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<h2>Definition of Employee Networking
 </h2>Employee networking refers to events, activities, and initiatives that promote interpersonal interactions among employees. You can trade useful advice, information, referrals, and support by making professional connections and creating mutually beneficial partnerships. Networking provides you access to opportunities that you might not have had otherwise. You may learn a lot about various sectors and what future employers look for through your network.
 ​<a href="https://www.thehumancapitalhub.com/articles/social-collaboration-benefits-best-practices-and-tools" alt="Your workplace is an excellent place to broaden your network">Your workplace is an excellent place to broaden your network</a>. You can access essential resources such as job leads, mentors, and hands-on training opportunities through these connections. Getting to know your coworkers is critical since they can help you advance your career or transition into a new one. Coworkers who have moved on to new jobs can recommend you to their new bosses and share insider information on jobs elsewhere.
 With the introduction of technology, employee networking has evolved. Employees can now network on social media platforms. Whilst employee networks have many benefits, some can become toxic over time. This leads us to the most common question many employees and employers ask: "What makes a good <a target="_blank" href="https://www.diversityintech.co.uk/the-benefits-of-an-employee-network-how-to-start-one" alt="employee network">employee network</a>?"
 <div class="se-component se-video-container __se__float-none" contenteditable="false" style="width: 100%;"><figure style="width: 100%; height: 400px; padding-bottom: 400px; margin: 0px;"><iframe frameborder="0" allowfullscreen="" src="https://www.youtube.com/embed/qxv3NGsDEGw" data-proportion="true" data-percentage="100%,400px" data-size="100%,400px" data-align="none" style="width: 100%; height: 100%;" data-index="0" data-file-name="qxv3NGsDEGw" data-file-size="0" data-origin="100%,400px"></iframe></figure></div> <h2>Internal and external networks examples 
 </h2>Internal networking covers all the networking activities one partakes in within their organization, whilst external networking refers to all the employee networking done to connect with other professionals outside one's organization.
 While <a target="_blank" href="https://www.linkedin.com/pulse/advantages-external-network-diversity-jason-fry/" alt="external networking">external networking</a> helps us grow our connections to professionals outside of our organization, internal networking helps individuals add people to their professional networks and <a target="_blank" href="https://ijcrt.org/papers/IJCRTICPN055.pdf" alt="increases productivity and engagement inside a company">increases productivity and engagement inside a company</a>. Examples of internal employee networking include social gatherings at work, a group online chat with colleagues, and a book development club at work. Connecting with other professionals at business seminars, and professional social media platforms such as Linked In, business conferences, tradeshows, and associations are all examples of external employee networking.
 Related: <a href="https://www.thehumancapitalhub.com/articles/increase-your-visibility-on-social-media" alt="Increase Your Visibility on Social Media">Increase Your Visibility on Social Media</a>​ <h2>Examples of Employee Networking Groups
 </h2>Employee networks are coworkers with common interests, identities, or aspirations who voluntarily communicate with one another to offer information, support, or resources <a target="_blank" href="https://journals.sagepub.com/doi/abs/10.1177/000312240607100404" alt="(Dobbin &amp; Kalev, 2016)">(Dobbin &amp; Kalev, 2016)</a>. A good place to start creating employee networking groups is to select common grounds and formulate networks based on these. Based on a <a target="_blank" href="https://www.annualreviews.org/doi/abs/10.1146/annurev.soc.27.1.415" alt="research article named Birds of a Feather: Homophily in Social Networks">research article named Birds of a Feather: Homophily in Social Networks</a>, people's networks are homogeneous on many sociodemographic, behavioural, and intrapersonal characteristics. 
 Employees want to feel a sense of belonging, and when there is a common ground between employee networks, employees feel at home. Feeling at home will help boost their confidence as they can speak up since they feel at home. Therefore, employees are likely to grow more in networks they feel they belong. Companies globally often have employee networks for people with disabilities. Other common employee networking groups include women's groups, a network for remote employees, and a network for LGBTQ employees. Any known similarities between employees can be used as a base to create employee networking groups.
 <h2>What Makes a Good Employee Network? </h2> <h3>Wide Network </h3> A good network should be broad, with strong relationships and diverse contacts. A good network spreads over three dimensions. The three distinct but interdependent forms of employee networking are operational, personal, and strategic. These three are essential in employee transitions. The first assists them in managing current internal tasks, the second in advancing their personal growth, and the third introduces them to new business opportunities and the stakeholders they need to enlist.
 <h3>​<a target="_blank" href="https://www.linkedin.com/advice/0/what-benefits-transparency-accountability" alt="Transparency, Accountability, and Responsibility">Transparency, Accountability, and Responsibility</a>​ </h3> A successful employee network should have a clear purpose and vision that resonates with the values and goals of the firm. It should also have a clear structure and <a href="https://www.thehumancapitalhub.com/articles/4-pillars-of-corporate-governance" alt="governance to ensure accountability, transparency, and effectiveness to build trust among members">governance to ensure accountability, transparency, and effectiveness to build trust among members</a>. A good employee network also has a diversified and engaged membership that reflects the requirements and interests of its target audience. An effective employee network should have a demonstrable impact on the organization's performance and culture and its members' personal and professional development.
 ​<a target="_blank" href="https://www.shoosmiths.com/insights/articles/importance-of-staff-networks-the-role-they-can-play-fostering-diversity-and-inclusion" alt="The importance of employee networking">The importance of employee networking</a> cannot be ignored. Networking is essential for individuals in the corporate world and small businesses. Having a single contact can get you multiple meetings or interviews. Employee networking is as simple as having a conversation; it can be formal or informal. Chatting with a coworker over lunch can be considered informal employee networking, while attending a career-related or professional event, such as a career fair or conference, is more formal. Most companies are moving towards a <a target="_blank" href="https://www.achievers.com/blog/employee-networks-inclusive-culture/" alt="culture">culture</a> that supports employee networking internally and externally to reap the benefits of employee networking. 
 <h2>Benefits of Employee Networking</h2><h3>Improves the Wellbeing of LGBTQ Employees </h3> ​<a target="_blank" href="https://www.sciencedirect.com/science/article/pii/S0091743522001621" alt="According to research done by Science Direct">According to research done by Science Direct</a> in an attempt to answer the question, "Do workplace diversity training and employee networks make a difference in improving the wellbeing of LGBTQ+ employees?" After controlling for a wide range of confounders and organization-specific random effects, it was found that both individual- and organizational-level measures of workplace diversity training and employee behaviors showed positive, large, and statistically significant associations with the LGBTQ+ employee wellbeing index. They specifically stated that employee networks may increase the wellbeing of LGBTQ+ employees. Employer investments in diversity training and employee networks are effective interventions for improving workplace culture, employee productivity, and intergroup interactions.
 <h3>Improved Employee Engagements </h3> According to <a target="_blank" href="https://ijcrt.org/papers/IJCRTICPN055.pdf" alt="research on networking within organizations and its effects on employee engagement">research on networking within organizations and its effects on employee engagement</a>, It was discovered that networking among coworkers and between employees and management <a href="https://www.thehumancapitalhub.com/articles/activities-for-employee-engagement" alt="improves employee engagement">improves employee engagement</a> levels through better organizational commitment, improved job satisfaction, and making them physically, cognitively, and psychologically engaged to the organization as they feel better connected to the organization through networking. 
 To add to improved employee engagement, internal employee networking can help employees connect with different people inside the organization. The more connections among employees, the greater the bond. When there is a better relationship between employees, it develops into a bond, and it is easier for the employees to learn more about the organization, its best practices, and to learn more about the organization's other stakeholders, such as suppliers, customers, and those whom the organization directly impacts.
 Related: <a href="https://www.thehumancapitalhub.com/articles/how-to-develop-an-employee-engagement-plan" alt="How to Develop an Employee Engagement Plan">How to Develop an Employee Engagement Plan</a>​ <h3>Shared Expertise </h3> Another advantage of internal networking is to know the expertise of others in the organization and to tap them whenever needed <a target="_blank" href="https://ijcrt.org/papers/IJCRTICPN055.pdf" alt="(Baber &amp; Waymon, 2008)">(Baber &amp; Waymon, 2008)</a>. Cross-pollination of ideas occurs through internal networking, and employees can easily learn about other new abilities relevant to their firm. <a href="https://www.thehumancapitalhub.com/articles/using-organizational-social-networks-data-to-build-strong-teams" alt="Employee networking increases organizational teamwork">Employee networking increases organizational teamwork</a>. People in the same employee network will collaborate more effectively on a project. Employee networks also boost the effectiveness of constructive criticism since members in the same network will not take offence while correcting one another. At the same time, internal networking can assist firms in obtaining new information and solving problems efficiently <a target="_blank" href="https://www.researchgate.net/publication/240104637_Making_Invisible_Work_Visible_Using_Social_Network_Analysis_to_Support_Strategic_Collaboration" alt="(Cross, Borgatti &amp; Parker, 2002)">(Cross, Borgatti &amp; Parker, 2002)</a>. 
 <h2>How do you Encourage Employees to Network? </h2> How to encourage employee networking within your organization is quite an important topic, considering that employee networking increases employee engagement. I have covered three ways to encourage employee networking in this article. Find them below.
 <h3>Team Building Retreats </h3> ​<a href="https://www.thehumancapitalhub.com/articles/importance-of-team-building-" alt="Team building">Team building</a> retreats refer to the bringing together of your employees in one location for a few days in a social environment. Team building retreats are an opportunity for employees to network. According to <a target="_blank" href="https://www.researchgate.net/publication/220030881_Does_Team_Building_Work" alt="a study by Klein and the team">a study by Klein and the team</a> on the question "Does team building work?" team building improves team efforts. Team building activities boost morale, increase communication and help foster employee networking. During team building retreats, employees often partake in team games and team fun battles. The collaborations to win against the opposing teams often bring together employees. Therefore, Team building retreats are a good place to encourage employee networking. Related: <a href="https://www.thehumancapitalhub.com/articles/Team-Building-Activities-That-Work" alt="Team Building Activities That Work">Team Building Activities That Work</a>​ <h3>Volunteer Days and Events </h3> According to <a target="_blank" href="https://www.researchgate.net/publication/288911930_The_impact_of_social_events_on_employee_satisfaction_A_case_study" alt="research on the impact of social events on employee satisfaction">research on the impact of social events on employee satisfaction</a>, It was discovered that social difficulties at work are critical in developing a healthy interaction between employees and their employers. An old popular saying goes, "All work, no play makes Jack a dull boy." Being with your work colleagues outside the office is also a good place to start in encouraging your employees to network. There is nothing that brings people together more than a charity event. Charity begins at home, and networking is a form of charity. Employee network groups often find ways to give back and serve the causes and interests that form the basis for their group <h3>Social Fridays</h3> What we normally do here at <a target="_blank" href="https://www.ipcconsultants.com/" alt="Industrial Psychology Consultants">Industrial Psychology Consultants</a> as part of employee networking is to have social Fridays. We select a particular Friday, and then we close early business-wise. From there, we throw a braai, drink, and partake in social conversation. It has been a good way for me to network with my colleagues. We also invite alumni on other occasions, broadening our employee networking reach. Inviting former employers has helped everyone learn how to grow their careers after being employed at Industrial Psychology Consultants. There are several ways employee networking can be encouraged in organizations. The above ways are just some of the common ways. <h2>Disadvantages of Employee Networking
 </h2>Employee networking can be a terrific way to meet new people, develop new skills, and discover new possibilities. Employee networking, on the other hand, may have certain drawbacks. <a target="_blank" href="https://www.researchgate.net/publication/341234323_NEGATIVE_EFFECTS_OF_ENTERPRISE_SOCIAL_NETWORKS_ON_EMPLOYEES_-A_CASE_STUDY" alt="Literature on technostress and social media use emphasizes that employee networks can adversely affect employees">Literature on technostress and social media use emphasizes that employee networks can adversely affect employees</a>. I have listed some of the negative impacts in this section.
 <ul><li>Availability of time</li><li>Inauthenticity</li><li>Unequal relationships</li><li>Concerns about personal privacy
 </li></ul><h2>Conclusion
 </h2>​<a target="_blank" href="https://bizfluent.com/info-8013896-disadvantages-networking-business-employees.html" alt="Employee networking has many advantages">Employee networking has many advantages</a>, such as learning about career opportunities, cross-pollination of ideas, and improved effectiveness of constructive criticism. However, there are also disadvantages, such as being time-consuming and privacy concerns. Therefore, employees need to join networks on their own will.

Unlock the power of employee networking! Learn everything you need to know about fostering meaningful connections within your organization. Discover strategies, benefits, and best practices to create a thriving networked workforce.

Employee Networking: Everything You Need To Know

Organizational improvement is an indispensable requirement in today’s fast-paced business milieu. It demands a holistic approach, utilizing every available resource to bring about a transformation in the entire organization's structure. Two pivotal players in this transformation journey are International Organization for Standardization (ISO) consultants and Human Resources (HR), whose concerted efforts guide businesses towards excellence and sustainable growth. ISO consultants reinforce the complex terrain of international standards among organizations, paving the way toward quality, safety, and efficiency. Meanwhile, HR holds a crucial role as the custodian of the organization's lifeblood—its people. When synergized effectively, these forces can catapult an organization into success, establishing a culture of continuous improvement and fostering sustainable growth. This article delves into the instrumental roles of ISO consultants and HR in driving successful organizational improvement. <h2>Leveraging ISO Consultants For Business Growth</h2>ISO consultants bring specialized expertise in international standards and their application across diverse industries. When harnessed effectively, these consultants can be catalysts in a business's pursuit of excellence.&nbsp;<ul><li>Deploying Specialized Expertise</li></ul>ISO consultants navigate the maze of ISO standards with ease. Their profound understanding can be invaluable for businesses, regardless of their level of familiarity with these standards.&nbsp;For instance, a manufacturing firm aiming to achieve ISO 9001 certification for quality management could benefit immensely from an ISO consultant's ability to demystify the complex language of the standard and translate it into implementable steps. These steps could involve establishing processes for quality control, devising customer satisfaction measurement tools, or initiating protocols for corrective and preventive actions. But first, it is critical to find excellent ISO consultants on websites like <a href="https://stendard.com/en-sg/iso-consultants/">https://stendard.com/en-sg/iso-consultants/</a> and other reputable providers.&nbsp;<ul><li>Enhancing Efficiency Through Process Streamlining</li></ul>Beyond knowledge, ISO consultants optimize efficiency by identifying bottlenecks and opportunities for process improvement. A consultant might identify weaknesses in data encryption or backup systems for a software company working towards ISO 27001 information security management certification. Rectifying these vulnerabilities brings the business closer to certification and bolsters its operational efficiency and customer trust.<ul><li>Capacity Building Through Training</li></ul>Training is a pivotal area where ISO consultants make a significant impact. They empower businesses by enhancing their internal capacity to maintain quality standards. They foster a culture of self-reliance by organizing workshops, creating easy-to-follow documentation, and offering continual support.&nbsp;For instance, a healthcare provider aiming for ISO 13485 medical devices quality management could benefit from training sessions on risk management, regulatory compliance, and device performance testing. This training equips the internal team to maintain these standards in the long run independently.<ul><li>Promoting Continuous Improvement</li></ul>ISO standards are not just about securing a certificate to display on the wall. They aim to cultivate a culture of continuous improvement. ISO consultants assist in setting up a robust performance tracking system, defining Key Performance Indicators (KPIs), and continually measuring and enhancing these metrics.&nbsp;For example, a food processing unit aspiring for ISO 22000 food safety management certification could receive guidance in setting up a hazard analysis critical control point (HACCP) system, with consistent tracking and improvement of identified control points.​<h2>The Integral Role Of HR In Organizational Improvement</h2>Human Resources (HR), often deemed the backbone of an organization, takes on a pivotal role in steering and managing organizational improvement. The department's influence stems from its unique ability to shape, cultivate, and manage the organization's most valuable asset—its people. Its strategies, policies, and programs lay the groundwork for a workforce that is motivated, competent, and engaged. <ul><li>Nurturing Talent Through People Development</li></ul>People development is a cornerstone of organizational improvement, and HR takes the lead in this endeavor. It formulates strategies to equip employees with the necessary skills and knowledge to adapt to ever-evolving business landscapes.&nbsp;For instance, in the face of a significant digital transformation, HR plays a pivotal role in conducting training programs in key areas such as digital literacy, data management, cybersecurity, and digital ethics. It also opens avenues for employees to gain recognized certifications in these areas, thereby not only enhancing their competence but also instilling a sense of accomplishment and confidence in them. The outcome is a competent, confident workforce prepared to effectively navigate the digital shift.&nbsp;<ul><li>Driving Cultural Change</li></ul>Organizational improvement often necessitates a cultural shift. This means a change in the underlying beliefs, behaviors, and norms that govern an organization. With its deep-rooted connections with the workforce, HR is perfectly positioned to spearhead this shift. By clearly and consistently communicating the organization's vision, mission, and values, it helps employees align their work with these strategic directions. Suppose an organization decides to adopt lean manufacturing.&nbsp;HR could kick-start various activities like interactive workshops to explain lean principles, storytelling sessions to share success stories, and recognition programs to honor employees who adopt and exemplify these principles. These initiatives gradually foster a lean culture, enhancing efficiency and minimizing waste.<ul><li>Talent Acquisition And Retention</li></ul>In the journey towards <a href="https://www.economist.com/special-report/2018/03/28/managing-human-resources-is-about-to-become-easier">improvement</a>, the importance of having suitable talent cannot be overstated. HR's role in talent acquisition and retention is crucial to ensure the organization has the right individuals equipped with the necessary skills when they are most needed. A tech startup venturing into the realm of artificial intelligence, for example, would need a team skilled in AI, machine learning, and data analytics.&nbsp;HR would devise strategies to attract and hire such talent and also implement retention strategies like competitive compensation packages, career development opportunities, and positive work culture to ensure their motivation and commitment.<ul><li>Boosting Employee Engagement</li></ul>Employee engagement is a vital cog in the wheel of organizational improvement. A highly engaged workforce is more likely to be productive, innovative, and committed to the organization's goals. HR leads the charge in driving <a href="https://www.thehumancapitalhub.com/articles/employee-engagement-strategies">employee engagement</a> through various initiatives like team-building activities, employee recognition programs, and open forums for feedback and dialogue.&nbsp;For instance, in a scenario where a company faces high employee turnover, HR could launch an engagement survey to uncover underlying issues. Insights from the survey could then be used to devise tailored action plans, including mentorship programs, flexible work options, or wellness initiatives, addressing the concerns and boosting overall engagement.<ul><li>Policy Formulation And Compliance</li></ul>HR is pivotal in introducing policies that align with the organizational goals and ISO standards. They ensure that these policies are communicated, implemented, and adhered to throughout the organization. In a company striving for ISO 45001 occupational health and safety management certification, HR could establish policies related to safe work practices, incident reporting, and preventive health checks.&nbsp;Final ThoughtsThe successful orchestration of organizational improvement relies heavily on the effective interplay between ISO consultants and HR. While ISO consultants offer the necessary expertise and tools to implement international standards, HR builds the human capability and culture to sustain these improvements. The convergence of these two forces can propel organizations toward a trajectory of sustained growth and progress.

Organizational improvement is an indispensable requirement in today’s fast-paced business milieu. It demands a holistic approach, utilizing every available resource to bring about a transformation in the entire organization's structure.

Leveraging ISO Consultants And HR For Successful Organizational Improvement

In the current competitive job market, any organization's enduring success must foster their employees' career advancement. Employees feeling supported and empowered for professional growth are more likely to be engaged, motivated, and committed to their work.&nbsp; Investment in their development and the provision of <a href="https://blog.mindvalley.com/personal-growth/">personal growth</a> opportunities will improve their skills and knowledge and cultivate a robust and resilient workforce. Hence, this guide will explore practical strategies and best practices to advance your employees' careers.&nbsp; So, whether you're a manager, team leader, or HR professional, these insights will help you create a culture of learning and development that benefits your employees and your organization. <h2>1. Understand Employee Career Advancement</h2>Examining the requirements for professional growth within an organization is fundamental to understanding team members’ career advancement. This analysis should consider factors such as training opportunities, job promotions, organizational culture, and structure. It's crucial to comprehend that different employees may have varied career goals, necessitating their definition to develop appropriate career development systems. By understanding the company's core values and mission statement, employers can devise strategies that support individual employees' aspirations while meeting organizational objectives. <h2>2. Create A Supportive Organizational Culture</h2>Organizational culture can play a pivotal role in facilitating employees' professional progress. A supportive corporate culture should cultivate an environment where employees feel encouraged to take risks, experiment, innovate, and receive recognition for their initiatives. Employees should be motivated to embrace new challenges and provided with the necessary resources and guidance. This may involve creating opportunities for effective <a href="https://blog.mindvalley.com/coaching-techniques/">coaching techniques</a> or mentorship programs, which give employees the chance to learn new skills or gain insights from more experienced colleagues.&nbsp; Additionally, employers should strive to implement feedback and reward systems that acknowledge achievements and foster a sense of belonging among staff members. This will encourage team member loyalty, leading to elevated productivity levels and overall job satisfaction. <h2>3. Provide Career Development Opportunities</h2>Offering career development opportunities to employees can foster an environment where growth and progression are encouraged. Employers can provide such opportunities, including professional development programs, internships, job shadowing, and mentorship programs.&nbsp; Professional development programs enable employees to refine and acquire new skills, contributing better to the organization. Internships provide practical training or educational experiences for interns eager to gain valuable industry experience. These initiatives cultivate an atmosphere of learning and progress that promotes team member engagement, motivation, loyalty, satisfaction, and career advancement. <h2>4. Set Clear Performance Expectations And Goals</h2>Clear performance expectations and goal-setting create an environment where employees understand their roles and can track their progress. Establishing goals gives employees a sense of purpose, structure, and direction.&nbsp; This approach allows employers to objectively assess team members' performance based on results rather than solely subjective measures. When expectations are communicated from the start, employees are more engaged as they understand how their efforts contribute to the organization's success. Additionally, setting measurable goals can inspire individuals by providing tangible evidence of their development when they reach milestones. Moreover, well-defined goals encourage team collaboration as they work towards common objectives.&nbsp; <h2>5. Mentoring And Coaching Programs</h2>Mentoring and coaching programs provide employees a supportive environment to develop their skills and achieve their goals. Formalizing these opportunities within organizations cultivates a culture that supports career advancement and boosts morale among staff members. Such programs benefit employers by fostering team member commitment and loyalty, enabling them to become more skilled within the organization. Moreover, these programs enhance job satisfaction among employees who feel supported and empowered to develop professionally. <h2>6. Create Opportunities For Skill Building</h2>Employers can provide opportunities for employees to develop their skills by offering access to additional training courses, either in-person or online. Additionally, they might offer their employees the opportunity to attend workshops relevant to their role or industry. This can help employees keep pace with new trends and technology in the workplace, thereby fostering career growth.&nbsp; Generally, employers can also allow their staff to take on more challenging projects that provide an opportunity to gain experience and grow professionally. Such initiatives might involve managing a project as part of a team or leading a large project from start to finish. Furthermore, employers should consider offering job rotation opportunities that allow staff members to gain experience in different organizational roles or departments. By doing this, employees will gain a deeper understanding of each department's operations and acquire valuable skills that enhance their employability and career advancement prospects. <h2>7. Recognize And Reward Achievements</h2>Rewarding employees for their achievements is an effective method to recognize and encourage further development. When employees are acknowledged for their accomplishments, they are more likely to take the initiative and strive for superior results.&nbsp; Organizations should understand that not all rewards need to be financial. Intangible rewards often have a significant impact on team members' motivation. By recognizing employees' efforts with acknowledgments such as formal awards or verbal praise, employers can create an environment where everyone strives to reach their highest potential. <h2>8. Balance Work-Life Integration</h2>Balancing work-life integration can increase productivity and morale in the workplace. Employees need to feel their employers value their personal lives as much as their professional responsibilities. This can be achieved by offering flexible working hours, remote working options, providing employees with <a href="https://www.thehumancapitalhub.com/articles/wellness-incentives-a-complete-guide">wellness incentives</a>, such as gym memberships or mental health counseling, and generous vacation time. Such measures help ensure that employees can care for themselves outside work without feeling guilty about their availability.&nbsp; By acknowledging that employees need time away from work for personal pursuits or necessary rest periods, managers demonstrate respect for their team's needs while ensuring progress on tasks or projects. When properly managed, balancing work-life integration can enhance productivity and morale among all organization members. <h2>9. Promote Internal Career Mobility</h2>Promoting internal <a href="https://www.forbes.com/sites/rodgerdeanduncan/2018/12/04/career-mobility-up-is-not-the-only-way/?sh=1905a61d305c">career mobility</a> can be valuable for providing employees with professional growth and development opportunities. Recognizing the worth of existing employees by allowing them to explore new roles and responsibilities within their organization is vital.&nbsp; This offers a more cost-effective alternative to recruiting from outside, enabling companies to benefit from the skills and experience already present in their workforce. Additionally, promoting internal career mobility helps cultivate a sense of loyalty among employees, as they understand their excellence in performance will be rewarded. <h2>Conclusion</h2>Investing in your employees' career advancement benefits individuals and organizations. Organizations can empower their employees to reach their full potential by creating a supportive and growth-oriented culture. Employees can flourish and excel in their professional journeys through clear performance expectations, goal setting, mentoring, coaching, and work-life balance.​

How To Foster Your Employees’ Career Advancement

In 2022, the global number of people playing video games exceeded three billion. This is arguably the best indicator of the immense popularity of gaming. Some people may view video games as an unproductive or even harmful hobby. But video games can teach you valuable lessons that are applicable in real-world situations. And despite these common misconceptions, playing video games is a way to develop new skills and abilities.&nbsp; Whether you play games for leisure or want to compete with your peers, you acquire various skills. They are useful not only in everyday life but in a professional environment as well. From problem-solving and critical thinking to hand-eye coordination and spatial awareness – video games can teach you valuable skills that are useful in many areas of life. With that said, let’s look closer at 6 skills that you may get from playing video games. <h2 style="text-align: justify">Time management</h2>Playing video games can improve your ability to manage time by teaching you how to prioritize tasks and make quick decisions. However, developing a new skill is a lengthy process. If you're struggling with time management, you might consider <a href="http://assignmentmaster.com/buy-assignment">buy assignment online at Assignmentmaster </a>to help manage some of your papers. This service could provide you with more free time to focus on gaming or other important tasks. A lot of quests in games have time constraints, which forces players to complete them within a specific period. This requires managing your time efficiently, prioritizing critical objectives, and thinking of the fastest and most convenient way to complete a task. Players must progress through levels or stages, each with its unique challenges and deadlines. This encourages you to plan your approach and actions, and what’s more important – use your time effectively to achieve goals. <h2 style="text-align: justify">Social skills</h2>With the rise of online gaming, the level of interaction between players has risen to new heights. Anyone with a working device and internet connection can play video games with friends and people from all corners of the world. The in-game chat function is the gateway to authentic social interaction with all sorts of individuals you can find online. What else develops communication skills better than trying to find a common ground with random people in a game?&nbsp; By playing, gamers find out to work effectively with a group of friends. Besides your friends, now you can interact with different people from various regions worldwide. Social interactions aren’t limited just to talking with your buddies on school campuses anymore. Such communication greatly expands your horizons and develops an understanding of cultural backgrounds. Maybe one day it'll encourage you to learn new languages, who knows? <h2 style="text-align: justify">Critical Thinking</h2>Every skilled player knows that each decision made in the game comes with risks and potential consequences. No matter what kind of game you’re playing. It may be Grand Theft Auto or Tetris - analyzing the available options and making wise decisions to accomplish the mission is crucial. Usually, these choices need to be made swiftly, which hones your analytical skills in high-stress situations and enables you to remain calm. Making rash decisions during crucial moments can have severe consequences. And it goes for both you and the people affected by these decisions. Being a quick-thinker and level-headed person not only helps you in daily life but also makes you attractive to a potential employer. Playing video games is a good way to enhance your problem-solving skills. That is the way you acquire knowledge about how to use logic and creativity to come up with the necessary solutions. <h2 style="text-align: justify">Patience and endurance</h2>If you’ve played Souls-like games or arcades like Super Meat Boy, you’re probably well aware of the value of having patience in a game. It’s hard to stay calm and continue to play while wanting to throw your keyboard or gamepad against the wall, for sure. But the ability to remain patient and persistent is one of the key traits to achieve success – both in personal and professional life. People who have the skill of patience are more likely to overcome difficult circumstances successfully and wait for favorable outcomes without stress.&nbsp; Developing patience can be challenging. But gaming may be the best way to learn this skill in a stress-free setting. Dying, respawning, and starting over, again and again, is enough to test the patience and perseverance of even the most seasoned players. But that’s how you learn from previous mistakes and keep moving forward. The ability to calmly keep on going while suffering from some unpleasant stuff now is essential for a better outcome in the future.​<h2 style="text-align: justify">Hand-Eye Coordination</h2>The University of Toronto recently conducted research. It showed that people who play video games daily, show better performance in sensorimotor tasks. This goes specifically to action games such as “CoD” and “Assassin's Creed”. The findings also suggest that playing video games may eventually be considered as a treatment option for individuals experiencing difficulty with hand-eye coordination or other sensorimotor skills. And that may be true because having good hand-eye coordination is essential for playing even the most basic video games. The more skilled you become at this, the better you will be at playing games, as your reaction time and ability to press buttons fast without looking will improve. Plus, the improvement in hand-eye coordination is beneficial not only for playing video games. It also makes you more productive in daily tasks such as cooking or typing. <h2 style="text-align: justify">Cognitive skills</h2>Most video games typically demand intense concentration, quick reflexes, and rapid decision-making. Remembering characters, maps, hidden paths, solving mini-quests and puzzles improves your memory and attention to detail. Some sandbox games, like Minecraft and Stardew Valley, have been shown to stimulate creativity. And this is true – there’s no limit to your flight of fantasy in some games. Playing video games has a positive impact on cognitive function in people of all ages, especially children and teenagers. No matter which platform or OS you are playing on - the engagement required in video games improves reaction time, mental flexibility, spatial memory, and attentional capacity. These cognitive abilities are crucial for your academic success. You'll be able to process information quickly and retain important information. <h2 style="text-align: justify">Conclusion</h2>These were 6 skills that you may get while playing video games. Next time you play a game, keep in mind – you’re not just playing, you’re gaining new skills!​

Some people may view video games as an unproductive or even harmful hobby. But video games can teach you valuable lessons that are applicable in real-world situations.

6 Skills You Get from Playing Video Games

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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;

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Sharon De Mascia, Director of Cognoscenti Business Psychologists Ltd, presents to a Zimbabwean audience on the Psychological wellbeing in the workplace in the face of COVID 19.  Look out for the Part 1 here: https://www.youtube.com/watch?v=5Bkj-PJgRtA\r\n\r\nThank you for watching! If you find this helpful please LIKE, SHARE and SUBSCRIBE to our channel and click the notifications bell to get notified whenever we post a new video. We post everyday except on Weekend.

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