美国论文：人力资源管理

美国论文：人力资源管理

公司提供工作场所的灵活性更少的缺勤率和更高的生产率。公司有这样的政策倾向于吸引和留住人才。因此这是一个明智的策略对待员工像成年人和给他们灵活地根据方便只要工作变得很好。

员工是真正与公司不工作八到九个小时。事实是,他们昼夜不停地工作。当一个员工能够管理自己的生活,他总是乐于接受新思想和输入对公司是有价值的。同时,员工工作时从他的位置的选择,他是离开办公室环境,迟早,停滞不前。

然而,公司应该明白,弹性工作时间并不适合所有行业。弹性工作时间并不总是欢迎员工的经理们选择灵活的工作时间。有时当紧急会议需要做高层管理,这将是非常困难的来管理不同的员工会有不同的工作时间。提到它不是错误的总会有一组员工会过度利用这样的安排,把主要的时间但工作的东西。这种态度有可能响铃的生产力不尊重的员工工作与生活的平衡政策背后的意图(琼斯等人,2013)。

美国论文：人力资源管理

Companies which offer workplace flexibility have less absenteeism and higher productivity. Companies which have such policies tend to attract and retain talent. Hence it’s a smart strategy to treat the employees like adults and to give them the flexibility to work as per their convenience as long as the work gets on well.

Employees who are truly engaged with the company do not work for eight or nine hours. The truth is that they carry work all round the clock. When an employee is able to manage his life well, he would always be open to new ideas and inputs which would be valuable for the company. Also, when the employee is working from the location of his choice, he is actually away from the office environment where sooner or later, stagnation sets in.

However, the companies should understand that flexible working hours are not appropriate for all industries. Flexible working hours are not always welcome by the managers of such employees who opt for flexible working hours. Sometimes when an urgent meeting needs to be done with the top management, it would be very difficult to manage as different employee would have a different working time. It is not wrong to mention that there would always be a set of employees who would take undue advantage of such arrangement and devote their major time towards something but work. This attitude has the potential to ring down the productivity of the employee who does not respect the intent behind the work-life balance policies (Jones et al, 2013).