REPORT

PODCAST

GROUP -2 Group members: -

Abhinav Panjiyar-2024 PBDI003
Akshat Silakari-2024PBDI007 Kashish
Sahni-2024PBDI016 Manali
Sahu-2024PBDI017 Niharika Taneja-
2024PBDI021 Kunwar Abhishek Singh-
2024PBDI034
 PODCAST - 1

HUMOR'S ROLE IN 21ST CENTURY

WORKPLACE

CHARACTERS IN THE PODCAST-

 Meghan M. Biro- Host
 David horning- Guest

In this Podcast Meghan brio -the host talks about Humor in the Work Place
In this Podcast Meghan brio -the host talks about Humor in the Work Place
with the guest David Horning’s. David is on a mission to prepare teams for the
shift in the workplace of 21st century.

He started a company called watercooler comedy where they organize

corporate comedy shows key notes presentations, Training programs,
leadership trainings and consultancy.

During the course of the podcast, they talked about how -The health of a
workplace can have a large effect on team morale and motivation, how Humor
can help create a healthy workplace, since it may unify the team, release
tension and help keep problems in perspective. they also discuss how Learning
about the benefits of adding humor to the workplace may assist you in helping
your team receive such benefits.

Humor in the workplace encourages us to collaborate, provides motivation and

can help prevent burnout. Research also shows that it’s a sign of a successful
leader: when used effectively, it signals confidence, competence and high
status.

What’s more, in workplaces where humour is shared openly, the culture tends
to be one that encourages people to be themselves, and the result is a more
loyal and productive workforce.
WHAT IS HUMOR IN THE WORKPLACE?

Humor in the workplace is any interaction, situation or document that is funny

and can include any light-hearted remark or joke. This can include offhand
jokes in the break room or written into a presentation, or it might be a GIF
embedded in an email.

It's important to be professional and considerate when using humor in the

workplace so that all employees feel respected and valued. If done well, humor
can be a good way to make work more enjoyable, productive and stress-free.
Benefits of Humor in the workplace Creates better employee-boss
relationships. Humor can contribute to more comfortable relationships
between team members and managers by allowing conversation outside of
work topics and helping both people get to know each other. This can allow
managers to delegate tasks more easily and garners the respect of their team.

Here are some benefits that humor can bring to your workplace:

 Helps set positive norms

A leader can use humor as a leadership tool, setting office norms for what is
appropriate to joke about and letting others know that some fun is acceptable.
Because leaders set a precedent for social behaviour in the office, it's essential
that they keep in mind what kind of a workplace they want to have and make
appropriate jokes. For example, HR managers may hold a meeting where they
discuss the types of jokes and comments that are acceptable at the workplace.
  Helps create empathy
When jokes are inappropriate or hurtful, it can be an opportunity to create
empathy in the workplace. Conversations about what is helpful and harmful to
others can show employees new perspectives and may inspire new policy or
help articulate company values more clearly.

 Builds team unity

Workplace humor can help build team unity and recognize common obstacles.
In a light-hearted environment, people can be more comfortable suggesting
solutions to challenges when they feel there's an audience for what they have
to say. Humor helps co-workers trust each other by getting to know each
other. It can create a safe atmosphere where people feel comfortable being
themselves.

 Creates better employee-boss relationships

Humor can contribute to more comfortable relationships between team
members and managers by allowing conversation outside of work topics and
helping both people get to know each other. This can allow managers to
delegate tasks more easily and garners the respect of their team. For example,
when assigning a difficult task, a manager may use humor to improve their
team’s perception of the task and show solidarity.

 Increases memory of presentations

Using humor in presentations, whether it's a spoken joke about the material or
a GIF included in the slides, can make a presentation more memorable. A
clever or funny turn of phrase might be easy for employees to remember,
reminding them of a fact or update just when they need it. For example, you
may repeat the same funny phrase throughout a presentation to reiterate an
important point.

 Shows what people have in common

Humor can be a fun way to find out what you share with others. Having in-
jokes can help coworkers build relationships even if they don't work together
frequently or share many other characteristics. When employees feel
comfortable enough to make jokes in the workplace, they can feel comfortable
expressing themselves in other ways as well, like sharing innovative opinions
and voicing dissent.
  Promotes humility and equality
Self-deprecating humor can make leaders more approachable in the workplace
and can contribute to a sense of equality. When humor is used to deal with
mistakes at work, it can help all employees to understand that mistakes are
not disasters, promote healthy processing and bring the problem-solving stage
sooner. It can also encourage employees to adopt a humbler and forgiving
mindset when each teammate's value does not depend on their success.

 Make a good impression

Employees and sales representatives who are friendly and funny give a good
impression of your company to customers and clients. This can also encourage
strong long-term relationships when others are eager to work with your team.
Using humor throughout your company can help you build a friendly,
contemporary brand. Humorous advertisements can draw in customers and
help them remember your product.

 Creates an impression of control

Making jokes about a situation can indicate that someone is confident and
calm. When managers use humor, they can strengthen their leadership
position on the team and promote the respect of others. Appropriate jokes can
set customers at ease and make it easier for them to accept delays or setbacks.

 Attracts new employees

Having a fun corporate environment can attract like-minded employees who
are willing to participate and contribute. This can further strengthen the team
and make the positive work environment more sustainable. For example, you
may use a funny recruiting slogan to attract employees that have a similar
sense of humor.

 Creates a lasting impression

Humor can help you make a lasting impression professionally. It can help you
set apart your business to customers, or even help a candidate make a good
impression on a job interview. In some situations, using humor can suggest
that you are out of touch or insensitive, so it's important to consider your
audience and your jokes in high-pressure situations.
Humor in the workplace: what’s funny, what’s not

If a joke divides you from those you work with or if your humor is at someone
else’s expense – skip it. Highlighting differences can prove especially
problematic. That’s why you want to:

1. Avoid jokes about sex, religion, stereotypes, politics and other

inappropriate workplace topics.

2. Never use humor that mocks or discredits your co-workers, clients or the
organization.

3. Refrain from jokes about topics and events that are still in the headlines
or trending on social media. Your listeners may feel that it’s too soon to
laugh about them.

4. Be careful about appearing light-hearted when others are working in

crisis mode. Your team members or co-workers may perceive it as being
insensitive to their situation.
 PODCAST – 2

HOW TO TAKE YOUR SKILLS-BASED

WORKFORCE PLANNING TO THE
NEXT LEVEL

Characters in the podcast: -

 David- Interviewer
 Andreas de Neve- CEO and Co-founder of TechWolf

In this podcast David has conducted an interview with Andres de neve who is a
CEO and Co-Founder of skills intelligence platform software, Tec Wolf.

The conversation covers the following things:

 Brief Introduction about skill-based organizations.

 The impact skills are having on these organizations.
 Andreas’ tips on setting the foundations for a skills-based workforce
planning strategy.
 How to take your already established skills approach to the next level.
 How to transform to become a skills-based organization.

Where David had mentioned some facts - that 98% of organisations surveyed
by Deloitte wanting to shift their focus towards skills rather than jobs. David
wanted to know Andre’s opinion on what he thinks about skill-based
revolution.
In this podcast, Andreas shares his findings on how an organization can
transform to become a skill-based organization.

The conversation covers, how to best get started and the data you should look
at to take your skills-based approach to workforce planning to the next level.
By listening to this podcast, we get the answers of few questions like: what is
skill-based organizations and what are the perks of being skill-based
organization?
Here we get to know that in skill-based organizations employees are
appreciated for their skills rather than their job title or position in firms that
follows an employee-centric approach.

Employees are matched to jobs and projects based on their talents, abilities,
and interests in this new operating paradigm of work. Organizations can make
the most of their current talent pool by concentrating on skill sets rather than
employment experience.

Agile talent development solutions are being used by skills-based firms in place
of traditional organisational frameworks for jobs. Along with it we have
encountered few benefits of being skill-based organizations as it helps in
building the talent supply, enhancing career opportunities and growth. Along
with it, it reduces bias in the selection and promotion process.

Through the podcast we get to know that Skills-based organizations are

moving away from traditional job structures. As now people as judged based
on their skills rather than the experience they have. This will help the
organization in retaining their talent in long.

Similarly, there are many ways through which organization can transform to
become a skill-based organization.

Implement a more flexible, agile job architecture we can take a skill-based

approach to talent development by-

 creating visibility of skills across the organization.

 highlighting skills gaps and allowing organizations to plan upskilling
initiatives.
 creating a common organization-wide approach to skills and talent
management.
 Transforming talent management strategies to include skills
management strategies that enable upskilling.
Implementing Agile Methodologies

Agile approaches are a key enabler for the success of enterprises with a skills-
based workforce. Agile core values have been adopted by high-performing
companies.

These priorities adapting to change over sticking to a plan, customer

collaboration over contract negotiation, and humans and interactions over
processes and systems. A skills-based organisation maximises talent, career,
and organisational adaptability.

In conclusion we would like to mention that organizations are now moving

from following traditional approach to skill-based approach which will be
beneficial for their companies as well as employees as This organizational form
places skills and human capabilities at the heart of talent strategies, creating a
new operating model for work and the workforce.