Organizational practices of flexible human resource management
Flexible human resource management is when the management practice affects the employee behavior, skills, capabilities, and other human capital involved activities are more into a flexible approach in structure, employment mode, training and development, and incentives plan.
There are different types of flexible working like shift
work, overtime work, weekend work, part-time work, flexible time, job sharing,
work from home, and etc (Rev, 1992) . These give more
advantages to the employers as well as employees. When considering the
advantages for the employer, mostly focus on the task or the assignment.
That may increase the performance because always pay the employees according to the tasks they have performed. Employers can be happy because of the organization’s time uses in a better way because some employees do over-time and some do part-time and even though there are some employees who may not be able to come to the work, that employee can share his or her work with another employee. Therefore, employers can ensure that work will be definitely done by the employees and tasks will be completed.
When people have flexibility in their
organization, they work in the organization with positive intention, therefore,
the absenteeism or turnover will be decreased and the retention ratio will be
increased (Celenk H, 2011) .
That is a good advantage for employers. When considering the employees’ advantages, their stress level will be decreased because they have freedom on their work. They are able to get more opportunities on training and development and satisfaction on the personal and cultural interest. With the COVID 19 pandemic, most of the organizations in the world practiced the work from home concept and that resulted in higher efficiency on employees.
Remote working
makes people more efficient because they work at home with less stress and they
are not tied traveling from home to the workplace and they are free to work at
any time slot in their 24 hours (Cancel, 2018) .
Moreover, the
organization needs to think about their employees’ safety and health and make
employees aware that the company thinks about them and it makes the trust and
morale of the employees and it leads to increase efficiency. Therefore,
flexible human resource management is better to practice in the organizations.
A flexible work culture allows employees to maintain a healthier work-life balance, which leads to better productivity.
ReplyDeleteFew examples of flexible work arrangements are;
1. Flex time
2. Reduced hours/Part-time
3. Compressed work week
4. Telework/Working Remotely/Telecommuting
5. Job sharing
Author has explained advantage of flexible human resources management. Can add below advantages for further reading
ReplyDelete01- Reduce recruitment and retention cost
02- Positive impact an environment, end
03- Improve employee morale, Productivity, Loyalty
The focus of flexible human resource management lies in enhancing employees’ flex-
ReplyDeleteibility of functions, skills and behaviors according to organizational need behavior, and finally achieve and align personal and organiza-
tional objectives together. Therefore, functional flexible strategy, extended skill flexible
strategy and behavior flexible strategy. These three dimensions are based on Functional flexible strategy is skilled employees
work among different departments quickly and with low cost. This will be achieved
through employee-participated job (tasks) design, role shift and establishing a cross
functional team. Extended skill flexible strategy is to create environment for employ-
ees to learn new skills and enhance their flexibility to learn quickly and undertake
new tasks. This will be achieved through employee rerelationship.