Today’s rapid growth and fast-paced society has given us the signal to pay more attention on the managing organizational diversity and work-life conflict. As part of an organization, the human resource management (HRM) we have devised various plans and strategies to tackle with the effects of the changing world of work and issues which would threaten the operation of our company. Together with the declining birth rate, dual income households and an aging population, we need to react fast to these social trends, so as to remain competitive, and to attract and retain talents here. With reference, to the working mothers, older workers, minorities and the foreigners.
Work-life balance must be coined to address the unhealthy life choices that some people were
Making; choosing to neglect other important areas of their lives such as family, friends and hobbies in favour of work-related chores and goals.
Firstly, we need a high level of trust to exist between employer and employee. Secondly, there is a need for a supportive environment where managers implementing work life Programs buy-in and advocate them strongly. Also, it has been increasingly clear that women are “retiring” after childbirth or they could not cope with the hectic work schedule having to taking care of their young children too. This is why the working mothers are our main concern. As women comprise almost half of our company population. As it will be seen, work-life programs thus seek to provide a viable solution to these problems. It also gives us a perceived notion of being an employer of choice through showing that we takes care of our staff, and is genuinely interested in the well-being of our employees: physically, emotionally or even psychologically. Benefits apply not just to our employees, but also to the company. Work life programs can improve the loyalty of employees, energizes and motivates them,... [continues]
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