Unveiling the Tapestry of 2023: Top 10 Highlights That Defined the Year

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As we bid farewell to 2023, it’s time to reflect on the myriad events and milestones that shaped the course of the year. From technological breakthroughs to cultural shifts, 2023 was a rollercoaster of innovation and transformation. In this blog, we’ll unveil the top 10 highlights that stood out and left an indelible mark on the fabric of 2023.

1. Quantum Computing Breakthroughs

In 2023, quantum computing made unprecedented progress, reaching the milestone of quantum supremacy. This achievement has far-reaching implications, promising solutions to intricate problems at speeds unimaginable with traditional computers, particularly in fields like cryptography, drug discovery, and climate modeling.

2. AI’s Influence in Healthcare

Artificial Intelligence continued its penetration into the healthcare sector, reshaping diagnostics, treatment strategies, and patient care. AI-driven tools showcased remarkable accuracy in early disease detection, personalized treatment plans, and overall healthcare enhancement.

3. Global Climate Accords

As climate change concerns reached a critical juncture, nations around the world came together in 2023 to forge ambitious global climate accords. Commitments to reduce carbon emissions, transition to renewable energy sources, and protect biodiversity marked a collective effort to address the urgent challenges posed by climate change.

4. Space Tourism Takes Off

The space race evolved into a new era in 2023, with commercial space tourism becoming a reality. Several private companies successfully launched missions, enabling civilians to partake in the adventure of space travel. This marked a significant stride in making space exploration more accessible to the public.

5. Metaverse Surge

The concept of the metaverse gained unprecedented traction in 2023. Major technology companies invested heavily in virtual reality (VR) and augmented reality (AR), creating immersive digital realms for work, socializing, and entertainment. The metaverse emerged as a hub for innovation and collaboration.

6. Advancements in Biotechnology

Biotechnology made groundbreaking strides in 2023, with advancements ranging from CRISPR-based gene editing to revolutionary treatments for previously incurable diseases. These breakthroughs raised ethical questions but also offered new hope for addressing genetic disorders and improving overall human health.

7. Shifts in Remote Work Culture

The way we work underwent a transformative shift in 2023. Remote work, once a necessity, became a preferred mode for many companies. This change not only impacted work culture but also influenced urban planning, as cities reimagined themselves to accommodate a more decentralized workforce.

8. Renewable Energy Dominance

Renewable energy continued its ascent in 2023, surpassing expectations in terms of efficiency and affordability. Solar and wind power, in particular, became dominant sources of energy globally, contributing to a significant reduction in reliance on fossil fuels.

9. Tech Ethics and Regulation Focus

Amid rapid technological advancements, there was an increased emphasis on ethical considerations and regulatory frameworks in 2023. Governments and tech companies collaborated to establish guidelines for responsible AI use, data privacy, and digital security, ensuring a balanced approach to the benefits of technology.

10. Global Health Resilience

The lessons learned from the COVID-19 pandemic led to unprecedented collaboration in global health in 2023. This resulted in more robust health systems, improved vaccine distribution, and enhanced preparedness for future health crises.

Photo credit: Canva.com

As we conclude the narrative of 2023, these ten highlights underscore the innovation, adaptability, and collective endeavors of humanity. The year was characterized by a fusion of technological breakthroughs, societal transformations, and a shared commitment to addressing global challenges. These standout moments will undoubtedly shape the trajectory of the years to come.

Here’s wishing all our readers, from the management and staff of Robert Kennedy College, a very Happy New Year 2024! We hope to see you as one of our proud Master’s and PhD students at RKC. Find a programme suitable to you, talk live to one of our education advisors, and apply now!


   

   
   


   


   

Unlocking corporate success: Understanding the employee value proposition

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In today’s competitive job market, attracting and retaining top talent has become more challenging. Companies increasingly realise the importance of developing a strong Employee Value Proposition (EVP) to differentiate themselves and create an engaging and fulfilling work environment. In this blog post, we will delve into the concept of the Employee Value Proposition, explore its significance, and discuss how it can contribute to organisational success.

Defining Employee Value Proposition

The Employee Value Proposition (EVP) is the unique set of offerings and benefits an organisation provides its employees in exchange for their skills, capabilities, and commitment. It represents the value employees receive beyond their salaries, such as career development opportunities, work-life balance, company culture, rewards and recognition, and the overall employee experience.

In a highly competitive job market, a compelling EVP can be a powerful tool for attracting and recruiting high-quality candidates. Photo credit: Canva.com

Importance of EVP

A strong Employee Value Proposition (EVP) can have several positive effects for both employees and the organisation as a whole

  1. Attracting Top Talent: In a highly competitive job market, a compelling EVP can be a powerful tool for attracting and recruiting high-quality candidates. It communicates to potential employees why they should choose your organisation over others, emphasising its unique advantages and opportunities.
  2. Increase Employee Engagement: An effective EVP can significantly enhance employee engagement. Engaged employees are more productive, innovative, and dedicated to achieving the organisation’s goals. When employees feel their needs and aspirations are met, they are more likely to be committed, motivated, and enthusiastic about their work.
  3. Improve Retention Rates: A robust EVP can increase employee retention rates. A positive EVP can create a sense of loyalty and commitment among employees, reducing turnover and the costs associated with recruitment and onboarding. Employees who feel valued and fulfilled in their roles are less likely to seek opportunities elsewhere.
  4. Enhance Employer Brand: A strong EVP builds a positive employer brand. It establishes a reputation as an organisation that values its employees, invests in their development, and provides a supportive and fulfilling work environment. A positive employer brand attracts top talent, enhances the organisation’s image, and can lead to increased customer loyalty and positive brand perception.
  5. Boost Productivity and Performance: Employees who feel valued and supported are likelier to go the extra mile and perform at their best. A strong EVP creates a sense of purpose and satisfaction in their work, leading to increased productivity and higher-quality output. Engaged and motivated employees are also more likely to seek opportunities for growth and improvement, driving overall performance levels within the organisation.
  6. Support Organisational Goals: An EVP aligned with the organisation’s mission, values, and strategic objectives can drive employee behaviours that support those goals. When employees feel a strong connection between their work and the organisation’s purpose, they are more likely to work towards achieving its vision and contributing to its success.
  7. Foster Innovation and Creativity: A positive EVP encourages an environment that fosters innovation and creativity. Employees who feel supported and empowered are likelier to contribute new ideas, take calculated risks, and challenge the status quo. A strong EVP creates a culture that values and rewards innovation, leading to increased competitiveness and adaptability in the marketplace.
  8. Enhance Employee Well-being and Satisfaction: A robust EVP addresses the holistic well-being of employees, including their physical, mental, and emotional health. Organisations can enhance employee satisfaction and overall well-being by offering benefits, resources, and support programs that promote work-life balance, employee wellness, and a positive work environment.
  9. Competitive Advantage: A well-crafted EVP can give your organisation a competitive edge by differentiating it from competitors. It helps create a distinct employer brand and establishes your organisation as an employer of choice.
A strong EVP creates a sense of purpose and satisfaction in their work, leading to increased productivity and higher-quality output. Photo credit: Canva.com

Components of a Strong EVP

To enhance the Employee Value Proposition (EVP) and provide a compelling offering to employees, organisations can consider implementing the following elements:

  1. Competitive Compensation: Offer fair and competitive salaries that align with industry standards and reflect the value employees bring to the organisation. Additionally, consider performance-based bonuses, profit-sharing, or stock options to incentivise and reward outstanding contributions.
  2. Comprehensive Benefits: Provide a comprehensive benefits package that includes health insurance, retirement plans, and other perks like wellness programs, gym memberships, or flexible spending accounts. Tailor the benefits to meet the diverse needs of your employees.
  3. Career Development Opportunities: Invest in employee growth and development by offering training programs, mentorship opportunities, and career advancement paths. Provide resources for continuous learning, certifications, and skill-building to empower employees to reach their full potential.
  4. Work-Life Balance: Promote work-life balance by offering flexible work arrangements, such as remote work options, flexible schedules, or compressed workweeks. Encourage employees to take vacation time and provide policies that support parental leave, caregiving support, and personal time off.
  5. Positive Company Culture: Foster a positive and inclusive company culture that values diversity, collaboration, and respect. Create opportunities for social engagement, team-building activities, and employee resource groups. Encourage open communication and transparency throughout the organisation.
  6. Recognition and Rewards: Implement a robust recognition program that acknowledges and rewards outstanding employee performance and achievements. Celebrate milestones and successes publicly to boost morale and motivation. Provide regular feedback and constructive evaluations to help employees grow and improve.
  7. Meaningful Work: Ensure employees find their work meaningful and aligned with their passions and skills. Offer autonomy and empower employees to take ownership of their work. Provide opportunities for employees to work on challenging projects, contribute to the company’s mission, and make a real impact.
  8. Supportive Leadership: Develop strong leadership that is accessible, supportive, and encourages employee growth and development. Create opportunities for regular check-ins, mentorship, and feedback sessions to foster a positive relationship between managers and employees.
  9. Work Environment and Facilities: Provide a comfortable and well-equipped work environment that supports productivity and well-being. Consider providing amenities like on-site cafeterias, fitness centers, or relaxation areas. Offer modern office spaces, ergonomic furniture, and state-of-the-art technology.
  10. Employee Engagement Programs: Develop employee engagement initiatives, such as employee recognition programs, team-building events, volunteering opportunities, or employee resource groups. Encourage cross-functional collaboration and create a sense of community within the organisation.
Provide regular feedback and constructive evaluations to help employees grow and improve. Photo credit: Canva.com

Building an Effective EVP

  1. Understand Your Target Audience: Conduct research to understand your target talent pool’s needs, expectations, and aspirations. Tailor your EVP to address their specific desires and motivations.
  2. Assess and Align Internal Practices: Evaluate your current practices, policies, and company culture to identify improvement areas. Ensure your EVP aligns with your organisation’s mission, values, and strategic goals.
  3. Communicate Consistently: Develop clear and compelling messaging to communicate your EVP to current and potential employees. Leverage multiple channels, such as your company website, social media, and recruitment campaigns, to consistently promote and reinforce your EVP.
  4. Measure and Evolve: Regularly evaluate the effectiveness of your EVP through surveys, feedback mechanisms, and employee retention metrics. Adapt and refine your EVP based on the feedback to ensure its continued relevance and impact.
An effective Employee Value Proposition (EVP) is a powerful tool to help organisations create a compelling employer brand. Photo credit: Unsplash.com

In today’s talent-driven landscape, organisations must go beyond offering competitive salaries to attract and retain top talent. An effective Employee Value Proposition (EVP) is a powerful tool to help organisations create a compelling employer brand and enhance employee satisfaction and engagement. It is essential to tailor the EVP to meet your employees’ specific needs and aspirations. Regularly seek feedback, conduct surveys, and engage in open dialogue to understand what matters most to them and continuously refine your offerings. By providing a compelling EVP, organisations can attract and retain top talent, enhance employee satisfaction, and drive overall success.

Exciting news – 3 new programmes on the block!

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Robert Kennedy College (RKC), a pioneer in Swiss quality online education, offers rigorous but flexible learning programmes. RKC has been offering master’s programmes in exclusive partnership with renowned British Universities for more than two decades. Over the years, it has evolved manifold while providing state-of-the-art, cutting-edge technology in delivering delightful online learning experiences.

RKC boasts a strong portfolio of online master’s programmes, offering online MBA, MSc and LL.M programmes. The students have a wide range of 18 MSc, 23 MBA and 3 LL.M programmes.

And recently, RKC added new programmes to its ever-growing programme portfolio.

It’s exciting news for all students keen on studying an undergraduate/diploma programme at RKC. We now offer a Diploma in Business Administration and BA (Hons) in Business Administration.

Let’s look into some details of these programmes.

Diploma in Business Administration

The diploma programme offers deep insights into business administration and serves as a stepping stone to the BA (Hons) in Business Administration. The programme is offered through our exclusive partnership with the University of Cumbria, UK, ranked 8th in the world (Times Higher Education Impact Rankings).

The programme consists of the following six Level 5 modules, each worth 20 credits:

  • Organisational Behaviour
  • Services Marketing
  • Culture and International Business System
  • Corporate Social Responsibility in Practice
  • Global Economics
  • Operations Management

The total fee for the programme is 8000 Swiss Francs (CHF). The diploma is offered 100% online and can be completed in as little as nine months.

BA (Hons) Business Administration

The BA (Hons) Business Administration (Top Up) programme is reserved for our Diploma graduates.

This bachelor’s programme enables you to develop an advanced understanding of business administration and management based on knowledge gained from the diploma.

The programme enhances your employability, opening various career paths in different organisations. Equipped with problem-solving and leadership skills, you can improve any business’s performance!

The total fee for the programme is 8000 CHF and can be completed in just one year.

After successful completion, you can choose to venture out to the professional world or continue your education by studying one of our master’s programmes.

This was all about our two new bachelor’s programmes.

RKC also introduced a new Online MSc programme in Business Administration.

MSc in Business Administration

For those who have been looking to strengthen their business acumen and sharpen their understanding of international business, this is the programme for you. 

MSc Business Administration will help you develop a critical awareness of the strategic and operational running of business operations on a global scale. Offered through our exclusive partnership with the University of Salford, this master’s degree is recognised worldwide.

The University of Salford – “By pioneering exceptional industry partnerships, we will lead the way in real world experiences preparing students for life”

The programme outline includes four taught modules. 

  • Human Resource Management and Development in a Global Context
  • International Relationship Management
  • International Strategic Management
  • International Business in Practice

A conventional dissertation must be submitted at the end of the modules, and a one-week intensive live online residency will help prepare you for the dissertation.

The total fee for the programme is 12000 CHF and can be completed in a minimum of 12 months or up to a maximum of 5 years.

Talk to one of our education advisors on WhatsApp today to learn more about the new programmes and discounts we are currently offering!

#DILO (A day in the life of) a master’s student – Premprakash

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Sometimes, the fear of the unknown is more of a hindrance in achieving your end goal. Once you are past this fear and are well informed, it is just a matter of planning your path. Similar is the plight of students who want to study of online but face the fear of the unknown, such as : What is the best way to study online? Should you do an online programme? How to better manage time when learning online? And so on. 

Photo credit: Unsplash.com

These are all questions that we at Robert Kennedy College (RKC) get regularly asked by students looking to join one of our online programmes. Undertaking to do an online master’s degree programme will be an additional commitment to your time and finances, and it is wise to get information beforehand.

Through this continuing series of blog posts, some of our past and current students have shared their experiences, thoughts and opinions and given their feedback on handling some of these choices and situations. Hopefully, this will help you to make an informed decision.

This time we have an alumnus from the University of Cumbria and Robert Kennedy College, MBA Leadership & Sustainability programme, Premprakash. 

An Introduction

Which Uni are you studying with?

University of Cumbria

Which programme did you choose and why?

MBA Leadership & Sustainability

The Study Plan

A hand holding a phone Description automatically generated with low confidencePhoto by Glenn Carstens-Peters on Unsplash.

How did you plan to study each module, and what was the reality? For example, how many hours did/do you have to put in each day/or in a week?

Minimum of six hours daily. I work better under pressure. The two modules that I enjoyed the most were IMS (Information Management) and Marketing Management. I did them together, and it turned out to be two distinctions! IMS Professor Radu was someone I really liked. His reply to the forums and interims was why I achieved high marks in IMS.

What part of the day did/do you find most suitable to study? (e.g. early mornings, lunch break, evenings, weekends?)

After midnight through to early mornings all week plus the weekends.

How much time did you devote to each assignment?

For the interim assignment I spent one week and, for final assessments about two weeks’ time. I completed my dissertation within the 6-month minimum period. 

Travelling and Communication

Photo credit: Unsplash.com

How did travelling impact your ability to study?

The Online residency was a lifesaver as Covid19 disrupted travel to the UK. 

How were you able to interact with peers and/or professors given the time differences?

The time difference did not pose any problems for me.

A typical day as a master’s student

What does a typical day as an Online Masters’ student look like for you?

Studying keeps me happy, focused, and desiring more knowledge.

Any advice?

Any advice you have for students to better plan their studies.

Never give up!!!

A to the point and practical advice by our alumni. I hope this blog has answered some of your questions, and provided that motivational boost to your academic plans..You can also chat LIVE on WhatsApp with one of our Education Advisors for more information on all the programmes we offer and the application process.

What I wish I knew before starting a business -Robert Kennedy College Blog

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Once upon a time (about twelve or thirteen years ago), I decided to try my hand at starting a manufacturing business. Why? I was in my 20’s, with an MBA and a few years of work experience under my belt, and I had a dream – to leave my mark on this world, to become the next Henry Ford or Steve Jobs, and I figured, if things go to hell, I was young enough to risk it and still have time to bounce back!

There is of course a lot more to this story and my thought process that lead to my decision, but this is not the point of this post. The point is, when you do decide to start a business there is this steep learning curve, and as the business is your own, there are a lot of factors that must be considered while making decisions. 

Many factors that must be considered while making decisions

Like me, if you came from the corporate world, still early in your career with limited managerial experience, you probably just had to look after a very specific task – sales, marketing, a small part of finance, etc. But when you are the head of your own business (no matter how small), you need to be involved in everything! Business Plan, Finance, Revenue, Marketing, Sales…

Strategic Management

When you have so much on your plate there is a risk of your dropping the plate and causing it to break into many tiny pieces (the “plate” here is your business :D).

Understanding how business works, the points to consider before making a decision, and knowing and correctly identifying the different sources of information on which to base your decisions is paramount for the success of your business. This is where strategic management takes on a whole new importance in your thought process. It does not matter how big or small your business/company is, start thinking strategically!! 

Think Strategically

Three principles underlying strategy: (1) Creating a “unique and valuable” [market] position (2) Making trade-offs by choosing “what not to do”, and (3) Creating “fit” by aligning company activities to one another to support the chosen strategy 

Prof. Michael E. Porter, Ph.D., Harvard Business School

The simplest definition of strategic management is “the formulation and implementation of the major goals and initiatives taken by an organisation’s top managers on behalf of owners, based on consideration of resources and an assessment of the internal and external environments in which the organisation operates.” Strategic management provides overall direction to a business and involves specifying the organisation’s objectives, developing policies and plans to achieve those objectives, and then allocating resources to implement the plans (source: Strategic Management for Voluntary Nonprofit Organizations, Roger Courtney).

A system of finding, formulating, and developing a doctrine that will ensure longterm success if followed faithfully.

Dr. Vladimir Kvint, Chair of the Department of Financial Strategy at the Moscow School of Economics of the Lomonosov Moscow State University

So, how do you go about making your life (business really) easier by implementing strategic management?

First, identify your goals – let’s say your goal is to increase annual sales, but what does that actually mean? It is just too vague. Quantify and be specific. As an example, our goal is to sell 100 ballpoint pens and 200 ink pens by the end of the next financial year.

Now, how do you go about achieving this goal?

  • Start by identifying what goods you are going to be manufacturing (in our example they are pens), then the market to which you will be selling these manufactured goods.
  • Next, organise the resources you will need to achieve your goals, like putting in place purchasing and supply chain management to ensure a timely supply of raw materials, people and equipment to carry out the manufacturing process, marketing and sales team to bring in clients, and employing or contracting an adequate support staff (if you are unable to do it yourself) to carry out other support functions.
  • There are also a number of external forces that can have an impact on your business strategy. One of the tools most used in understanding these forces and helping in developing a strategy is Michael E. Porter’s Five Forces Framework which is a business analysis model that helps explain why various industries are able to sustain different levels of profitability. The Five Forces model is widely used to analyse and determine the corporate strategy of a company.

Porter’s five forces are:

  • Competition in the industry
  • Potential of new entrants into the industry
  • Power of suppliers
  • Power of customers
  • Threat of substitute products
A graphical representation of Porter’s five forces

Understanding the principles behind strategic management might take time, but when it comes right down to it, you will find that it is basically logic. The challenge is in getting the right data from the right sources on which you can base your decisions, and of course the methodology you use to analyse the data to arrive at your decisions. A wrong strategic decision may end up costing you dearly.  

This is why strategy and strategic management is an important module in a number of our online master’s degree programmes. 

You can also chat LIVE on WhatsApp with one of our Education Advisors for more information on the programmes we offer, the application process, and for information on discounts we might be offering at this time.

5 ways to effectively manage virtual teams

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The pandemic has changed the way the world operates. It is essential that we go remote in order to flatten the curve and stop the spread of the novel corona virus. Working remotely may have started as a necessity and an ongoing trend but has become the new normal and is here to stay! While many of us had long dreamt of being able to work remotely (at least for a couple of days in a week), now are working from home every day. #WFH (Work from Home) is the way of the future workplace.  
 

The change has not only affected the corporate world, but the healthcare and education sectors alike. Clinics are now operating remotely with doctors taking online, rather than in-person consultations. Universities have moved their on-campus programmes to online programmes, with professors teaching classes and posting lectures online. Barring some essential service occupations or frontline jobs like emergency workers, retail stores, restaurants and hotels, banking, etc. (where not closed), everything else seems to have moved online.  
 

Most of the businesses have shifted their work online

Many corporates have realized that they actually don’t need workers to physically come to work. Jobs can be managed from home or from practically anywhere in the world. In last week’s blog, we saw how challenging it is to work from home and some useful tips on overcoming those challenges. Now imagine you are not only working from home, but also having to manage a team remotely as well! What a challenge! This has led to heightened responsibility and a greater role for the team leaders. Managers across industries are rapidly looking for new methods and techniques to manage their widely dispersed and distributed teams remotely.  

Managing virtual teams through video-conferencing

In the wake of these new challenges, business leaders are required to be all the more creative, focus on new means of communication, and be more inclusive. 

So, here are 5 ways that will help you, a new (or old) remote leader, manage your new remote team effectively: 

1. Set clear objectives and expectations 

      Studies show that most workers are not clear of what is expected of them at work. When working remotely this will become even more difficult if not handled properly. In order to encourage maximum participation and engagement from the employees, set clear agendas, norms and expectations with your team. Come to a common consensus as a group so that each employee is comfortable with the goals of the team.  

2. Communication is the Key 

    While working remotely, there is no such thing as over-communicating. It is rather “are you communicating enough”?! While in a normal office environment, a small miscommunication can cause trouble; imagine how haywire things can go when you are managing a team remotely. There are different teams cross functioning, with different perspectives that a leader has to handle at a time. Communicating constantly is an effective means to guide employees, and keeping them engaged and motivated.  

Choose the most effective means, amongst the various means of communication

3. Utilize various means of communication 

    Deriving from the above point, a leader needs to find effective means of communication. The pandemic has given us several alternate communication methods. Business leaders can adopt any of the many tools available like Microsoft Teams, video-conferring on Zoom, UberConference, more conventional Skype, texting, etc. A leader must determine when to use a video-conferencing tool to establish a more personalized conversation, or a quick audio-call or a buzz on Skype messenger for a quick follow up on the work status. This will also establish a norm for employees on how to interact and communicate effectively amongst themselves, and with the manager.  

4. Hold daily and regular check-ins 

    Working remotely might be a new experience for many of your workers. It can be overwhelming for some of them to adjust to this whole new work culture, where the workers are separated from their peers and managers. They might need help and support, but unlike in a normal office environment where they could go knock on their boss’s door or lean on co-worker’s cubicle, employees may not be able to find such instant support or comfort while working remotely. It is therefore necessary for the team managers to have regular check-ins, and one-on-one conversations with their team members. It is all the more important for them to empathize with the situation and hear out what challenges or issues their staff are facing and suggest appropriate solutions. 

A home office setup. #wfh is the new normal.

5. Empowering your employees 

    While working remotely, everyone is their own manager (well at least at their homes, and unless kids are around!). The team leader must tread very carefully before entrusting more responsibilities to the members. The managers must learn to trust and empower their employees. Encouraging a trust-based culture has proven to have an increase in innovation, agility, employee engagement and job satisfaction.  

Being an effective and innovative team leader is not everyone’s cup of tea and managing remotely comes with its own challenges. Keeping the above points in view, using the right tools with a high degree of emotional intelligence, and by adopting the best management practices, you can be an effective leader, and help your team thrive. For all the new remote managers, we trust that you’ve got this! Do share with us your own remote managing experience and challenges in the comments section below.