Human Resource Management - Work Flexibility
Work Flexibility
Flexitime is essentially an arrangement between employers and employees, which allows for the negotiation of hours of work around a core time. It is a work schedule that varies, in contrast to traditional work arrangements having the need of employees working a standard 9am to 5pm a day. Flexibility takes different shapes and it is all about finding new ways to achieve success in an increasingly complex world.
This not only includes employees having more choices in when to work but also the amount of working hours is adapted to fit the employees. There are also more choices in where to work through having the options to work from places other than the office all or some of the time, this being occasionally or on a regular basis. Last but not least, employees have more freedom about how to do the work; meaning the employee is able and given the chance to figure out the best way to get the job done.
Flexitime is able to aid the recruitment and retention of employees. It is also able to help provide employers cover outside normal working hours and reduce the need for overtime. In addition to that, flexitime can also improve the provision of equal opportunities to employees that are unable to work the standard hours. (http://www.flexibility.co.uk)
There are three main types of work flexibility.
The first being flexible location, mainly known as home working or telecommuting. This process known as working from home or telecommuting is usually done on a regular basis or intermittently with the aid of computers, fax machines, the internet, phone and other forms of telecommunication equipment. It helps avoid time-consuming activities of having to travel to work which contributes to traffic congestion during peak hours, petrol costs, pollution, and so on. With this kind of flexibility in working hours, employees are able to work at the hours which they feel they are most productive at. Employees are also able to manage their own workload with
Flexitime is essentially an arrangement between employers and employees, which allows for the negotiation of hours of work around a core time. It is a work schedule that varies, in contrast to traditional work arrangements having the need of employees working a standard 9am to 5pm a day. Flexibility takes different shapes and it is all about finding new ways to achieve success in an increasingly complex world.
This not only includes employees having more choices in when to work but also the amount of working hours is adapted to fit the employees. There are also more choices in where to work through having the options to work from places other than the office all or some of the time, this being occasionally or on a regular basis. Last but not least, employees have more freedom about how to do the work; meaning the employee is able and given the chance to figure out the best way to get the job done.
Flexitime is able to aid the recruitment and retention of employees. It is also able to help provide employers cover outside normal working hours and reduce the need for overtime. In addition to that, flexitime can also improve the provision of equal opportunities to employees that are unable to work the standard hours. (http://www.flexibility.co.uk)
There are three main types of work flexibility.
The first being flexible location, mainly known as home working or telecommuting. This process known as working from home or telecommuting is usually done on a regular basis or intermittently with the aid of computers, fax machines, the internet, phone and other forms of telecommunication equipment. It helps avoid time-consuming activities of having to travel to work which contributes to traffic congestion during peak hours, petrol costs, pollution, and so on. With this kind of flexibility in working hours, employees are able to work at the hours which they feel they are most productive at. Employees are also able to manage their own workload with
Bibliography: 1) Andy Lake, 'Introducing Flexible Work ', Copyright Flexibility.co.uk Ltd, 2000 - 2009 (http://www.flexibility.co.uk/flexwork/index.htm)