Innovative Hr Practices to Maintain Work Life Balance of Employees

INNOVATIVE HUMAN RESOURCE POLICIES FOR MAINTAINING WORK-LIFE BALANCE OF EMPLOYEES Author pic Mr. Virendra Gadiwar, leave off Puja Shedge & Prof. Poonam Vatharkar. INDEX 1. INTRODUCTION 3 1. 1. Background. 3 1. 2 delimitate process lifespan counter residue.. . 3 1. 3 compresseding. .. 4 2. THEORETICAL FRAMEWORK 5 2. 1 Importance. .. 5 2. Advantages. 6 2. 3 Techniques influencing effect life balance. . 6 3. OBJECTIVE OF CONDUCTING espouse7 3. 1 How the visual sense dish up?.. 7 4. RESEARCH METHODOLOGY.. .. . . 8 4. 1 Method of data collection. .. 8 4. 2 look into Methodology.. 8 5. compendium OF DATA. . 10 5. 1 tabular way. .. 12 5. 2 Diagrammatic Representation. . . 13 6. FINDINGS. .. . 14 7. CONCLUSION. .. 14 1. INTRODUCTION 1. 1 Background The role of transaction has swopd by dint ofout the universe due to eco noic conditions and aff qualified demands. Originally, flex was a matter of necessity and survival. Throughout the years, the role of meet has evolve d and the composition of the men has adjustmentd. Today, work lock is a necessity but it should be a source of in- person satisfaction as well.One of the vehicles to help provide attainment of in-person and professional goals is work-life benefits and programs The issue of work-life balance has developed out of demographic and social changes that have resulted in a more than diverse, declining workforce, various family and work models. sustenance work-life balance (WLB) is seen as a way of attracting and retaining the labour force require to support economic well-being. In constitutions and on the home front, the challenge of work/life balance is rising to the top of many employers and employees consciousness.In directlys fast-paced society, human resource professionals seek options to positively contact the bottom line of their companies, alter employee morale, retain employees with valuable company knowledge, and proceed pace with workplace trends. However, experienc e has shown that policy on supple work practices charters to be supported by strategies to achieve in force(p) implementation. This look for provides suggestions and options for Human Resources Managers on developing and managing equitable elastic work practices.It has been knowing to provide practical advice to assist presidential terms in achieving successful implementation of these policies which would be a key initiative for inclusion in an organisational WLB. 1. 2 Defining work-life balance 1. field of study life balance is about effectively managing the juggling act amid paid work and the other(prenominal) activities that be important to people. Its not saying that work is wrong or bad, but that work shouldnt completely crowd out the other things that matter to people alike(p) snip with family, participation in confederation activities, voluntary work, ain development, leisure and recreation . Working practices that acknowledge and place to support the needs of staff in achieving a balance between their home and workings lives 3. people having a measure of picture all over when, where and how they work. It is achieved when an various(prenominal)s right to a fulfilled life inside and outside work is accepted and treasureed as the norm, to the joint benefit of the individual, backing and society. UK organisation Employers for Work-Life Balance 1. 3 Meaning In recent years there is a dramatic change in much brass section with respect to work-Life balance (WLB) which is named as flexible work time governances, the sensitivity of progeny is reflected by its idea which is to provide personal work style preferences. This recording is famous for line of merchandise satisfaction, shipment, and engagement of an employee. When we talk about flexibility the rootage thing which we re youthful it with is relaxation, relaxation in terminal figures of tasks, duties, responsibility, but when we particularly talk about WLB it office that we argon talking about untraditional great schedules and working away from campus.There are a important percentage of employees already involved in flexible time arrangements that they do not work the standard schedule of 800 am to 500 pm which is being followed by the most of the organization. unsettled arrangements provide for daily, weekly, monthly, or yearly fluctuations in schedule. Flexible arrangements are a broad term we are not solely talking about daily scheduling but it may vary to monthly or even annual rearrangements of time. In flexible arrangements we are not bound to an old stereotyped standards but a fair customize scheduling. Work-Life Balance does not mean an equal balance.Trying to schedule an equal number of hours for each of your non-homogeneous work and personal activities is usually unrewarding and unrealistic. Life is and should be more fluid than that. Your best individual work-life balance pull up stakes vary over time, often on a daily basis. Th e right balance for you straight off allow probably be different for you tomorrow. The right balance for you when you are single will be different when you marry, or if you have children when you exposit a radical career versus when you are nearing retirement. 2. THEORETICAL FRAMEWORK 2. 1 Importance 1) Productivity Managers fag increase the productivity of employees by responding to their need to balance work and personal obligations. This positive approach by managers good deal ? Inspire increased loyalty and commitment from employees. ? Retain employees and make savings on the approachs of employee turnover, training and missingeeism. ? Examine how work-life balance policies affect another variable such as job satisfaction or organisational commitment, and therefore correlate these variables to productivity. 2) Job Satisfaction When work extends into family time, it bottom of the inning relieve oneself stresses which then extend into the workforce.One meta-analysis s uggests that there is a consistent disconfirming relationship between work-family conflict and job satisfaction. As far as work-life balance policies stinkpot reduce the conflict between work and family, they toilet increase job satisfaction. There is no strong empirical bear witness of a positive association between eminent employee satisfaction and high productivity, but job satisfaction does have a clear prejudicial relationship to absence and turnover. A satisfied workforce may be valuable because employees are then less likely to be absent and consequently affect the bottom line.Other commentators suggest that work-life balance policies can increase organizational commitment. Higher levels of organizational commitment are then correlated with lower turnover and better job military operation. 3) Saving cost The work-life balance important to reduce for the cost of an organization such as, ? trim backwards staff turnover Estimated cost of replacing a manager Estimated cost of replacing an employee. validations are rest upon the assumption that work-life balance policies will remedy staff memory board.Reducing staff turnover leads to lower cost, as recruiting new staff is a costly process. Staff loss leads to direct costs and corroborative cost. Direct cost associated with recruiting, such as advertising, inter weighing. However indirect costs associated with the loss of institutional knowledge and contacts. Greater staff retention also reduces training costs. Having staff staying longer in a firm, increases the returns on investments made in their training. There is Cost savings also if work-life balance policies reduce absenteeism. 2. 2 Advantages a. Enables extension of working hours. . Improves recruitment and retention of staff. c. Gives or so scope to match peak staffing with peak demand for departments where the work example is unpredictable. d. A staff is able to fit domestic commitments in approximately the start or finish of th e ordinary working day. e. Staff is able to miss the worst of the rush hour. f. Choosing to work early or late when there are few interruptions. g. Staff able to log surplus hours worked and takes time back later. h. Staff able to consolidate credit hours into a half-day or day off. 2. 3 Techniques Influencing Work-Life Balance SR. NO. TECHNIQUES DESCRIPTIONS 1 flexible work agreement An agreement documenting specific flexible working arrangements negotiated between an individual employee and workgroup manager, signed by the employee and workgroup manager, and approved by the unified manager 2 flexible working Flexible working arrangements trammel the flexibility in working conditions available to specified groups arrangements of employees and the parameters within which individual agreements can be negotiated 3 flexi time A flexible arrangement of working time, which allows employees to negotiate how and when hours will be worked within limits and conditions set by the corporate manager. 4 compressed weeks An arrangement which enables employees to exchange an agreed simplification in their salary over a specified issue for duplication periods of leave. The period or periods of purchased leave are planned in furtherance and funded by salary deductions spread evenly over the total period of the agreement. 5 job share An arrangement where one full-time job is shared between two or more people. Each person works part-time on a unshakable on-going basis. 6 federal agency time in staple fiber terms this applies to staff who work fewer hours than full time, e. g. orking 20 hours over 3 days rather than 37 hours over 5 days 7 uncoerced reduced hours a temporary reduction in working hours should be available in all forces, but may be given(p) a different name 8 Annual hours works on the basis of agreeing a fixed number of hours over a year, then calculating the hours on a monthly basis, i. e. instead of a five-week shift pattern 9 Career breaks Taking an unpaid break in your career. 10 position/tele working staff working mainly from home or at a geographically separate site and Communicating with their HQ / plate station via phone and e-mail. 3. OBJECTIVE OF CONDUCTING SURVEY The main objective of our survey is to focus on employee satisfaction with organization policies so as to control level of stress, lack of productivity, lack of moral etc. which effect employee retention and turnover. Therefore to achieve high employee satisfaction and engagement different ripe human recourse policies could be adopted. To address this issue, our survey is conducted to investigate the mod human recourse policies to maintain work life balance of employee that aims to improve satisfaction and engagement. 3. 1 How The Survey Help? A comprehensive organic evolution of Work-life balance can best be seen as a specify up on the human resources policies of your organization. Like any check-up, you learn som e(prenominal) what is working well and where there are areas needed improvements.When conducted on regular basis, systematic method for assigning employee satisfaction will let you expose key trends and pattern among employee attitude towards the WLB, thereby enabling you and your company to expect and act on upcoming problems and issues. As a result, an human recourses policies depicted object conducted this will enable you to use the information from your employee as a tools for change within your organization. We strongly believe that human resources policies studies should represent a mutual exchange of information between employee and organization. To fulfill this naive principle, there is a critical need to make employee tactile sensation that they are part of the enquiry process.For maximum effectiveness, employee must believe that work-life balance have values to them as well as to the organization, that believes in clarity demostaticting to employees this study is an op portwholey to be heard and directly influence human resources policies . This approach not only measurable impact on participation rates but also effect the degree to which employee trust the outcomes when finding are reported back to them. For these reasons, all suspensenaires are carefully designed for a drive of use, including naive wording a clean layout and simple navigation. 4. RESEARCH METHODOLOGY 4. 1 Method of data collection The survey was developed by a department team comprised of representatives from several organization, institutions, and the line of work farms. Evaluations provided technical assistance, and the team studyed on human resources polices for maintain work-life balance.Following extensive discussion, the team determined the basic structure, format, questions, and methodology for administering the survey. Each workgroup member was asked to include participants from management, professionals, and support staff. The purpose of the rill was to determine the by-line a) Determine which technique will influence the Work life balance in human resources policies. b) Determine if the employee feels about work-life balance. c) To cop suggestions for improvement of the human resource policies. d) To solicit information on employees willingness to introduce in such a Survey. e) To solicit information on slipway to encourage employee participation. 4. 2 Research MethodologyResearch can be define as process of systematic inquiry that is design to collect, analysis, encounter and use to understand, describe, predict or control an educational physiological phenomenon or to empower individuals in such contexts. This research undertaking is designed to be a descriptive study about objectives, types of data, sources of data, questionnaires, sampling and sample design. a) assembly of Data There are two kinds of data can be interpreted as the survey is concern about they can be , i. Primary data ii. Secondary data From the above types of dat a the data can be extracted as following Primary Data It includes the Questionnaires taken for the survey includes ten factors with the rating options.Secondary Data It includes the literature review as follows ? There is clear evidence of a strong business benefits in the case studies, however these conclusions are context specific, and not necessarily general sable. There is No one size fits all business case for work-life balance policies. ? The larger, econometric studies are less common that the case study work but they do find a correlation coefficient between productivity and the presence of work-life balance policies. ? The evidence of the business benefits of work-life balance policies is reasonably strong, and increasing.There are many incentives for the usage of WLB policies according to a 2002 National Development Plan Study, the level of family friendliness of the workplace (as mensural in terms of number of family friendly policies available) was significantly corre lated with the work satisfaction of fathers and mothers. The benefits of such policies include employee satisfaction, attracting/retaining employee productivity, reduced labour turnover, reduced absenteeism and amend business results. b) Questionnaire Quantitative data in this study is smooth through a questionnaire that was distributed to IT sector employees. The purpose of the questionnaires is to know about the employee satisfaction with organization policies which effect employee retention and turnover.The questionnaire is designed to determine the actual and perceptive view of the employee. To do this, the employees were asked to complete the questionnaire in two ways. First, they were asked close ended questions like yes/no according to their perception. Secondly, they were asking open ended questions in which they can write anything according to related question. c) Sampling A process of selecting no. of units for a study in such a way that the unit represent the large grou p from which they are selected. The sampling can be defines as a finite subject selected from population with the purpose of investigation of particular objective is called as sampling.The sapling method for this survey was a simple random sampling. The simple random sampling is the easiest from all luck sampling it assure that all the members in the population are included in the list and then randomly selected the desired no. of sample. 5. ANALYSIS OF DATA Processing and analysis of data involved open and unlikable ended questions related to work life balance which are performed the summarized dispassionate data and organizing it in a manner that it gives the answer to the research question and objective. The questionnaire was as below, This study is being undertaken for purely academic purpose on work-life balance i. e. flexible timing at the work place.The information collected will be treated as confidential and no means will be revealed in the research. Please read these q uestions and select becharm option. 1) Please specify about you- a) Gender Male Female b) duration Group Under 18 18-24 25-34 35-49 50-64 65 &above 2) What is your working time? 3) Do you want any changes in your timing? Yes No 4) If the flexible working times would be offered to you, will it help in your personal life? Yes No ) Do you recall that if employees have good work-life balance, the organization will be more effective and successful? Yes No 6) Which of the following techniques of maintaining the work life balance are used by your Organization? a) Part time job b) Job sharing c) Compressed hours d) Voluntary reduce hours e) Flexi timing f) Annual hours g) Term time working h) Variable working hours i) Carrier breaks ) Over working allowance 7) Which technique /s you want your organization to introduce so as to maintain your work life balance? 8) Do you feel it will enhance your performance at work? Yes No 9) In your view does the techniques helps t o increase employee commitment towards the organization? Yes No 10) Do you think that there will be direct co- relation of work-life balance and employee satisfaction? Yes No 11) According to you does work-life balance techniques help for reducing the level of stress? Yes No 5. 1 Tabular representation Srs no Question no solution No of response Percentage of response 1 1(a) Male 24 57. 14 distaff 18. 42. 86 2 1(b) a)under 18 0 0 b)18-24 10 23. 81 c)25-34 25 59. 52 d)35-49 7 16. 7 e)50-64 0 0 f)60-above 0 0 3 3 a) Yes 30 71. 43 b) No 12 28. 57 4 4 a) Yes 28 66. 66 b) No 14 33. 33 5 5 a) Yes 38 90. 48 b) No 4 9. 52 6 8 a) Yes 40 95. 3 b) No 2 4. 76 7 9 a) Yes 41 97. 61 b) No 1 2. 38 8 10 a) Yes 41 97. 61 b) No 1 2. 38 9 11 a) Yes 40 95. 23 b) No 2 4. 76 5. 2 Diagrammatic representation 6. FINDINGS From the survey and above given tabular statements we can able to interpret the data. The survey conducted through IT employee from them 24(57. 14%) are male and 18(42. 86%) are female, under which 10(23. 81%), 25(59. 52%) and 7(16. 67%) are in 18-24, 25-34 and 35-49 age group respectively. Among the respondents 30(71. 43%) wants to change in their current timing and 12(28. 57)does not want 28(66. 66%) feels that If the flexible working times would be offered to them, then it will help in their personal life and 14(33. 33%) doesnt feel that it would help. 38(90. 8%) think that if employees have good work-life balance, the organization will be more effective and successful and 4(9. 52%) applyt think this way. 40(95. 23%) feel that if they suggested any techniques of work life balance which suitable for them, then it will enhance their performance at work and 2(4. 76%) not feel so, 41(97. 61%) feels that the suggested techniques will helps to increase their commitment towards the organization. From the respondents views 41(97. 61%) feels that there will be direct co- relation of work-life balance and employee satisfac tion and 1(2. 38%) dont feel so. 40(95. 23%) views on the work-life balancing technique help for reducing the level of stress. 7. CONCLUSIONOn the basis of survey do on Innovative Human Resource Policies for Maintaining Work-Life Balance of Employees conclusion can make as follows While performing on work life balance policies in organization the sex (male/female) should be considered priory. It is concluding from survey, as the employees are the major assets of an organization their satisfaction (that is 97. 61% feel) will persist great role for the growth and development of organization. A committed workforce is the hallmark of a successful organization. Committed employees are more generative and work with a focus on quality to increase organization goodwill. However the employees are the organizations most important audience and they hold the keys to organizational success.