flexi working hours
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Flexible working
What is flexible working? The term describesa range of employment options designed tohelp employees balance work and home life.
Why use the term flexible? It is because flexible
working relates to working arrangements where
there are a variety of options offered to employees
in terms of working time, working location and the
pattern of working.
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Amongst the most popular flexible working
practices are the following :
Part-time working
Term-time working
Working from home
Job sharing
Annual hours contracts
Shift swapping
Mobile working
Flexitime
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Of the options listed , by far the most popularin the UK currently is part-time working. 86% of
businesses surveyed by the CPID in 2007 offered
part-time working options. Job sharing, flexitime
and working from home are also increasinglypopular.
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A recent study by the Joseph Rowntree Foundationfound that flexible working practices were most likely tobe found in the following situations:
In large organisations and businesses
In public sector organisations
Where the business does not operate in a highlycompetitive industry
Where there are recognised unions
Where there is a well established HR function
Where there is high employee involvement in decision-making
In workforces with larger proportions of women Where there is a highly educated workforce who has a
large amount of discretion in organising work (e.g.professions, creative industries)
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Flexible working hours A system of flexible working hours gives
employees some choice over the actual times
they work their contracted hours. Such a system
can be a good way of recruiting and retaining
staff - since it provides an opportunity foremployees to work hours consistent with their
other commitments (e.g. child care).
Most flexible working hours schemes have aperiod during the day when employees must be
present. This is known as "core time". A typicalcore time would be 10 00 a.m. to 4.00 p.m.
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Other than the core time, employees maychoose when they start and finish workwithin flexible bands at the beginning andend of each day. These bands are typically08:0010:00 and 16:0018:000. However,there is wide scope for variation depending
on the core time, the hours the work place isopen and the nature of the business.
Some schemes also have a flexible band
during the middle of the day so thatemployees have some choice over the timethey take their lunch break.
H i d fl ibl
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How to introduce a flexibleworking hours scheme
The introduction of a flexible working hoursscheme requires care and needs to be carefully
planned by all those likely to be affected. The
working party should consider:
Whether the scheme is to be voluntary or
compulsory
What type of recording system should be used
(eg: manual, clocking or computerised)
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How flexibility should be built into the bands
How sickness, absence and late attendance
should be treated
Arrangements for managing and monitoring
the scheme (e.g. monitoring the effect on
production or customer service levels).
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ADVANTAGES
Employees have greater freedom Can make travelling easier (e.g. avoiding
commuting during the normal rush-hour)
Improved morale and reducing absence
and lateness Reduction in overtime and less lost time
since long lunch breaks or late arrivals arenot recorded as time worked With flexiblework schedules.
Flexibility to meet family needs, personalobligations, and life responsibilities
conveniently.
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Allows people to work when they accomplish
most, feel freshest, and enjoy working. (eg.morning person vs. night person).
Increased feeling of personal control over
schedule and work environment. Reduces employee burnout due to overload.
Extended hours of operation for
departments such as customer service.
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DISADVANTAGES
Costs involved in administering the scheme.
If the premises are open longer, there may be
increased costs for lighting and heating
Employees will not be in work at certain timesand therefore it may not be suitable for
organisations where continuous cover is
necessary. Punctuality is no longer in need of being
watched
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Will staff be available when needed?
How can we be sure that will can be
available when needed?
Lack of supervision during some work
hours. If the scheme is not monitored properly,
there is potential for employees to abuse the
system.
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Examples
IBM is well known in the industry for its focus
on work life balance for employees. Not
surprisingly for the nineteenth year in succession
IBM has featured in the 'best companies' list ofvarious magazines, including Working Mother.
In the United Kingdom, flexitime working is
commonplace in both the private andpublic sectors.
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PrinciplesA flexible working hours policy would
normally be guided by the following basic
principles.
Access to flexible working hours
Focus of flexibility
Core times
Record keeping
Limits
Operational issues
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