Flexible Work Arrangements Camilla King Lewis Thomas Edison State College HRM 540- Lifestyle Benefits and Compensation Professor James Krolik March 3, 2013 Table of Contents I. Introduction 2 II. Current environment 3 III. Why Flexible Work Arrangements? 4 IV. General Telecommuting Statistics 5 V. Overall Growth of Telecommuting 5 VI. Return on Investment 6 VII. The Sacrifices of Flexible Work 7 VIII. The Management Challenge 7 IX. The Third Wave of Virtual Work 8 X. In Conclusion
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Introduction Flexible work arrangement denotes that employers permit employees to have alternative work schedule or arrangement apart from the traditional working conditions; allowing people who are unable to work at traditional office hours due to personal or family commitments to join the workforce. The common flexible work arrangement includes Flexi-Time, Part-Time Work, Job Sharing and Telecommuting. Gajendran and Harrison (2007, 1538) have concluded that flexible work arrangement has positive
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Class/Group: Group 3 Module Title: Skills for Study Assessment Title: Report Assignment Title: Analysing the feasibility of SMEs in the UK introducing flexibile working arrangements. Tutor Name: Debora Brito Student ID Number: 2253710 Date of Submission: Monday 9th May 2016 before 2 pm Content 1.1 Introduction——————————————————————————3
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who not only encourage but also empower their employees to use flexible work schedules as well as simultaneously affording the opportunity to advance in the company, employees, and employers gain a predisposition to profit. Human Resources are using flexibility as an organizational strategic asset. This provides a considerable competitive advantage to companies who are aware they need to adopt rapidly to market changes. A flexible organization uses a specific or a combination of available scheduling
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Essay Question: 2. There has been an increase in the number of employers adopting flexible working practices. Critically examine the advantages and drawbacks of this for both the organisation and workforce. EARNING DEVELOPMENT THROUGH FEEDBACK Taking into account the numerous feedbacks I have received from different lecturers, they have helped me to tackle a research topic with necessary skills like referencing and the importance of having a well-laid out introduction and conclusion part. Throughout
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report May 2012 Flexible working provision and uptake Contents Summary of key findings Flexible working provision – employers’ policies and practices Formal/informal flexible working arrangements Flexible working and the law Right to request flexible working Flexible working regulations and tribunal claims Access to and uptake of flexible working among employees Employee perceptions of the flexible working arrangements provided by employers Uptake of flexible working Flexible working uptake,
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Writing Assignment: Alternate Work Arrangements BA420 – Organizational Behavior Grantham University 1. How can employees benefit from alternate work arrangements? How can employers benefit from alternative work arrangements? Alternative work arrangements mutually benefit companies and personnel. Personnel can profit from labor schedules that are flexible around important life events, such as children and pursuing higher education. Business can benefit from having more willing full workforce
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Impact of flexible scheduling on employee performance regarding stress and work-family conflict Abstract Stress, work-family conflicts and flexible scheduling are three of the most important elements in organizational studies. The focus of current study is to understand the effect of Stress, work-family conflicts and flexible scheduling on employee’s performance and also to understand whether flexible scheduling helps in reducing stress and work-family conflicts or not. A survey has also been
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Table of Contents Executive Summary……………………………………………………………………… 1 Introduction……………………………………………………………………………….. 2 Options for flexible scheduling Part-time……………………………………………………………………………3 Examples Flextime…………………………………………………………………………….3 Examples Job sharing……………………………………………………………………….. 4 Examples Working from home or satellite location………………………………………..4 Advantages……………………………………………………………………………….. 4-5 Disadvantages……………………………………………………………………………. 5-6 Solution/Conclusion………………………………………………………………………
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P1.1Explain Guest’s model of HRM: David Guest's (1989, 1997) model of HRM has 6 dimensions of analysis: HRM strategy HRM practices HRM outcomes Behavior outcomes Performance outcomes Financial outcomes The model is prescriptive in the sense that it is based on the assumption that HRM is distinctively different from traditional personnel management (rooted in strategic management, etc.). It is idealistic, implicitly embodying the belief that fundamental elements of the HRM approach (essentially
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