Different Perspectives Of Human Resource Management

Employers should provide a flexible working environment for their employees as some employees have medical conditions for example diabetes which requires the person to eat regularly and carry medical equipment with them including medication and a blood sugar level machine to check their blood sugar levels regularly. They should also make it flexible for people who have children in child care centres, so those employees can leave work early as child care centres close at 6pm and in case and employees child is sick so they can go and collect their child and look after them. Employers should also provide a flexible working environment for employees so they can attend medical appointments as some specialist appointments require you to do preparation

If the workplace of today could be characterized by a single theme, it would most likely focus on the continual presence of change. Dramatic changes in technology, the marketplace and the workforce have compelled organizations to re-evaluate not only the competitiveness of their products, but also the core ways in which work is performed. It is out of this pursuit for continued survival that organizations have been faced with the notion of varying work-schedules beyond the traditional hours of nine to five. This paper will explore the societal and business changes that have led to a proliferation in flexible work patterns. This paper will also address the benefits and disadvantages of flexible work patterns for

NHS staff had flexible working provision before because it is a 24 hours service however, a the new changes were made by the Government to cut down budget, nurses had to work more for less, sometimes they had to stay overtimes but they did not get more money for this. In my opinion they should be able to have flexible working because it increases staff’s motivation and productivity which could benefit the organisation and the patient’s care would be better.

Implementing flexible working practices pay and reward schemes and career development initiatives can also be observed.

Harrods presumably lacked an open culture and not everyone was being treated equally in that the part time workers were not included and informed adequately, considering the use of active listening and feedback/dialogue. There was a communication and collaboration server which had only full time staff inclusive in it, until recently when the part time staff got added, which is likely a case of unequal treatment. There is also a possibility that the full time staff were rewarded differently from the part time staff which can be related to Atkinson’s Inequality measure which is a measure of income inequality used to determine which end of the distribution contributed most to the observed inequality (Atkinson, 1970). This measure is actually criticized

The objective is to use flexible working as a tool and to formalise a strategy to assist with staff retention and enable the company to be more competitive in the employment market.

The report is based on responses collected from more than 1000 employers and 2000 employees, considered UK workforce only and was conducted in early January 2012. The report presents an in-depth view of the types of flexible working provisions offered by employers including part-time working, working from home, flexitime, compressed hours, career breaks/sabbaticals, mobile working, term-time working, secondments, annual hours and time off work in the community.

I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.

Flexibility is made up of numerous components however, within in the context of the workplace involves thinking creatively about how working lives can be better structured to match individual and business needs (Job Access, 2012). Following the review of penalty rate provisions, amendments to the flexibility clause were sought after with particular attention paid to the manufacturing industry. Greater flexibility was requested in the taking

Todd (2012) questions the validity of these sweeping arguments made by employers seeking to challenge the FWA. She draws upon wider research which demonstrates that generalisations linking flexibility and organisational productivity should be treated with caution as the specifics of this within organisations are also correlated to aspects of leadership and organisational culture (Abernathy, 2011). In essence, small flexible

Brief summary of information: Provides suggestions and options for employer on developing and managing equitable flexible work practices.

The employees in this case despite having defined or specific roles and responsibilities, get involved in additional work due to their ‘can do’ approach – Harrods enable its employees to try their hand at different kinds of work (through job rotation, etc.). Moreover, since there is greater co-ordination among employees at Harrods, they share their

Multi Skilling staff would impact Tesco in a positive way as this will allow workers to sustain more than one role. Flexible employees would be able to adapt to the store circumstances when it is in high demand, this would be a method to meet customer expectations and escaping low efficiency, can deliver a real improvement. The guardian’s article based of flexibility (2014) stated that “97% of firms believe that a flexible workforce is either vital or important

On the basis of the example given by Johnny Sung and David Ashton, some work practices have more impact on high performance work practices than other areas. Flexible working hours, job rotation etc. will help to improve employee involvement and also commitment to the organisation.

Work-life balance has become a primary concern in both society and a big number of organisations in the globalised world. Furthermore, according to Sok, Blomme and Tromp (2014), this issue now becomes more difficult to make decisions for people who are in charge of management positions. Ideally, to cope with this prominent issue, the notion of flexible working is created; however, this also brings significant challenge. These aspects will continue being basic concerns in the future due to the fact that our world of work changes across the time. From these reasons, personally, I chose this topic to gain in-depth understanding about aspects which delight comprehensive human-being in workplace. In this report, I will shed light on the summary of the topic and my individual reflection when running this.