how each strategy performs. Analytics tools can shed light on customer behaviour, revealing which promotions caught the most interest or which social media posts got the most attention. Based on these findings, adjust your future campaigns to improve them. For instance, if a certain social media platform isn't getting much interaction, consider focusing on one that connects more with your audience. Regular reviews help refine your marketing efforts, ensuring each strategy contributes value to your overall plan.

Creating a solid marketing plan is key for retail stores wanting to gain visibility, draw in customers, and boost sales.

How to Create a Marketing Plan for Retail Stores

If you’re a newer entrepreneur with a quickly expanding business, you may have reached the exciting milestone where it's time to <a target="_blank" href="https://www.thehumancapitalhub.com/articles/new-hire-orientation-a-guide-for-hr-professionals" alt="bring on your first employees">bring on your first employees</a>. This marks a new chapter in your company's growth, but it may also make you nervous because of the new considerations and responsibilities that come with it. In this article, we’ll walk through what you need to think about before employing staff for the first time to give your business the best chance of success. Source: <a href="https://www.pexels.com/photo/crop-faceless-multiethnic-interviewer-and-job-seeker-going-through-interview-5699475/">Pexels</a> <h2>Hiring a HR Manager</h2> Once you're ready to hire your first employees, one of the most important decisions you'll make is whether to build an <a href="https://www.thehumancapitalhub.com/articles/what-do-human-resources-managers-do">in-house HR department</a> or work with an external <a href="https://www.avensure.com/hr-outsourcing-services/small-business-hr-services/">HR specialist like Avensure</a>. Human Resources plays a vital role in managing the health and well-being of your workforce, as well as ensuring compliance with national labor laws and creating a positive work environment. As a <a target="_blank" href="https://www.thehumancapitalhub.com/articles/effective-cost-management-in-hr-lessons-for-small-business-owners-in-indiana" alt="small business owner">small business owner</a>, you might be tempted to deal with HR-related admin yourself, but this can quickly become overwhelming as your team continues to grow and the amount of paperwork piles up. A seasoned HR professional can help you develop code of conduct policies, create <a target="_blank" href="https://www.thehumancapitalhub.com/articles/employee-handbook-a-step-by-step-guide-to-creating-an-employee-handbook" alt="employee handbooks" class="on">employee handbooks</a>, and handle lengthy recruitment and onboarding processes, with, on average, about 73% of HR’s time spent on admin tasks. They can also assist with the performance management and conflict resolution of your employees. If you're not ready or able to hire a full-time HR manager, you could consider working with a&nbsp;HR consultant who can provide guidance as and when needed.&nbsp; <h2>Setting up a Payroll System</h2> Once you have employees, you'll need a software system to manage their wages and/or bonuses. A reliable <a href="https://www.zoho.com/us/payroll/">payroll system like Zoho</a> is essential for accurately calculating wages, deducting taxes, and ensuring timely payments. When choosing payroll software, you should consider factors such as ease of use, scalability, and integration with other business systems. A 2024 QuickBooks survey found that&nbsp;45% of accountants expect technology like payroll software to save them a significant amount of&nbsp;time when&nbsp;payroll processing&nbsp;over the next 12 months.&nbsp; You may want to opt for cloud-based payroll software, which offers more flexibility and accessibility compared to other systems. They can also come with features like automatic tax calculations, direct deposit options, and reporting tools to simplify your payroll admin. As you evaluate different payroll solutions, think about your current needs and potential future growth. This will include things like whether the system will be able to handle more employees as your business expands or offer features like time tracking that you might need down the line. <h2>Choosing a Payment Gateway Service</h2> As your business grows and you start hiring employees, you'll likely see an increase in the number of financial transactions you need to make. This makes it more important than ever to make sure you select the right payment gateway service to handle transactions for your business. You need to consider factors such as transaction fees, security features, and compatibility with your existing systems. In particular, you should look for a provider that offers robust fraud protection measures and complies with relevant international security standards to ensure the safety of you and your employees’ financial information. You should also consider whether you need a gateway that supports multiple currencies if you plan to hire international professionals. As an example, one of the more popular <a href="https://www.airwallex.com/au/blog/payment-gateway-providers-services">payment providers, Airwallex</a>&nbsp;can help streamline your financial processes and reduce cost inefficiencies by eliminating extra foreign exchange conversion fees. Having both 160+ payment methods and currency conversions&nbsp;at 0.5-1%, Airwallex is great for companies who have a global customer base and want to save&nbsp;on costly domestic and foreign processing fees. <h2>Creating a Healthy Work Environment</h2> It’s also essential to focus on creating a positive work environment that can attract and keep professionals at your company. This is about more than just offering competitive salaries. It also means <a href="https://www.thehumancapitalhub.com/articles/The-Best-Definitions-Of-Organisational-Culture-">creating a culture</a> where employees feel valued, supported, and motivated. The first step to achieving this is clearly communicating your company's mission, values, and goals to your new hires. This helps them understand why their work matters and can increase employee engagement and morale, with companies that use pre-boarding activities retaining&nbsp;up to&nbsp;81% of their new hires. You should develop open lines of communication and encourage feedback from your team. This can include setting up regular check-ins and meetings to help address concerns and celebrate company successes. It could also be worth implementing an employee recognition program to acknowledge and reward good performance, with a Glassdoor survey finding that about 53%&nbsp;of employees would stay longer at their company if they felt more appreciated by&nbsp;their boss. This can be as simple as verbal praise or a more official reward like employee of the month. A healthy and positive work environment also requires you to provide the necessary tools and resources for your employees to do their jobs effectively. For example, you may need to invest in new software technology or comfier office furniture. It’s worth keeping in mind that happier employees are more efficient and more likely to stay with your company long-term, with a&nbsp;study by the University of Warwick finding that happier&nbsp;employees are about&nbsp;12% more productive overall. Source: <a href="https://www.pexels.com/photo/woman-in-black-long-sleeve-shirt-had-a-job-interview-5989927/">Pexels</a> <h2>Offering Desirable Benefits and Compensation</h2> It’s crucial to think about offering attractive benefits and salaries when you're hiring your first employees. Although a competitive salary is obviously important, a well-rounded benefits package can often be the deciding factor for potential hires fielding multiple offers. One Glassdoor survey found that 48% of jobseekers listed attractive benefits as a factor that would influence them into applying for&nbsp;a particular role.&nbsp;You may want to start by researching industry standards for salaries in your area to ensure you're offering competitive pay. You should also consider offering performance-based bonuses to incentivize and reward your team going the extra mile.&nbsp;Additionally, you could&nbsp;offer&nbsp;other popular benefits, like paid time off or flexible working arrangements. Of course, there are also less traditional benefits you can offer new employees, like wellness programs or even pet-friendly offices.&nbsp; <h2>Onboarding and Training New Hires</h2> A well-structured onboarding and training process is also essential for setting your company up for success. An intelligent onboarding process offers more than just paperwork and office tours; it also integrates new hires into your company culture and equips them with the tools they need to excel in their roles. You should start by creating a comprehensive onboarding plan that covers everything from company policies and procedures to job-specific training, with a Glassdoor survey finding that&nbsp;organisations with a solid onboarding process can improve their new hire retention by 82%.&nbsp;You should develop a clear job description for each role to help new employees understand what's expected of them and how they can thrive in their positions. You should constantly evaluate how well the onboarding program is working because, according to Business Wire, up to 55% of organizations do not bother to measure the effectiveness of their onboarding programs. If you’re thinking of employing staff for the first time as your business expands, congratulations. But, although it's a sign of company growth and success, it also comes with important new responsibilities and considerations. You can use some of the discussed strategies to help new hires settle into your business, but remember to keep evolving your policies and procedures with the times.

If you’re a newer entrepreneur with a quickly expanding business, you may have reached the exciting milestone where it's time to bring on your first employees.

What to Consider When Hiring your First Employees for your Growing Business

In the evolving field of human resources, where communication and connectivity are essential, eSIM technology and <a target="_blank" href="https://www.thehumancapitalhub.com/articles/temporary-sms-phone-numbers-what-are-they-and-why-your-business-needs-them" alt="virtual phone numbers">virtual phone numbers</a> have emerged as powerful tools. With the rise of remote work and global recruitment, HR professionals are tasked with maintaining seamless communication, ensuring privacy, and managing costs. eSIM technology and virtual phone numbers offer unique benefits to HR departments, <a target="_blank" href="https://www.thehumancapitalhub.com/articles/what-is-a-technical-recruiter" alt="recruiters">recruiters</a>, and companies with dispersed teams. Let us see what is virtual phone number and how to use it in recruiting and successful management. <div class="se-component se-image-container __se__float- __se__float-none" contenteditable="false"><figure style="margin: 0px; width: 660px;"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXei_O1tMAae5_vdP5ynKLkbipFWZeUyeL2Lwy0OQ_-psiv9ehh4HIin72dWOtTbxIJ1oVIEdvHja7GMSUa7Ivl7NJ3_cKnnj8rUSz0p_Dy8lA2tfDcusvHx1G_7MSdyfZuDUX3l0MLCTbVWufZEwQimZ_CP?key=nnF87CPjHX4Fuc0Wa_RJ3lkL" data-origin="100," alt="virtual meeting" data-proportion="true" data-size="660px,auto" data-align="none" data-index="0" data-file-name="AD_4nXei_O1tMAae5_vdP5ynKLkbipFWZeUyeL2Lwy0OQ_-psiv9ehh4HIin72dWOtTbxIJ1oVIEdvHja7GMSUa7Ivl7NJ3_cKnnj8rUSz0p_Dy8lA2tfDcusvHx1G_7MSdyfZuDUX3l0MLCTbVWufZEwQimZ_CP?key=nnF87CPjHX4Fuc0Wa_RJ3lkL" data-file-size="0" style="width: 660px; height: auto;" origin-size="1000,667"></figure></div>​<a target="_blank" href="https://unsplash.com/s/photos/human-resources" alt="Source">Source</a>​ <h2>Understanding eSIM Technology and Virtual Phone Numbers</h2> <h3>What is eSIM Technology?</h3>An eSIM, or embedded SIM, is a digital SIM that allows users to activate a mobile plan without needing a physical SIM card. Unlike traditional SIM cards, which are tied to a specific carrier and device, eSIMs offer flexibility by allowing users to switch between carriers or plans directly from their device settings. This technology has been particularly valuable for employees who frequently travel or operate in multiple locations, as eSIMs provide easy access to local plans and data coverage. For <a target="_blank" href="https://www.thehumancapitalhub.com/articles/jc-penney-human-resources-what-you-need-to-know" alt="HR departments">HR departments</a>, the flexibility of eSIMs means reduced administrative tasks in managing multiple SIM cards for employees and increased adaptability in remote or mobile work environments. As organizations expand globally, eSIMs enable cost-effective, reliable, and secure connectivity solutions, even in countries with complex cellular regulations. You can find the <a href="https://esimplus.me/esim-global" rel="noopener noreferrer" target="_blank">best global eSIM</a> plans depending on your needs.&nbsp; <h3>What is Virtual Phone Number?</h3>Virtual phone numbers are phone numbers not directly tied to a physical phone line. Instead, they rely on cloud-based technology to forward calls to any device, including smartphones, computers, and landlines. Virtual numbers can have area codes from nearly any country or region, making them a valuable tool for businesses with international teams or customers.&nbsp; In HR, virtual phone numbers allow for seamless communication between recruiters, candidates, and employees. They are particularly beneficial for maintaining privacy, as personal phone numbers are not required. HR teams can assign virtual numbers to recruiters or employees, manage call tracking, and improve response rates. With virtual numbers, companies can have a local presence in different regions while maintaining centralized control over their communication. <div class="se-component se-image-container __se__float- __se__float-none" contenteditable="false"><figure style="margin: 0px;"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXfGBuOnBoQRyyoYyCZZyWKKg72PRR7OzWqHaSfxV6yEFIlTwg1MUvKFlZbh4BH4VfR03-Ih5Wm4qPiqk3Lohy0H1gfo6AvErgVFSnRhhtiQFnssjM9mjAGyTl7vjEmjnL6fAvdws97Wor0eF8dc5WwVDyRx?key=nnF87CPjHX4Fuc0Wa_RJ3lkL" data-origin="100," alt="" data-proportion="true" data-size="660px,auto" data-align="" data-index="1" data-file-name="AD_4nXfGBuOnBoQRyyoYyCZZyWKKg72PRR7OzWqHaSfxV6yEFIlTwg1MUvKFlZbh4BH4VfR03-Ih5Wm4qPiqk3Lohy0H1gfo6AvErgVFSnRhhtiQFnssjM9mjAGyTl7vjEmjnL6fAvdws97Wor0eF8dc5WwVDyRx?key=nnF87CPjHX4Fuc0Wa_RJ3lkL" data-file-size="0" style="width: 660px; height: auto;"></figure></div>​<a target="_blank" href="https://unsplash.com/s/photos/mobile-phone" alt="Source">Source</a>​ <h2>The Role of eSIMs and Virtual Numbers in Human Resources</h2> <h3>1. Streamlining Global Recruitment&nbsp;&nbsp;</h3>For organizations recruiting talent across borders, using eSIM technology can simplify communication and connectivity. Recruiters or HR staff who travel can rely on eSIMs to have local data coverage in any region without dealing with new SIM cards. Additionally, virtual phone numbers allow recruiters to connect with international candidates without incurring high international call charges.&nbsp; <h3>2. Enhancing Privacy and Compliance&nbsp;&nbsp;</h3>Virtual phone numbers allow HR departments to assign unique numbers to each recruiter or team, improving privacy and security. This can be essential for HR operations, where maintaining candidate and employee privacy is a top priority. Moreover, eSIMs can support secure connectivity for remote work applications, ensuring <a target="_blank" href="https://www.ibm.com/topics/data-compliance#:~:text=Data%20compliance%20is%20the%20act,but%20frequently%20involve%20similar%20goals." alt="data protection compliance">data protection compliance</a> across borders. <h3>3. Cost-Effective Communication Management&nbsp;&nbsp;</h3>Both eSIMs and virtual numbers allow HR departments to reduce telecom expenses. eSIM technology eliminates the need for costly international roaming, as users can activate local data plans on demand. Virtual numbers reduce the costs associated with maintaining multiple phone lines or paying for international calls, helping companies manage HR communication budgets effectively. <h3>4. Flexibility for Remote Work and Distributed Teams&nbsp;</h3>As remote work becomes more common, HR teams need flexible solutions to stay connected with employees. With eSIMs, remote workers can access regional data plans at affordable rates, allowing HR to manage remote communication costs. Virtual phone numbers, on the other hand, provide team members with business lines that they can use across devices, enhancing their availability and productivity. <h2>Best eSIM and Virtual Phone Number Providers</h2>When it comes to selecting providers, organizations should look for providers that offer reliable coverage, affordable rates, and global reach. Here are some of the best options: <h3>1. eSIM Plus&nbsp;&nbsp;</h3>eSIM Plus stands out as an all-in-one solution, offering both global eSIMs and virtual phone numbers tailored for businesses. Known for its extensive coverage and competitive rates, eSIM Plus provides excellent options for HR departments needing scalable connectivity solutions. With eSIM Plus, organizations can manage employee data needs globally and create virtual numbers with customizable area codes for multiple regions. <h3>2. Google Voice&nbsp;&nbsp;</h3>Google Voice is a widely used virtual phone service, offering free virtual numbers to U.S.-based users and low-cost international call rates. While primarily used in the U.S., Google Voice’s simple interface, voicemail transcription, and integration with other Google services make it a popular choice for HR teams needing basic virtual phone capabilities. <h3>3. Airalo&nbsp;&nbsp;</h3>Airalo is another leading provider of eSIM technology, offering regional and global plans that can be activated from a mobile app. This provider is ideal for employees frequently traveling abroad, as they can quickly purchase data plans for various countries. With Airalo, HR departments can manage data plans for employees, reducing the need for multiple SIM cards. <h3>4. Burner&nbsp;</h3>Burner provides virtual phone numbers designed for temporary use, which can be particularly useful for short-term recruitment projects. The app offers customizable features such as call forwarding and voicemail, helping recruiters maintain professional communication without sharing their personal number. For HR, Burner is useful when reaching out to candidates while protecting recruiters' privacy. <h3>5. Nomad&nbsp;&nbsp;</h3>Nomad offers affordable eSIM plans focused on travelers and global businesses. Known for providing cost-effective data plans in numerous regions, Nomad is a practical choice for companies with employees frequently working across borders. Nomad’s eSIM services enable HR teams to activate regional data plans and allow employees to stay connected with ease. <h2>Implementing eSIM and Virtual Phone Number Solutions in HR</h2>To fully leverage eSIMs and virtual numbers, HR departments should implement the following best practices:<ul><li>Define Use Cases: Determine whether eSIM or virtual phone numbers will be used primarily for recruitment, employee management, or global operations. Identifying specific needs will help HR select the right providers and plans.</li></ul><ul><li>Choose a User-Friendly Platform: Select providers that offer intuitive management platforms where HR can easily activate, deactivate, or transfer eSIMs or virtual numbers as needed. Platforms like eSIM Plus offer central control over multiple accounts, making it easy for HR to manage telecom resources.</li></ul><ul><li>Set Up Security Protocols: To ensure data security and compliance, work with providers who offer data encryption and user authentication features. With eSIM technology, especially when handling sensitive HR data, security protocols should be a priority.</li></ul><ul><li>Manage Costs Proactively: Track data usage and call metrics to avoid overspending. Virtual numbers should be assigned strategically, and data plans should be monitored to ensure they align with HR budgets.</li></ul> <h2>eSIM Plus Coupons and Discounts</h2>For organizations and HR departments seeking affordable eSIM and virtual phone options, eSIM Plus offers discounts and coupon codes on their official site, helping businesses save on connectivity costs. These discounts make it easier for companies to access premium eSIM and virtual number services while managing telecom budgets effectively. Visit the eSIM Plus for the latest offers. eSIM technology and virtual phone numbers are transforming how HR departments manage connectivity, communication, and privacy for both recruiters and employees. From <a target="_blank" href="https://www.thehumancapitalhub.com/articles/internal-recruitment-examples" alt="streamlining recruitment" class="on">streamlining recruitment</a> to providing secure, flexible options for remote teams, these tools offer valuable benefits that cater to the demands of modern HR. By choosing providers like eSIM Plus and exploring solutions that meet organizational needs, HR departments can enhance efficiency, reduce costs, and support a connected, compliant workforce. As these technologies continue to evolve, they are likely to become even more integral to human resources, helping HR professionals navigate the complexities of global, digital work environments.

In the evolving field of human resources, where communication and connectivity are essential, eSIM technology and virtual phone numbers have emerged as powerful tools.

Enhancing Human Resources with eSIM Technology and Virtual Phone Numbers

Creating a great work environment is all about supporting everyone to thrive, feel valued, and bring their best selves to work, irrespective of what they’re going through personally, or the trauma they deal with internally.&nbsp; Trauma survivors go through a great deal on a day-to-day basis and often find it hard to focus on work, especially in unstructured work environments. They require certainty and calmness to do their best, along with thoughtfulness, empathy, and plenty of other practical approaches. Here’s a quick breakdown of effective strategies that can help&nbsp;<a target="_blank" href="https://www.thehumancapitalhub.com/articles/how-to-foster-a-supportive-environment-for-employee-growth" alt="turn your workplace into a supportive environment">turn your workplace into a supportive environment</a> for trauma survivors. <h2>Understand Trauma &amp; Its Impact In The Workplace</h2>As is the case with most things in the workplace, it begins with awareness, and your employees must understand the nature of trauma and the impact it has on people suffering from its consequences.&nbsp; They need to know that trauma isn’t just a one-time, extreme occurrence, but can rather result from a range of different circumstances, such as chronic stress, personal loss, discrimination, or violent incidents.&nbsp; It is also essential to understand that each person’s response to trauma can be unique, and it can show up in different ways. From subtle displays of anxiety, to struggle with concentration and emotional triggers, there are plenty of ways it can affect people. According to <a href="https://www.suicidecleanup.com/">Suicide Cleanup</a>, people around trauma survivors need to understand the importance of trust, patience, flexibility, and of course, compassion when dealing with them.&nbsp; They should also know and acknowledge the importance of respecting individual boundaries and that struggles may be present, even if unspoken. <h2>Cultivating A Culture of Empathy &amp; Flexibility</h2>Empathy isn’t just about being “nice.” It’s an actionable approach to understanding what others are going through. Leaders and managers set the tone here: modeling empathy can make a workplace feel less judgmental and more inclusive.&nbsp; Encouraging open communication around mental health and respecting emotional boundaries fosters a sense of safety. Trauma survivors benefit from environments where they know they won’t be pressured to disclose, forced into uncomfortable situations, or met with skepticism. Flexibility is another game-changer. Survivors may need different working conditions, perhaps a quieter workspace, flexible hours, or the ability to work remotely.&nbsp; A <a href="https://www.indeed.com/career-advice/career-development/flexible-work-policies">flexible workplace policy</a> that supports diverse needs without asking for justification shows respect for everyone’s personal challenges. It’s a win-win situation: employees feel supported, and productivity doesn’t suffer because employees are empowered to work in ways that suit them best. <h2>Offer Training &amp; Build Awareness</h2>Offering regular training on trauma-informed care can make a huge difference. Educating managers, HR personnel, and even general staff about the principles of trauma-informed interactions can dismantle biases and misunderstandings that inadvertently harm trauma survivors.&nbsp; Training helps everyone understand that trauma responses aren’t about weakness or inability but are natural human reactions to stress and hardship. Training also fosters skills in recognizing signs of trauma without invading personal privacy or pushing for disclosure.&nbsp; For example, knowing how to support a visibly distressed employee or one who needs time to gather themselves after a tough meeting contributes to a workplace environment where <a href="https://www.gokcebulgan.com/blog/emotional-well-being-what-is-it-and-how-can-it-make-your-employees-happier-and-more-productive">emotional well-being</a> isn’t brushed aside.&nbsp; Regularly refreshing this training keeps empathy and support at the forefront of the company culture. <div class="se-component se-image-container __se__float- __se__float-none" contenteditable="false"><figure style="margin: 0px; width: 624px;"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXczUEQE0PwHrfBt_Hfy5L2rHRM0_Db4wPU5LsyL2qm9gNxUfqrszhiFcsrS9Vu_NHsqyYhkd7nXsZgy3cZIp9jsEIfieYr25l_-2tkF_JvPRDgWuIohZNOhypCOdA6hSDyTT1wS3bOqb3ON4AFiD-Qawbw1?key=oHkxLmqQFi-kDxI8H4IkF4XJ" data-origin="624,481" alt="trauma chart" data-proportion="true" data-size="624px,481px" data-align="none" data-index="0" data-file-name="AD_4nXczUEQE0PwHrfBt_Hfy5L2rHRM0_Db4wPU5LsyL2qm9gNxUfqrszhiFcsrS9Vu_NHsqyYhkd7nXsZgy3cZIp9jsEIfieYr25l_-2tkF_JvPRDgWuIohZNOhypCOdA6hSDyTT1wS3bOqb3ON4AFiD-Qawbw1?key=oHkxLmqQFi-kDxI8H4IkF4XJ" data-file-size="0" style="width: 624px; height: 481px;" origin-size="1600,1233"></figure></div><a target="_blank" href="https://unsplash.com/photos/happy-new-year-greeting-card-EDJKEXFbzHA" alt="Source" style="background-color: transparent;">Source</a> <h2>Creating Safe Spaces &amp; Open Channels For Communication</h2>Safety, both physical and psychological, is paramount for trauma survivors. This might include having clear, fair policies against harassment and bullying, which should be consistently enforced.&nbsp; Zero-tolerance policies for discriminatory language and behavior help create a foundation of trust, as does ensuring there are safe, anonymous ways to report issues without fear of retaliation. Moreover, open channels of communication make a difference. This could involve regular one-on-one check-ins with managers where employees feel free to express concerns or simply discuss how they’re doing.&nbsp; Not every meeting needs to be about performance, sometimes, just talking about how someone feels about their workload or environment can make them feel significantly more at ease.&nbsp; When employees know they have a private, supportive space to speak up, they’re less likely to bottle up concerns that could impact their mental health and job satisfaction. <h2>Prioritizing Mental Health Benefits &amp; Resources</h2>Mental health support should be an integrated part of workplace benefits, not an afterthought. Trauma survivors might need specialized care, such as therapy sessions or counseling, and providing easy access to these resources shows an organization’s commitment to employee well-being.&nbsp; This could involve covering mental health services in the company’s health plan, providing access to <a href="https://www.thehumancapitalhub.com/articles/employee-assistance-program-everything-you-need-to-know">Employee Assistance Programs (EAPs)</a>, or having an in-house counselor available. Some companies also go the extra mile by offering wellness programs or organizing mental health days, paid time off specifically for employees to recharge.&nbsp; If an employee feels overwhelmed or close to burnout, having that option signals that mental health isn’t secondary to physical health. Normalizing mental health breaks, just like sick days, can be particularly beneficial for trauma survivors who might face more frequent emotional lows. <h2>Practicing Inclusive Leadership</h2>Inclusive leadership means creating a culture that doesn’t just “allow” diversity but actively celebrates and accommodates it.&nbsp; Leaders can set an example by being approachable, listening to employees’ suggestions, and acknowledging when change is needed. This may mean rethinking traditional management styles or adjusting communication approaches to be more inclusive while <a href="https://www.thehumancapitalhub.com/articles/cultivating-a-culture-of-caring-key-principles-for-ethical-leaders">adopting a culture of caring</a>. Consider leadership practices that emphasize feedback and adaptability. When leaders seek regular feedback on company policies, they’re in a better position to address specific employee needs, including those who may have trauma-related concerns.&nbsp; Listening and adjusting based on employee input fosters a sense of shared responsibility and community, and boosts morale. <h2>Respecting Privacy &amp; Personal Boundaries</h2>One of the most crucial aspects of supporting trauma survivors is respecting privacy. Some people may want to share their experiences, while others might keep their history close.&nbsp; The choice should always be up to the individual. Leaders and HR should emphasize that disclosure is never mandatory for accommodation or support, the workplace should be equally supportive whether someone chooses to share or not. When discussing mental health, it’s often best to stick to general terms and avoid probing questions. This lets employees know that while support is available, they won’t be pressured to talk about personal issues.&nbsp; Establishing clear boundaries around mental health discussions can go a long way toward making trauma survivors feel safe and respected. <div class="se-component se-image-container __se__float- __se__float-none" contenteditable="false"><figure style="margin: 0px; width: 658px;"><img src="https://lh7-rt.googleusercontent.com/docsz/AD_4nXcusFB0xuxMKjhtBCoeHPvQgMSiWFtdWF4wR7Kh3evwC4yJzd7oDfrk8ZM0z3gO1_OwtPDINPXxSg9WgOtxmjE5Xw-kk4oqeI181R8drE5AoI-zgkcFs9VfuOZ918zl_w5t81iGCORIeNVfhTN43MgFrHna?key=oHkxLmqQFi-kDxI8H4IkF4XJ" data-origin="624,468" alt="coworkers" data-proportion="true" data-size="658px,468px" data-align="none" data-index="1" data-file-name="AD_4nXcusFB0xuxMKjhtBCoeHPvQgMSiWFtdWF4wR7Kh3evwC4yJzd7oDfrk8ZM0z3gO1_OwtPDINPXxSg9WgOtxmjE5Xw-kk4oqeI181R8drE5AoI-zgkcFs9VfuOZ918zl_w5t81iGCORIeNVfhTN43MgFrHna?key=oHkxLmqQFi-kDxI8H4IkF4XJ" data-file-size="0" style="width: 658px; height: 468px;" origin-size="1600,1200"></figure></div><a target="_blank" href="https://unsplash.com/photos/four-people-watching-on-white-macbook-on-top-of-glass-top-table-vdXMSiX-n6M" alt="Source" class="on">Source</a>&nbsp; <h2>Conclusion</h2>By striving to create a supportive workplace for trauma survivors, you are also creating the perfect environment for individuals from all walks of life to feel accepted and thrive. This kind of culture and mindset amongst your staff often pays powerful dividends in the long run. This was a brief primer on building such a workplace, but as you might suspect, it takes a lot more time, effort, and learning to implement this successfully in any workplace. If you’re willing to start now, this should at least give you a boilerplate to base your broader strategy.​

Creating a great work environment is all about supporting everyone to thrive, feel valued, and bring their best selves to work, irrespective of what they’re going through personally, or the trauma they deal with internally.

How To Create A Supportive Workplace For Trauma Survivors?

Training is essential for any company to succeed. The ability to continuously improve and enhance employee skills has emerged as a critical component for preserving competitive advantage in an era of swift technology development and changing job needs.

What Are The Six Basic Training Strategies?

Production Supervisor

&lt;p&gt;&lt;strong&gt;Qualifications and Experience:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;3 years in Dairy Industry at supervisory Level and experience in food industry&lt;/li&gt; &lt;li&gt;Degree in Food Science, Food Safety, Dairy Technology or any other related qualification&lt;/li&gt; &lt;/ul&gt;

Procurement Manager

&lt;p&gt;&lt;strong&gt;Responsibilities &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Establishes and implements, procedures, purchasing policies and best practices&lt;/li&gt; &lt;li&gt;Monitors ongoing compliance with purchasing procedures and policies&lt;/li&gt; &lt;li&gt;Ensure significant cost savings for the organisation.&lt;/li&gt; &lt;li&gt;Directs procurement policies to ensure all items are purchased and delivered timeously and within the stipulated budget&lt;/li&gt; &lt;li&gt;Monitors supplier compliance with contractual agreements&lt;/li&gt; &lt;li&gt;Superintends supplier compliance with internal quality standards and external regulations&lt;/li&gt; &lt;li&gt;Facilitates timely placement of purchase orders&lt;/li&gt; &lt;li&gt;Reviews purchase orders for proper authorization and compliance in line with organizational policy and standard operating procedures&lt;/li&gt; &lt;li&gt;Identifies and sources new suppliers in line with procedures&lt;/li&gt; &lt;li&gt;Manages supplier selection process based on price, quality, support, capacity and reliability&lt;/li&gt; &lt;li&gt;Establishes and updates an approved supplier database&lt;/li&gt; &lt;li&gt;Develops, negotiates and administers purchasing agreements and contracts with suppliers in support of organizational requirements&lt;/li&gt; &lt;li&gt;Evaluates contracts to ensure compliance with legal requirements and organizational policies&lt;/li&gt; &lt;li&gt;Manages risk relating to quality, cost, delivery and supply of purchases.&lt;/li&gt; &lt;li&gt;Works with relevant Departments / Business Units to manage inventory requirements&lt;/li&gt; &lt;li&gt;Monitors and reduces purchase variances to meet profit objectives&lt;/li&gt; &lt;li&gt;Oversees the operations and daily activities of the purchasing department&lt;/li&gt; &lt;li&gt;Directs continuous improvement of purchasing processes in line with changing organizational needs and market conditions&lt;/li&gt; &lt;li&gt;Prepares monthly and quarterly procurement reports&lt;/li&gt; &lt;li&gt;Develops and manages procurement budgets and forecasts&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt;Qualifications&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Bachelor&amp;rsquo;s Degree in Purchasing and Supply Chain Management or equivalent.&lt;/li&gt; &lt;li&gt;Master of Purchasing and Supply Chain Management an added advantage.&lt;/li&gt; &lt;li&gt;C.I.P.S membership is a must&lt;/li&gt; &lt;li&gt;At least 5 years of experience in a similar senior position.&lt;/li&gt; &lt;li&gt;Proven experience in managing supply chain operations&lt;/li&gt; &lt;li&gt;Knowledge of the Public Entities procurement process and regulations.&lt;/li&gt; &lt;/ul&gt;

Human Resource Manager

&lt;p&gt;&lt;strong&gt;Duties/Responsibilities:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Develops and implements the HR strategy in with business strategy;&lt;/li&gt; &lt;li&gt;Manages recruitment and selection;&lt;/li&gt; &lt;li&gt;Develops, reviews, and oversees the implementation of performance management system and policy for the entire company;&lt;/li&gt; &lt;li&gt;Manages industrial relations in the company and is responsible for maintaining employee discipline;&lt;/li&gt; &lt;li&gt;Complies and manages the Human Resource Departmental budgets;&lt;/li&gt; &lt;li&gt;Develops and updates the HR policies as and when;&lt;/li&gt; &lt;li&gt;Develops and presents HR reports.&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt;Qualifications and Experience:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;BSc in any relevant social science degree;&lt;/li&gt; &lt;li&gt;At least 3 years relevant experience in a managerial role;&lt;/li&gt; &lt;li&gt;Experience in the FMCG industry;&lt;/li&gt; &lt;/ul&gt;

Brand Manager

&lt;p&gt;&lt;strong&gt;Duties/Responsibilities:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Develops strategic brand direction and longer-term brand vision that is consistent with the organization&amp;rsquo;s priorities and objectives.&lt;/li&gt; &lt;li&gt;Monitors all marketing and branding activities for the organization.&lt;/li&gt; &lt;li&gt;Directs the evaluation of brand portfolio including brand definition, proposition and promotion.&lt;/li&gt; &lt;li&gt;Plans and executes annual marketing campaigns to grow sales revenue.&lt;/li&gt; &lt;li&gt;Attains monthly sales targets through a motivated sales force.&lt;/li&gt; &lt;li&gt;Develops and implements business plans for the territory.&lt;/li&gt; &lt;li&gt;Ensures effective implementation of all sales and marketing programs to build brand visibility and profitable brands.&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt;Qualifications and Experience:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;BSc in Marketing.&lt;/li&gt; &lt;li&gt;At least 3 years relevant experience in a managerial role.&lt;/li&gt; &lt;li&gt;Experience in the FMCG industry is an added advantage.&lt;/li&gt; &lt;/ul&gt;

Test

Electrician

&lt;p&gt;&lt;strong&gt;Duties/Responsibilities:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Installations, maintenance and repairs of all electrical equipment and machinery.&lt;/li&gt; &lt;li&gt;Manages Junior Staff members&lt;/li&gt; &lt;li&gt;Recommends cost saving best practices to the Maintenance Manager&lt;/li&gt; &lt;li&gt;Checks on health and safety compliance&lt;/li&gt; &lt;li&gt;Install, maintain, and enhance electrical systems and components, including fuses, lights, and wiring&lt;/li&gt; &lt;li&gt;Perform all work in a manner that meets and follows electrical codes, blueprints, and standards&lt;/li&gt; &lt;li&gt;Test electrical systems and components to ensure proper functioning&lt;/li&gt; &lt;li&gt;Performs preventative maintenance on electrical systems and components&lt;/li&gt; &lt;li&gt;Troubleshoots problems and make timely repairs&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt;Qualifications and Experience:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Degree or Higher Diploma in Electrical Engineering/ Apprentice Program&lt;/li&gt; &lt;li&gt;At least Four (4) years in similar role in the FMCG Industry&lt;/li&gt; &lt;/ul&gt;

HR Officer

&lt;p&gt;Role and Responsibility&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Produces Human Resources performance measurement statistics&lt;/li&gt; &lt;li&gt;Implementation and administration of Human Resources standards (SABPP)&lt;/li&gt; &lt;li&gt;Responsible for employee engagement surveys and corrective action plans&lt;/li&gt; &lt;li&gt;Assists in the development of Personal development plans for individuals&lt;/li&gt; &lt;li&gt;Assists in the development of learning and development budgets and programmes&lt;/li&gt; &lt;li&gt;Implementation and administration of the department&amp;rsquo;s ISO protocols&lt;/li&gt; &lt;li&gt;Implementation of the Industry CBA and Code of Conduct&lt;/li&gt; &lt;li&gt;Assists in the recruitment and selection&lt;/li&gt; &lt;li&gt; Assists in Industrial relations matters&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;Experience &lt;/p&gt; &lt;ul&gt; &lt;li&gt;Degree in any Social Sciences at 2.1 level or better&lt;/li&gt; &lt;li&gt;Ideal candidates must have a Professional diploma such as IPMZ or equivalent&lt;/li&gt; &lt;li&gt; A minimum of 3 years post University working experience&lt;/li&gt; &lt;li&gt;Knowledge of ISO 9001, 18001 and 45001 an added advantage&lt;/li&gt; &lt;li&gt; Knowledge of the Labour Act an added advantage &lt;/li&gt; &lt;li&gt;Knowledge of SABPP Human Resources Standards an added advantage&lt;/li&gt; &lt;/ul&gt;

Attention To Detail

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QUESTION 0

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