Flexible working

INTRODUCTION

The concept of a job for life and a compliant, loyal workforce is bulky gone. In its place are more self-determined employees who k flat their rights and fill ever more freedom, flexibility and co-operation from their employer frequently with powerful unions, and now new legislation to back them up.

DEFINITION

Flexible workss is a bighearted term covering a variety of working magazine patterns and other working arrangements. For employers, conciliatory-working helps to meet business needs in a competitive environment by improving retention, responsiveness and reducing employment costs and overheads. For employees, flexible working hindquarters help to achieve a better balance betwixt home and work priorities.

For employers the benefits enable them to:         

        Attract a greater range of skilled candidates

        Retain valued employees

        Improve serve to customers

        Increase productivity

        Reduce absenteeism

        Improve staff motivation and loyalty

         puddle reputation as best practice employer

        Reduce casual staff shortages

Benefits for employees include:

        A better work-life balance

        Less idiom and improved health

         great control over working lives

        Greater responsibility and sense of self value

        Loyalty and commitment

        Reduces commuting problems

Industrial fraternity survey

A recent Industrial Society survey of 516 human mental imagery specialists found that 91% of respondents organizations use some form of flexible working. This compares with 84% in 1998.



75% of respondents said that flexible working made good business sense for the organisation, with almost two-thirds (63%) construction that it builds trust, loyalty and commitment.

But many businesses (31%) apply flexible working practices save at an informal level. The Industrial Society argues that there is a risk that informal policies can short-circuit employee consultation and conk out to inconsistencies.

Other, less significant problems, may prejudice some employers against the concept, including: said

         dialogue difficulties (cited by 43% of respondents)

        Difficulty in managing varying working arrangements (31%)

        And resentment from staff on...

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