That’s the hot topic on everyone’s agenda right now, so perhaps the right moment for you to join us on May 21 at 2pm CET on Borderless Live, in conversation with our guest, Clark Harrison, COO at Zobele Group.
Led by Clark, the company’s seven industrial sites worldwide responded to the Covid-19 crisis by implementing revised operating practices that created a more secure environment for the physical health and emotional well-being of more than 6,000 employees.
Consequently, since the start of the crisis, five of Zobele’s seven factories have operated continuously and two restarted after short shutdowns.
We’ll discuss the steps Clark took to reconfigure practices that led to all Zobele plants receiving approval from inspecting authorities to continue or resume operations. Impressed by the measures taken, visiting authorities have stated that Zobele has implemented the “best practices” and encouraged other companies in their area to adopt the same practices.
We’ll hear from Clark about the practical steps he took to ensure the safety of his people during transportation to and from home, entry and exit to place of work, and distancing during operations, breaks, and shift changes.
If you are a business head or operations leader, or simply ready to hear from a pragmatic senior executive about practical solutions to safeguard employee physical health and emotional well-being, this event is for you. Feel free to send any questions to Clark in advance: jorge.alfonso@borderless.net and register at https://borderless.net/borderless-live.
CEOs are spending more time on making the business case for their environmental and social commitments, and they’re building more rigorous mechanisms for addressing thorny issues and mitigating PR risks. To avoid communications missteps, CEOs should ensure they have the organizational capabilities and tools in place to monitor and analyze emerging issues and to gauge the sentiment of key stakeholders.
The vast majority of business leaders responding to a recent survey said they’re concerned they can’t train employees quickly enough to keep up with AI and tech developments in the next three years. A similar amount said AI and other tech disruptions will require companies to rethink skills, resources and new ways of doing work.
If you were to ask a random person on the street what an HR professional does, their answer would probably be conflict resolution, or that HR folks deal with employee salaries and benefits. And while that is part of an HR professional’s responsibilities — to ensure employee safety, respect and accountability — that doesn’t even scratch the surface.
