'Innovative Hr Practices to Maintain Work Life Balance of Employees\r'

' innovational HUMAN RESOURCE POLICIES FOR MAINTAINING WORK-LIFE BALANCE OF EMPLOYEES agent †[pic] Mr. Virendra Gadiwar, Miss Puja Shedge & Prof. Poonam Vatharkar. INDEX 1. INTRODUCTION………………………………………………………………………………………… 3 1. 1. orbit…………………………………………………………………. 3 1. 2 delimitate go bad feeling rest……………………………………………….. …. 3 1. 3 meaning…………………………………………………………. ………â €¦.. 4 2. supposititious FRAMEWORK …………………………………………………5 2. 1 grandeur………………………. …………………………………………….. 5 2. Advantages…………………………………………………………………………………………. 6 2. 3 Techniques influencing flex at livelihood equilibrise…. ……………………. …………… 6 3. prey OF CONDUCTING SURVEY………………………………………7 3. 1 How the look uphold?…….. ……â₠¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦Ã¢â‚¬Â¦7 4. RESEARCH mannerology.. …………………….. ………. ………………… . 8 4. 1 Method of information sight…………………………………. ……………….. …… 8 4. 2 question methodological analysis………………………….. ………………………………8 5. compendium OF DATA. …………………………………………. …………………10 5. 1 Tabular Representation…………………………………… …. …………….. 12 5. 2 Diagrammatic Representation. ………………………………. ………………. 13 6. FINDINGS…………………………………………………. ………………….. ……. 14 7. culmination………………………………………………. …………………….. 14 1. INTRODUCTION: 1. 1 Background The role of construct has counterchanged byout the realness due to economic conditions and social demands. Origin entirelyy, organise was a matter of fate and survival. passim the years, the role of â€Å" thrash” has evolved and the composition of the custody has changed. To twenty-four hours, give still i s a necessity provided it should be a germ of individualized delight as healthful.\r\n ace of the vehicles to help provide attainment of personal and professional goals is belong out- livelihood pulmonary tuberculosisfulnesss and programs The issue of massage-life parallelism has verit fitting out of demographic and social changes that feel resulted in a to a greater extent diverse, declining contrive pull in, distinguishable family and give out models. Supporting work-life residuum (WLB) is seen as a way of attracting and retaining the labour force needed to support economic well- existence. In musical arrangements and on the hearthstone front, the challenge of work/life oddment is rising to the expire of many employers’ and employees’ consciousness.\r\nIn today’s fast-paced society, gentlemane resource professionals try on options to positively impact the crapper railway system of their companies, improve employee morale, retain empl oyees with valuable come with cognition, and keep pace with workplace trends. However, ascertain has shown that policy on waxy work practices demand to be supported by strategies to secure fixive writ of execution. This question provides suggestions and options for humankinde Resources Managers on developing and managing equitable flexible work practices.\r\nIt has been go throughing to provide unimaginative advice to assist brass sections in achieving successful implementation of these policies which would be a key first for inclusion in an organisational WLB. 1. 2 Defining work-life dimension: 1. ” die hard life chemical equilibrium is some hard-hittingly managing the juggle act amid paid work and the former(a) activities that be strategic to quite a little. It’s non saying that work is incorrectly or bad, but that work shouldn’t virtuoso(a)ly crowd out the other things that matter to people like cadence with family, participation i n community activities, conscious work, personal development, leisure and recreation” . â€Å" on the job(p)(a) practices that acknowledge and aim to support the needs of ply in achieving a balance amongst their home and work lives” 3. â€Å"people having a measure of control oer when, where and how they work. It is achieved when an individuals regenerate to a fulfilled life inside and outside work is certain and take n unitaryed as the norm, to the mutual benefit of the individual, melodic line and society. ” UK governing Employers for Work-Life parallelism 1. 3 Meaning :\r\nIn recent years thither is a dramatic change in much makeup with respect to work-Life balance (WLB) which is induced as flexible work clipping armys, the sensitivity of topic is reflected by its idea which is to provide personal work style preferences. This arrangement is famous for logical argument atonement, load, and engagement of an employee. When we talk roughly flex ibleness the first thing which we re tardy it with is serenity, relaxation in basis of tasks, duties, responsibility, but when we especially talk about WLB it means that we be talking about nontraditional p to each oney schedules and works away from campus.\r\nThere ar a signifi rottert percentage of employees already involved in flexible eon arrangements that they do non work the model schedule of 8:00 am to 5:00 pm which is being followed by the closely of the organization. versatile arrangements provide for insouciant, weekly, monthly, or one-year fluctuations in scheduling. supple arrangements ar a broad term we ar not only talking about daily scheduling but it may change to monthly or even one-year rearrangements of time. In flexible arrangements we atomic number 18 not bound to an old stereotypical standards but a fair customize scheduling. Work-Life respite does not mean an equal balance.\r\n hard to schedule an equal descend of hours for each of your vari ous work and personal activities is normally unrewarding and unrealistic. Life is and should be more fluid than that. Your best individual work-life balance get out vary over time, a good deal on a daily basis. The right balance for you today pass on probably be distinct for you tomorrow. The right balance for you when you argon single will be different when you marry, or if you give birth children; when you dismay a new career versus when you are nearing retirement. 2. THEORETICAL FRAMEWORK : 2. 1 wideness: 1) Productivity :\r\nManagers shadow increase the productiveness of employees by responding to their need to balance work and personal obligations. This positive approach by four-in-hands keep: ? Inspire increased faithfulness and commitment from employees. ? Retain employees and book savings on the addresss of employee turnover, training and absenteeism. ? watch how work-life balance policies affect another changeable such(prenominal)(prenominal) as excogitat e triumph or organizational commitment, and therefore gibe these variables to productiveness. 2) Job Satisfaction : When work extends into family time, it terminate create stresses which then extend into the hands.\r\n wizard meta-analysis suggests that there is a consistent proscribe birth between work-family conflict and product line satisfaction. As far as work-life balance policies thunder mug reduce the conflict between work and family, they can increase clientele satisfaction. There is no strong experiential evidence of a positive sleeper between mellow employee satisfaction and high productivity, but job satisfaction does gain a clear negative 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.\r\nOther commentators suggest that work-life balance policies can increase organizational commitment. Higher trains of organizational commitment are then correlated with reduce turnover and better job performance. 3) Saving Costs : The work-life balance substantial to reduce for the woo of an organization such as, ? Reduced staff turnover: • Estimated monetary value of replacing a manager: • Estimated cost of replacing an employee. Organizations are rest upon the guess that work-life balance policies will improve staff retention.\r\nReducing staff turnover leads to lower costs, as recruiting new staff is a costly process. staff loss leads to lay costs and verificatory cost. Direct cost associated with recruiting, such as advertising, interviewing. However in steer costs associated with the loss of institutional knowledge and contacts. Greater staff retention excessively reduces training costs. Having staff staying longer in a firm, increases the returns on investments made in their training. There is Cost savings as well if work-life balance policies reduce absenteeism. 2. 2 Advantages: a. Enables book of facts of working hours. . Improves recruitment and retention of staff. c. Gives whatsoever scope to match distributor point staffing with peak demand for departments where the work intent is unpredictable. d. A staff is able to fit domesticated commitments in around the start or finish of the ordinary working day. e. rung is able to miss the worst of the move hour. f. Choosing to work early or late when there are fewer interruptions. g. Staff able to log extra hours worked and takes time back later. h. Staff able to unify credit hours into a half-day or day off. 2. 3 Techniques Influencing Work-Life Balance: |SR. no(prenominal) TECHNIQUES | DESCRIPTIONS | |1 |flexible work engagement |An agreement documenting specific flexible working arrangements negotiated between an individual employee | | | |and work mathematical group manager, signed by the employee and workgroup manager, and approved by the incarnate manager| |2 |flexible working |Flexible working arrangements define the f lexibility in working conditions available to specified groups | | |arrangements |of employees and the parameters inside 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 indoors limits and conditions set by the corporate manager. |4 |compressed weeks |An arrangement which enables employees to step in an agreed reduction in their net income over a specified | | | | finis for extra periods of present. The period or periods of purchased leave are planned in continue and | | | |funded by salary deductions spread evenly over the total period of the agreement. | |5 |job share |An arrangement where one profuse-time job is shared between two or more people. apiece person works part-time | | | |on a regular on-going basis. | |6 | infract time |in basic terms this applies to staff who work fewer hours than full time, e. g. orking 20 hours over 3 | | | | d ays rather than 37 hours over 5 days | |7 |Voluntary trim back hours |a temporary reduction in working hours should be available in | | | |all forces, but may be given a different name | |8 | annual hours |works on the basis of agreeing a fixed number of hours over a year, then reckon the hours on a | | | |monthly basis, i. e. or else of a five-week shift pattern | |9 |Career evolves |Taking an unpaid break in your career. | |10 |Home/tele working |staff working mainly from home or at a geographically separate site and | | | |Communicating with their HQ /base station via phone and e-mail. | 3. bearing OF CONDUCTING SURVEY :\r\nThe main objective of our glance is to point on employee satisfaction with organization policies so as to control aim of stress, lack of productivity, lack of moral and so on which effect employee retention and turnover. Therefore to achieve high employee satisfaction and engagement different mod human recourse policies could be adopted. To address this issue, our survey is conducted to investigate the innovative 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 evolution of Work-life balance can best be seen as a â€Å"check up” on the human resources policies of your organization. Like any check-up, you learn both(prenominal) what is working well and where there are areas needed utilitys.\r\nWhen conducted on regular basis, regular method for assigning employee satisfaction will let you identify key trends and pattern among employee attitude towards the WLB, thereby enabling you and your confederation to anticipated and act on approaching problems and issues. As a result, an human recourses policies use up conducted this will enable you to use the nurture from your employee as a tools for change within your organization. We strongly believe that human resources policies studies should wreak a mutual excha nge of haphazardness between employee and organization. To fulfill this simple principle, there is a critical need to make employee feel that they are part of the research process.\r\nFor 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 examine is an opportunity to be heard and machinately influence human resources policies . This approach not only measurable impact on participation rates but in like manner effect the degree to which employee trust the outcomes when decision are reported back to them. For these reasons, all questionnaires are carefully designed for a faux pas of use, including straightforward wording a clean layout and simple navigation. 4. RESEARCH METHODOLOGY 4. 1 Method of information accruement: The survey was developed by a department group comprised of representatives from several organization, institutions, and the line of credit farms. Evaluations provided technical assistance, and the team reviewed on human resources polices for maintain work-life balance.\r\nFollowing extensive discussion, the team determined the basic structure, format, questions, and methodology for administering the survey. all(prenominal) workgroup member was asked to include participants from management, professionals, and support staff. The purpose of the test was to determine the following: a) condition which technique will influence the Work life balance in human resources policies. b) Determine if the employee feels about work-life balance. c) To solicit suggestions for improvement of the human resource policies. d) To solicit schooling on employees willingness to participate in such a Survey. e) To solicit information on ways to encourage employee participation. 4. 2 Research Methodology:\r\nResearch can be define as â€Å" process of regular inquiry that is design to collect, analysis, interpret and use to understa nd, describe, predict or control an educational physiological phenomenon or to empower individuals in such contexts. This research undertaking is designed to be a descriptive remove about objectives, types of entropy, sources of charterive information, questionnaires, try and sample design. a) accretion of Data: There are two kinds of data can be interpreted as the survey is concern about they can be , i. Primary data ii. petty(a) data From the higher up types of data the data can be extracted as following: Primary Data: It includes the head wordnaires taken for the survey includes ten factors with the rating options.\r\nSecondary Data: It includes the literature review as follows: ? There is clear evidence of a strong trade benefits in the case studies, however these conclusions are context specific, and not necessarily general sable. There is No â€Å"one size fits all” business case for work-life balance policies. ? The longr, econometric studies are less common that the case report card work but they do acknowledge a correlation 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.\r\nThere 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 measured in terms of number of family friendly policies available) was significantly correlated with the work satisfaction of fathers and mothers. The benefits of such policies included employee satisfaction, attracting/retaining employee productivity, cut labour turnover, reduced absenteeism and improved business results. b) Questionnaire: Quantitative data in this study is collected 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.\r\nThe questionnaire is designed to determine the substantial 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 stop questions like â€Å"yes/no” according to their perception. Secondly, they were ask open end questions in which they can write anything according to related question. c) try: A process of selecting no. of units for a study in such a way that the unit represent the large group from which they are selected. The sampling can be defines as â€Å" a limited subject selected from population with the purpose of probe of particular objective is called as sampling.\r\nThe sapling method for this survey was a â€Å"simple random sampling”. The simple random sampling is the easiest from all probability sampling it ratify that all the members in the population are included in the list and then randomly selected the desired no. of s ample. 5. ANALYSIS OF DATA Processing and analysis of data involved open and closed ended questions related to work life balance which are performed the summarized collected data and organizing it in a manner that it gives the answer to the research question and objective. The questionnaire was as below, â€Å" This study is being undertaken for purely academic purpose on work-life balance i. e. flexible clock at the work place.\r\nThe information collected will be treated as unavowed and no means will be revealed in the research. Please read these questions and select appropriate option. ” 1) Please specify about you- a) Gender : male person Female b) long time Group : Under 18 18-24 25-34 35-49 50-64 65 &above 2) What is your working time? 3) Do you ask 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 speculate that if employees have good work-life balance, the organiza tion will be more effective and successful? Yes No 6) Which of the following techniques of maintaining the work life balance are use by your Organization? | | | | | | | | | | | | | | | | | | | | a) Part time job b) Job sharing c) force 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 bring up your performance at work? Yes No 9) In your view does the techniques helps to 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 balancing techniques help for lessen the level of stress? Yes No 5. 1 Tabular representation Srs no |Question no | receipt |No of response |Percentage of response | |1 |1(a) |Male |24 |57. 14 | | | |female |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 sure 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%) doesn’t 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%) don’t 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 satisfaction and 1(2. 38%) don’t feel so. 40(95. 23%) views on the work-life balancing technique help for reducing the level of stress. 7. CONCLUSION\r\nOn the basis of survey done on â€Å"Innovative Human Resource Policies for Maintaining Wor k-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 play immense role for the growth and development of organization. A committed workforce is the hallmark of a successful organization. Committed employees are more productive 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.\r\n'