HR Knowledge: Creating a Flexible Workplace - SHRM India
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Transcript of HR Knowledge: Creating a Flexible Workplace - SHRM India
Creating a Flexible WorkplaceLori K. Long, Ph.D. Class One
Employee and Labor Relations 2008
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Growing Demand
• Role of technology> Communication> Information access
• Generational priorities> Baby Boomers> Generation Y
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The Business Case for Flexibility
• Increases productivity
• Improves retention
• Helps meet diversity goals
• Aligns with social responsibility
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Increased Productivity
• A meta-analysis of 31 studies on flexible work found that flexible schedules increased productivity and reduced absenteeism.
• 39 percent of employees with flexible work arrangements reported increased loyalty and a willingness to work harder.
• Approximately one-third of managers said their work group was more productive because it included employees who used flexible work arrangements.
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Productivity – Organization Examples
• Flexible work options> Merck, Unilever, Bank of Montreal, Starbucks,
and Baxter International
• Telework program> Cisco
• Flexible work arrangements > McGraw-Hill
• Workplace flexibility> Capital One
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Improved Retention
• A Catalyst study found a strong correlation between a positive work/life culture and employee intent to stay at the organization.
• 73 percent of employees with high availability of flexible work arrangements say they would stay for at least another year.
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Retention – Organization Examples
• Best Buy: 90 percent reduction in employee turnover.
• Deloitte: $41.5 million savings in turnover costs.
• Aflac: Employee retention improved from 87 percent to 94 percent.
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Meet Diversity Goals
• Gender
• Age
• Disability
• Culture/religion
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Social Responsibility
• Reduces commuters
• Supports families
• Supports the community
• Encourages ethical behavior
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Wrap-up
• There are many reasons why flexible work is a good business decision.
• Before implementing flexible work options, employers should:> Understand flexible work options (Class Two).> Determine the goals of their initiative and select the
right options for their employees (Class Three).
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Flexible Work Options
• Categories:> Alternate schedules> Reduced-hour alternatives> Telecommuting
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Alternate Schedules
• Flextime
• Flexible schedule
• Compressed workweek
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Reduced-Hour Alternatives
• Part-time work
• Job sharing
• Contract work
• Seasonal work
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Telecommuting
• Full-time
• Partial week
• On occasion
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Beyond Schedules
• Other programs, policies and benefits can support work/life balance.
• Such programs and policies build a flexible culture.
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Wrap-up
• Before selecting the flexible work options, an employer should consider:> Employee feedback> Nature of work> Phased implementation
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Organizational Barriers
• Corporate culture
• Opposing policies
• Lack of understanding by managers
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Planning for Flexible Work
• Research to build a business case> Outside research> Determine internal goals
• Involve employees> Surveys> Focus groups> Exit interview data
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Flexible Work Policies
• Simple is better.
• Ask employees to submit a written proposal.
• Consider how other benefits may be affected.
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Resources
• Management training> How to determine who can participate.> How to measure performance outcomes.
• Employee support> How to write the proposal.> Coaching on how to work with flexibility.> Networking opportunities.
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Evaluating the Initiative
• Identify any issues and make any changes to improve the program.
• Justify the investment.
• Build support for future programs.
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Wrap-up
• Creative employees and employers will continue to find flexible ways to work.
• Flexible work initiatives will likely become organizational “must-haves” as more employers and employees discover the benefits of flexible work.
Thank You!
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Resource made available by SHRM US