promoted by: dp adaptalmanzora cofinanced by: european social fund p roject
Post on 16-Dec-2015
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Promoted by:
DP ADAPTALMANZORACofinanced by:
European Social Fund
PPROJECTROJECT
WORK-LIFE BALANCEWORK-LIFE BALANCE IN THE IN THE COMPANIES COMPANIES
TELEWORK AS A MEASURE TO TELEWORK AS A MEASURE TO PROMOTE A BETTER WORK-PROMOTE A BETTER WORK-
LIFE BALANCELIFE BALANCE
INTRODUCTION INTRODUCTION
From a wide point of view, conciliation refers to:
The possibility of people to make compatible their interests, duties and needs from a whole view of their life.The right of people to develop themselves in the different public and private sectors without a trade-off in their quality of life.The possibility of having their own time
Harmonization of times (working, personal and familiar lives)
> Introduction
Work-life balance is not an exclusive question for women:
The access of women to labour market means that their couples are having a more active role in the care of children and elderly relatives.
The number of monoparental families is growing up, a group with special difficulties to conciliate work and family life.
And even people without familiar responsibilities are concerned with work-life balance, since they appreciate greatly their free time.
INTRODUCTION INTRODUCTION
> Introduction
The total time spent in the work place is not directly related to the competence and productivity of workers.
Spain is one of the European countries in which employees leave the workplace later, however, it is one of the latest on productivity
INTRODUCTION INTRODUCTION
> Introduction
Work-life balance must be tackled from a whole perspective:
Political
Business
Individual
> Introduction
INTRODUCTION INTRODUCTION
Work-life balance must be tackled from a whole perspective:
Political
Business
Individual
> Introduction
INTRODUCTION INTRODUCTION
BENEFITSBENEFITS
For the employer:
Increased motivation, commitment and loyalty of their employees.Decreased stress levels of their employees. Increased saves as consequence of the low labour rotation and low absenteeism of employees.Recruitment and retention of the best qualified workforce.Recovery of the cost of the recruitment and training of employees.Increased reputation of the employer (improvement of their public image to customers and potential customers).
Increased productivity and competitivity of the Company
> Benefits-> For the employer
For the employee:
Increased self-esteem and motivation.Decreased stress and mental and physical diseases as a result of the high levels of stress. Decreased sensation of guilty for not seeing their children.Higher satisfaction levels for their labour, personal and family life conciliation.
> Benefits-> For the employee
BENEFITSBENEFITS
For the community:
Increased rates of birth.Reduction in divorces.Improved care of children and dependent elderly people. Improved labour stability and promotion of women.Decreased medical care expenses for national health system (stress, depression, anxiety, physical diseases as a result of stress)Increased competitivity of companiesQualitative improvement of the business sector.
> Benefits-> For the community
BENEFITSBENEFITS
GOOD PRACTICES GOOD PRACTICES
1. Supporting services to employees2. Extra-salary benefits3. Labour flexibility
> Good practices
1. Supporting services to employees1.1. Care of children and elderly relatives1.2. Work adaptations1.3. Personal support1.4. Professional support
> Good practices -> Support Services to Employees
GOOD PRACTICES GOOD PRACTICES
1. Supporting services to employees1.1. Care of children and elderly relatives
Information about nurseries and assistance centres for elderly people.Agreements with nurseries and assistance centres near the work-place.Reserved vacancies at nurseries, schools and assistance centres near the work-place.Nurseries inside the company.
> Good practices -> Support Services to Employees
GOOD PRACTICES GOOD PRACTICES
1. Supporting services to employees1.2. Work adaptations
Work rotation:Jobrotation Model (Tic@l Project’s action)
> Good practices -> Support Services to Employees
GOOD PRACTICES GOOD PRACTICES
1. Supporting services to employees1.3. Personal support
Short-time voluntary courses about topics such as:
- Role as parents and children education- Time management- Stress management
> Good practices -> Support Services to Employees
GOOD PRACTICES GOOD PRACTICES
1. Supporting services to employees1.4. Professional support
Financial/tax support Career support
> Good practices -> Support Services to Employees
GOOD PRACTICES GOOD PRACTICES
1. Supporting services to employees2. Extra-salary benefits3. Labour flexibility
> Good practices
GOOD PRACTICES GOOD PRACTICES
1. Extra-salary benefitsRetirement schemes Medical insurance (couple, children, whole)Leisure activities
> Good practices -> Extra-salary Benefits
GOOD PRACTICES GOOD PRACTICES
1. Supporting services to employees2. Extra-salary benefits3. Labour flexibility
> Good practices -> Labour Flexibility
GOOD PRACTICES GOOD PRACTICES
3. Labour flexibility3.1. Leaves3.2. Time flexibility3.3. Time and space flexibility
GOOD PRACTICES GOOD PRACTICES
> Good practices -> Labour Flexibility
3. Labour flexibility3.1. Leaves
Maternity or paternity leave longer than the provided by lawFeeding breaks longer than the provided by lawLeave to care disabled or sick children or parents Banks of time
GOOD PRACTICES GOOD PRACTICES
> Good practices -> Labour Flexibility
3. Labour flexibility3.2. Time flexibility
Flexi-timePart-time workShared jobsAnnual hours
GOOD PRACTICES GOOD PRACTICES
> Good practices -> Labour Flexibility
3. Labour flexibility3.3. Time and space flexibility
Teleworking
GOOD PRACTICES GOOD PRACTICES
> Good practices -> Labour Flexibility
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