HR Chat Room

About HR Chat Room

The HR Chat Room provides our listeners with our thoughts on a range of people management topics. The podcast is designed to be informal and easy to listen to and we hope that our listeners will go away with some useful tips and "food for thought" in relation to people management. The podcast is brought to you by Jen Brown of J7 Evolve and Alison Bell of Bell HR. In each episode we aim to bring you practical and helpful information for people managers, business owners and people who are managed! We hope that you find these podcasts interesting in the context of your work.We would encourage you to connect with us via Linked-in and if you have feedback on our podcasts or if you would like us to cover any specific topics in the future please let us know.

Publisher

Alison Bell & Jen Brown

Category

business

Language

en

Explicit

No

First episode

19 Mar 2024

Latest episode

30 Aug 2024

Latest episodes

7 episodes in the feed.

1. 

   30 Aug 2024

   Workplace Evolution: AI and Learning

   This time Alison Bell (Bell HR) is not with us, we missed you Alison! In Alison's place is Clay Lowe (Clay Lowe – Trainer and Coach) sharing his AI knowledge with Jen Brown (J7 Evolve). In this episode the focus is on AI as it relates specifically to learning in the workplace. Key Points:1. Getting comfortable with AI:Jen shares her experience from trying out some AI provisions and backing off when the sign up process asked for access to files, which is not an option when protecting cli...

2. 

   26 Jul 2024

   Workplace Evolution: AI and the future of work

   Alison Bell (Bell HR) and Jen Brown (J7 Evolve) recap the last episode discussing the evolution of workplace technology and move on to the transformative impact of artificial intelligence (AI) on the workplace. Key Points: 1. Conference Insights: Alison shares her experience from Scotland’s HR Network Conference where the discussion focused on the future of work and AI's role in shaping it. Key takeaway: Technology has always been evolving, and AI is the latest phase of this continuous change. 2. Historical Context: Alison and Jen reflect on past technological changes, such as the automation of mail handling with initial panic around job security and eventual adaptation and role evolution. Comparison of past fears to current concerns about AI replacing jobs. 3. AI in the Modern Workplace: AI's potential to handle large volumes of data and repetitive tasks efficiently. Example: AI's ability to shortlist CVs without fatigue or bias. Jen and Alison discuss AI's role in decision-making processes and the human-AI collaboration for optimal outcomes. 4. Human Concerns and Adaptation: Fears about AI leading to job loss and changes in job roles. The need for organisations and governments to manage these transitions. Emphasis on reskilling and supporting employees through these changes. 5. AI and Job Design: The evolution of job roles with AI integration, ensuring that human elements remain in roles that require complex decision-making and empathy. 6. Privacy and Monitoring: Ethical considerations around AI monitoring and data usage, importance of setting boundaries and regulations on how much data is gathered and used. Ensuring transparency and fairness in AI applications. 7. Human Touch in AI Decisions: Necessity of human involvement in areas requiring emotional intelligence and ethical judgment. Examples - from healthcare and HR where human interaction remains crucial. 8. Future of AI and Human Collaboration: The potential for AI to enhance human capabilities rather than replace them and encouraging a balanced view of AI as a tool that complements human work. 9. Policy and Ethical Considerations: The need for policies to manage AI implementation responsibly, ensuring AI decisions are free from discrimination and bias. Alison and Jen discuss how to teach AI fairness and ethical considerations. Contact Information: Alison Bell of Bell HR: https://www.bellhrconsulting.co.uk (https://www.bellhrconsulting.co.uk/) or on linked in https://www.linkedin.com/in/alison-bell-a726a824/ (https://www.linkedin.com/in/alison-bell-a726a824/) Jen Brown: J7 Evolve Limited, Home - J7 Evolve (http://www.j7evolve.co.uk/) and connect on LinkedIn - linkedin.com/in/j7evolve (https://www.linkedin.com/in/j7evolve?lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_contact_details%3B8QyAEkoJS3GMUHtFBnKXQA%3D%3D).

3. 

   12 Jul 2024

   Workplace evolution: How technology has changed the way we humans work

   Alison and Jen discuss the dramatic changes in the workplace brought about by technological advancements over the years. They reflect on how technology has transformed daily tasks, communication, and job structures, and ponder the impact on human interaction and work-life balance. Alison and Jen provide a nostalgic yet insightful look at how far the workplace has come, the pros and cons of these changes, and what it means for the future of work. Key Points: 1. Technological Advancements: Past vs. Present Tools: Transition from maps to sat navs, and paper memos to emails. Introduction of Apps and Meeting Platforms: Regular use of apps, Teams, Zoom, and LinkedIn. Artificial Intelligence: Integration of AI in various work processes. 2. Work Environment Evolution: Early Workplaces: Desks with phones and papers, limited computer use. Paper-Based Tasks: Filing, photocopying, and handling internal mail were routine tasks. 3. Job Design Transformation: Manual to Automated Tasks: Physical tasks like opening mail and filing are now automated. Time and Motion Studies: Measuring efficiency and setting productivity standards. 4. Impact of Technology on Communication: Speed and Efficiency: Faster communication through emails and messaging. Loss of Personal Interaction: Reduced face-to-face conversations and relationship-building. 5. Pandemic Reflections: Remote Work Capability: Technology enabled work from home, maintaining productivity. Increased Workload: Expectations for higher productivity due to technological efficiencies. 6. Changing Job Market: New Professions: Emergence of roles like influencers and YouTubers. Entrepreneurship: Easier and cheaper to start businesses with digital marketing and online presence. 7. Challenges with Modern Technology: Work-Life Balance: The blur between work and personal time due to constant connectivity. Right to Disconnect: Discussion on legislation to protect employees' personal time. Link to Harvard Business Review (HBR) article: 4 Forces That Are Fundamentally Changing How We Work (hbr.org) (https://hbr.org/2023/10/4-forces-that-are-fundamentally-changing-how-we-work#:~:text=This%20work%20era%E2%80%99s%20momentous%20transformation%20rests%20on%20four,societal%20shift%20in%20how%20we%20all%20perceive%20work.) Future Topics: Artificial Intelligence: The next episode will delve into the impact of AI on job design Contact Information: Alison Bell of Bell HR: https://www.bellhrconsulting.co.uk (https://www.bellhrconsulting.co.uk/) or on linked in https://www.linkedin.com/in/alison-bell-a726a824/ (https://www.linkedin.com/in/alison-bell-a726a824/) Jen Brown: J7 Evolve Limited, Home - J7 Evolve (http://www.j7evolve.co.uk/) and connect on LinkedIn - linkedin.com/in/j7evolve (https://www.linkedin.com/in/j7evolve?lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_contact_details%3B8QyAEkoJS3GMUHtFBnKXQA%3D%3D).

4. 

   21 Jun 2024

   Workplace Evolution - What different people need from work

   In this episode, Alison Bell from Bell HR and Jennifer Brown from J7 Evolve Limited discuss the various preferences people have for working from home, in an office, or in a hybrid model, and how these preferences can change over time. Key Points: 1. The pandemic accelerated the shift towards flexible and hybrid working, proving that remote work is possible for many jobs. 2. People have a wide range of preferences for their work environment, and these preferences can change depending on their life circumstances and personality. 3. Some people thrive on the social interaction and activity of working in an office, while others prefer the control and efficiency of working from home. 4. Managers and employers should have open, honest conversations with employees to understand their individual needs and preferences, and try to accommodate them as much as possible. 5. Working remotely requires more deliberate effort from managers to ensure effective communication, collaboration, and productivity. Tips for Managers: 1. Avoid making assumptions about what works best for each employee; instead, have conversations to understand their individual needs and preferences. 2. Be prepared to accommodate different working styles and preferences, as much as is reasonable and feasible for the work that needs to be done. 3. Plan for regular in-person collaboration and creativity sessions, as these can be more challenging to facilitate in a remote or hybrid work environment. 4. Be conscious and deliberate about engaging with remote employees, providing clear expectations, tracking performance, and giving feedback. 5. Consider the benefits of neurodiversity in the workplace and create an environment that accommodates different ways of thinking and approaches to work. For more information on neurodiversity in the workplace, check out the article mentioned in the show notes: "Neurodiversity can be a workplace strength if we make room for it" from The Conversation (2021). https://theconversation.com/neurodiversity-can-be-a-workplace-strength-if-we-make-room-for-it-164859 (https://theconversation.com/neurodiversity-can-be-a-workplace-strength-if-we-make-room-for-it-164859)

5. 

   30 May 2024

   Workplace Evolution Podcast: Building Confidence at Work

   In this episode, Alison Bell from Bell HR and Jennifer Brown from J7 Evolve Limited discuss the challenges of building and maintaining confidence in the modern workplace, where flexibility, creativity, and innovation are increasingly valued. Some of the key points we discuss in this episode are: 1. In the past, structured work environments with clear expectations and training helped build confidence, but the modern workplace's emphasis on flexibility and creativity can lead to dips in confidence. 2. Overwhelm, one of the worst things for our brains, can significantly impact confidence levels, especially in an increasingly complex and demanding work environment. 3. Confidence ebbs and flows, and even seemingly confident people may have moments of self-doubt or imposter syndrome, as evidenced by celebrities like Tom Hanks, Lady Gaga, and Michelle Obama. 4. Managers have a duty to provide clarity and direction to their team members, and if they lack this from their own superiors, they should seek it out to better support their team. 5. A healthy level of pressure can optimise performance, but when it becomes overwhelming stress, it needs to be addressed. Some of our tips for building confidence at work are: 1. Recognise that feeling a lack of confidence is human and give yourself a break from perfectionism. 2. Identify the specific situations or tasks that trigger a lack of confidence and explore the reasons behind those feelings. 3. Visualise yourself in those challenging situations, acting and feeling confident, as this can help your brain release endorphins and build confidence. 4. Seek support from a trusted mentor, coach, colleague, or friend who can provide both empathy and constructive feedback. 5. Reflect on your feelings and experiences out loud, as verbalising can help you recognise and address the issues affecting your confidence. Remember, confidence is not a static state, and it's normal for it to fluctuate. By understanding the factors that influence your confidence and employing strategies to build and maintain it, you can navigate the challenges of the modern workplace more effectively.

6. 

   13 May 2024

   Workplace Evolution - We go back to the 1990s!

   Workplace Evolution – We go back to the 1990s! In this episode, Alison Bell and Jen Brown introduce their new series titled "Workplace Evolution." The series delves into how workplaces have transformed over the past decades, fuelled by personal insights from Alison and Jen's overlapping yet distinct experiences working at a significant employer in Stirling during the early '90s. Key Topics Discussed: 1. Shared Workplace Histories Discovering they worked at the same place during the early '90s. Differences and similarities in their experiences and perceptions of the workplace. 2. Work Environment Then vs. Now: The structure and hierarchy within the workplace, including formal dress codes and strict schedules. Changes in work times and the reactions these adjustments provoked among employees. 3. Social Aspects and Impact: The importance of social interactions at work. How these interactions formed long-lasting friendships and influenced their work experiences. 4. Evolution of Workplace Structures: Transition from highly regimented environments to more flexible and open work settings. Reflections on the rigid hierarchies and their impact on personal and professional growth. 5. Modern Work Dynamics: The shift towards recognising and valuing employee autonomy, creativity, and input. Comparisons between past and present management styles, with an emphasis on the increasing demand for respectful and supportive leadership. 6. Technology's Role in Transforming Workplaces: The dramatic changes brought about by technology from the '90s to now. How advancements have enabled more flexible work arrangements, especially highlighted during the pandemic. Special Mentions: - An article from Harvard Business Review, "Structure that's not stifling," https://hbr.org/2018/05/structure-thats-not-stifling (https://hbr.org/2018/05/structure-thats-not-stifling) and Dan Pink's theory of motivation emphasising autonomy, mastery, and purpose.https://www.danpink.com/books/drive/ (https://www.danpink.com/books/drive/) Closing Thoughts: How our experiences reflect broader changes in workplace culture and practices. The ongoing need for adaptive and thoughtful management that meets the modern expectations of a diverse workforce. Contact Information: Alison Bell of Bell HR: https://www.bellhrconsulting.co.uk (https://www.bellhrconsulting.co.uk/) or on linked in https://www.linkedin.com/in/alison-bell-a726a824/ (https://www.linkedin.com/in/alison-bell-a726a824/) Jen Brown: J7 Evolve Limited, Home - J7 Evolve (http://www.j7evolve.co.uk/) and connect on LinkedIn - linkedin.com/in/j7evolve (https://www.linkedin.com/in/j7evolve?lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_contact_details%3B8QyAEkoJS3GMUHtFBnKXQA%3D%3D). **Next Episode Preview:** Join Alison and Jen next time as they continue to explore how workplaces are evolving and what that means for both employees and employers in the current era.

7. 

   19 Mar 2024

   Changes in Flexible Working Legislation

   In this episode we look at the proposed changes in Flexible Working which are due to come into effect on 6 April 2024 and the impact this will have on organisations. The legal changes will focus on eligibility to make a request, number of requests an employee can make in a 12 month period and how the employer must deal with the request.  For more detailed information you can refer to the ACAS website: https://www.acas.org.uk/acas-code-of-practice-on-flexible-working-requests/2024 (https://www.acas.org.uk/acas-code-of-practice-on-flexible-working-requests/2024) In addition to the changes in legislation we discuss the impact of the pandemic in relation to flexible working.  In particular we look at how this has had an impact on the business reasons employers may want to rely on if they are rejecting a request. We discuss how this legislation provides a "baseline" for organisation as a minimum standard they must follow in relation to flexible working.  We also look at the shift that is being made to look for creative ways to work which work for employers and employees. This is our first podcast in our new season "Workplace Evolution".  Subscribe to our podcast for future episodes and to hear our stories about what has changed since our first jobs in the early 1990s!

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Books guests

Based on episode analysis; this does not confirm that the show is currently accepting guests.