Flexible working for employee performance

 

How to effect flexible working for employee performance

Flexible human resource management is a management practice to affect directly or indirectly skills, behaviors and learning capabilities of employees. This is achieved through flexible management such as flexible adjustment of employee structure, employment mode, training plan and incentive plan.

 

 ADVANTAGES

 

Types of flexible working

•           Types of flexible working
•           Shift work                                     
•           Overtime
•           Weekend work
•           Annual hours contract
•           Part-time work
•           Job sharing, job splitting
•           Flexi-time
•           Number of shift
•           Fixed term contract
•           Home based work
•           Tele-working
•           Outsourcing
•           Fixed work place

 

Flexible working methods

 

•           Flexible working methods have become more popular, because they increase employees’ quality of life. The number of world firms that support flexible working models and help employees coordinate their work and personal life better are increasing, because employers consider their employees’ personal lives as more important. for instance, the service sector’s need to support long-term projects in shipping, banking, telecommunication, press, and oil led to new work processes to focus on customer satisfaction while introducing more flexible working methods. Flexible working models are very precious for the improvement of and the sustainability of employee performance. According to the results many of flexible methods factors including job’s suitability for flexibility, job loyalty and attitude towards flexible working hours directly affect the employee performance.

 

 

•         Flexibility in business life is important for organizations to create employee loyalty. Moreover, flexible working regulations that are supported by shareholders (e.g., manager, colleagues, and employers) and have a positive effect on work-life balance are considered to enhance their sense of loyalty. The elements beneficial for the organization and employees—regulation, renovation, and development of work form, and work timings as per employee demands, requests, and desires—could be achieved by ensuring the support of all employees.

 

•                  Providing flexible working regulations that help employees achieve work-life balance is significant for winning employees’ devotion and loyalty to the organization. It would be a big step for businesses to adopt flexible working methods to improve organizational loyalty. Many employees have admitted telling their friends that their organization is a very good place to work. Loyal employees have pointed out the importance of organizational loyalty by eliminating other perceptions and sub factors toward flexible working methods and stating that they are proud of being a part of their organization and think that they can realize their full potential there. There is a positive relation between organizational loyalty and flexible working practices’ positive effect on work-life balance. Nowadays, employees attach greater importance to work-life balance than they did in the past. This means that employees’ organizational loyalty would be higher in organizations with flexible working practices. Flexible working hours that allow employees to designate their time of arrival and departure at work is very appealing for employees, and employees of organizations allowing this have high organizational loyalty. The attitudes of employees who think that flexible working methods have a positive effect on work-life balance and take advantage of this regulation would not lead to negative results. The regression analysis showed that a positive attitude towards flexible working practices has a direct and positive effect on employees’ organizational loyalty.

Conclusion

Flexibility is not a new concept. Flexible working methods have become more popular, because they increase employees' quality of life. Flexible working models and help employees coordinate their work and personal life better are increasing, because employers consider their employees' personal lives as more important. Flexibility can be looked  at from  viewpoint  of laborers,  professional employees, and  employers. Flexibility  in  working  time  is referred  to  as  “a  significant  and  efficient  means  for  adapting  to fluctuations.” New business concepts and modern regulations support flexible working systems worldwide.

·       References

Treue.T,(1992).Labour flexibility in Europe.Int Labour Rev (131).pp.4-5.

Turkiye.M, (1999).The book of Flexibility in public.Int Labour Rev (311).pp.145-148.

Sezgin.E,(2005).Labour Law and Labour Flexibility:J Labour Res (8).pp.211-250.