Human Resource Management - Work Flexibility

Today people are looking for benefits what will help them manage their work-life life-styles better. Today, with the help of technology, employer is now starting to be more capable of offering flexible options with great results.

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

Employers should provide a flexible working environment for their employees due to the fact that every employee has a different home life, religious beliefs and responsibilities out side of work. Everyone’s day begins with a third of the hours in our day at work, a third sleeping and another third getting on with the rest of our lives.

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

One frequently asked question in business today that is least answered is, as stated by David Chaudron, PhD (2003), “What can we do to make our business flourish, survive and grow?” With the rapid changes in technology and the rise in the globalization of markets, we must have a game plan in place for adjusting to these changes. It has become increasingly difficult to predict what is going to happen, and there are thousands of obstacles and opportunities along the way. To add to the confusion, there are thousands of products, solutions and methods for dealing with these changes. With many brands, sizes and varieties it is very difficult to choose what is best for your organization. Add to that,

Amongst reading the material presented in this chapter about the job market trends, I was able to determine that the job market is extremely dynamic and has a great rate of change depending on the company’s needs. These adjustments also affect salaries, if there is a high demand for a position where there is a shortage in qualified candidates the salaries and benefits will be higher. As new technologies grow, the need for employees in these areas do as well, people need to maintain their skills up to date and seek professional growth to be able to keep up with the requirements and challenges of this fast pacing changing job market. However, some of these changes in the job market are being caused by the rapid change in the workforce. Companies are having to adapt some of their philosophy and the way they view employees, because so much has changed in the way the workforce behaves. Let’s examine the

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.

Multi-national companies have started to focus on their HR departments and initiated benefit plans and employee schemes for their workers. These schemes are ‘supposed’ to reflect the amount of care and responsibility that firms have for their workers but the reality is that these schemes are simple mechanisms to

Flexible work arrangements allow workers opportunity for flexible hours, ability to work from home, job

Incorporating flexibility is required in all work plans as many occurrences could happen that derails you from your work/project [7]. An example of this, was whilst working in the procurement department, I had a project which consisted me researching into a new travel management system and to write a strategy for which company could offer Tarmac a competitive package. It heavily involved me communicating with other travel management companies, other departments to get data and then writing a detailed report of my finding of the most beneficial package to key stakeholders.

Discuss the strategic decisions that firms in this sector may be facing. What future strategies can firms pursue to try to secure their competitive advantage and long term survival?

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

Businesses should evaluate their flex work arrangement on a regular basis. As the bar graph shows above, company that doesn’t offer flexible work arrangement has

According to the Business Dictionary, “A workplace management and organizational technique optimizes human resources through flexibility based on segmenting the employees into peripheral and core groups. The core group of employees are difficult to replace because they have a specific skill set or experience, while the peripheral group consists of employees who could easily be replaced or are only needed in the organization for either peak periods or on specific tasks. Originally suggested in 1986 by Atkinson, and Meager’s of the Institute of Manpower Studies.” is what people in the human resource field call the flexible firm model.

1. The most significant challenge to business success you see in this rapidly changing global economy;