5IHR FINAL COPY 3 DECEMBER 2014

Topics: Working time, Research, Workweek Pages: 24 (3102 words) Published: March 16, 2015


5IHR USING INFORMATION IN HUMAN RESOURCES

BUSINESS PROPOSAL ON
FLEXIBLE WORKING

PETROULLA MENIKOU
CIPD 23144012

FLEXIBLE WORKING

ContentsPage Number
1. Purpose of the Business Proposal3
2. Analysis of Good Practice3
3. Aim4
4. Stakeholders5
5.Secondary Research6
5.1 Secondary Data6
5.2 Primary Data7
- Surveys/Questionnaires
- Interviews
- Group Discussion
- Professional Peer Networking
6.Findings 9
- Data and Facts9
7.Best Practice Evidence11
a. CIPD Case Study 111
b. CIPD Case Study 212
c. ACAS advice12
8.Operational Plan14
9.Recommendations for Added Value15
10 Conclusion15

Bibliography

FLEXIBLE WORKING

1. PURPOSE OF THE BUSINESS PROPOSAL

DW Windsor is a manufacturing company who have grown significantly over the last 2 years. With this growth, staff recruitment figures have doubled as the company has grown in size dramatically. During the last few months the company has seen an increase in flexible working requests.

Whilst the Board of Directors have never formally addressed the subject, it is clear from the level of employee requests due to the recent change in 1Employment Law (June 2014), (whereby the right to request flexible working was extended to all employees) that this is an area that needs to be explored.

A review of the budget also identified high recruitment costs to the business and with high staff turnaround figures, staff retention had become an area of concern, both in monetary terms and in terms of staff retention.

This proposal will review the current company policy for Flexible working and seek to gain Board approval in implementing an effective Flexible working policy and procedure.

2. ANALYSIS OF GOOD PRACTICE

Currently Flexible working requests are dealt with in a very hit and miss way and have been largely down to the Managing Directors discretion. There was no formal policy and staff requests submitted were approved or not solely based on the needs of the business.

In order to create a fairer system and with work/life balance becoming more prevalent, it is important to review and consider best practice from primary and secondary resources and analyse best practice. This will help identify where Flexible working policies are working successfully in the commercial world and will support the case for implementing Flexible working as a standard policy to support the needs of the business.

The CIPD states that

2Flexible working arrangements can play a vital role in organisational performance. HR‘s role is to identify how the variety of flexible working options can benefit both the organisation and individuals, and then to work with the business, to put these in place. This is evident in the use of flexible working as a means of avoiding redundancies.

Furthermore, Flexible working had become excessively associated with the needs of parents and carers to the detriment of its positive role in enabling employers to manage their business more effectively. In the modern world, there is a strong case for using flexibility as a strategic tool to support improved individual and business performance – through greater diversity and increased levels of engagement and commitment from workers at all levels.

The CIPD therefore welcomed the extension of the right to request flexible working to all employees which they felt was long overdue. Prior to the extension, there was a perception that groups of parents and carers were given preferential treatment, through a legally-protected right, which risked creating division within the workplace.

Further examples of best practice can be seen in the two case studies conducted by the CIPD later on in this report.

Also ACAS is always a useful source of standards as shown later on in this report.

3. AIM...


Bibliography: 3. TAYLOR S, and WOODHAMS C – Studying Human Resource Management, (2012) page 104, London Chartered Institute of Personnel and Development
4
6. TAYLOR, and WOODHAMS – Studying Human Resource Management, (2012) page 111, London Chartered Institute of Personnel and Development
7 CIPD Flexible working report, page 18, accessed 31.10.2014
8. TRUSS, C., SOANE, E. and EDWARDS, C. (2006) Working life: employee attitudes and engagement 2006, Research report. London: CIPD.
10. BISCHOFF, W. (2013) Understanding the economic benefits of workforce agility. Agile Future Forum. Available at: http://www.agilefutureforum.co.uk/AgileFutureForumReport/report.html
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