...Introduction Flexible work arrangement denotes that employers permit employees to have alternative work schedule or arrangement apart from the traditional working conditions; allowing people who are unable to work at traditional office hours due to personal or family commitments to join the workforce. The common flexible work arrangement includes Flexi-Time, Part-Time Work, Job Sharing and Telecommuting. Gajendran and Harrison (2007, 1538) have concluded that flexible work arrangement has positive effective on work-family conflict, work performance, job satisfaction, turnover and work-stress. Flexible Work Arrangement in Singapore In Singapore, more corporate entities are adopting flexible work arrangements as part of its organisational strategy. There are several factors that drives Singapore’s need for flexible work arrangements. As a country that is dependent on its strong Gross-Domestic-Productivity (GDP) to boost its economy, the availability and size of the workforce in Singapore is vital to sustain its strong economic growth annually (Anwar, 2008, 448). Therefore, in order to increase the number of domestic workforce, many measures are in place to facilitate the re-entry of women with family responsibilities and retirees back to the workforce. With the increasing number of women and retirees back in the workforce, there is a need for companies to implement flexible work arrangements to cater to the different needs of these people. As mentioned earlier, there are...
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...provides a considerable competitive advantage to companies who are aware they need to adopt rapidly to market changes. A flexible organization uses a specific or a combination of available scheduling strategies. “In May 1997, more than 27 percent of all full-time wage and salary workers in the United States – about 25 million – had flexible work schedules that allowed them to vary the time they began or ended work. The proportion of workers with such schedules was up sharply from the 15 percent recorded when the data were last collected in May 1991 and from the 12.5 percent tallied in 1985. The increase in flexible work schedules was widespread across demographic groups, occupations, and industries, reports the Bureau of Labor Statistics (BLS) of the U.S. Department of Labor (1998, June 1)”. Flexible work arrangements originally derive from flex time that plainly means sliding time. Whereas a traditional work arrangement requires employees to work a standard nine to five work day, which as of the present time is considered a thing of the past. Usually credited to William Henning, flexible arrangements is a core phase when employees projected to be at work approximately 50% of the time, whereas the rest of the...
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...All information researched will be properly cited and noted for the audience to gain further information. Alternative Work Arrangements In today’s work environment employers are willing to make flexible working schedules to meet the needs of their workforce. These alternative work arrangements can be flextime, telecommuting and job sharing. With having options like these it makes work life a whole easier. As with all things, with the good comes the bad. We will explore these work options and analyze the advantages and disadvantages of these programs that are offered. Alternative work schedules can be a great way for a company to offer great benefits to their work environment. One advantage of these alternatives is the improved morale of their work force. An increase in employee recruitment can also be an advantage to the employer. An amount of reduced stress can lead to low absenteeism providing another advantage. An advantage to the employee can be a better balance of their work and family. These advantages can be a great recruitment strategy for an employer and also giving benefits to the employee. As I said before there can also be disadvantages to these attractive benefits. One disadvantage can be a breakdown in communication due to flexible work schedules. Some positions and/or individuals might not work well with these arrangements with the lack of supervision and too much freedom. Policies that might work in favor for some employees but not others might...
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...subsequent months. LI in February 2015 entered into another contract to build cupboard for Strongback Housing Limited at their housing site in Biche. In April 2015, JLL announce an official increase in prices to $120 per plank. At this point LI requested a meeting with JLL to discuss this price increase and its effect on LI activities at its construction sites in Paramin and Biche respectively. After that meeting, JLL submitted a revised contract with the new pricing arrangement. LI accepted deliveries of the lumber planks from JLL, which reflected the new pricing arrangement of $120 but paid the initial contract sum of $100 per plank and as such, LI was in arrears to JLL. LI is adamant that they have a binding arrangement with JLL for two years ending 25th May 2016 to purchase lumber planks at $100 and JLL subsequent contractual arrangement in April 2015 failed for want of consideration. The Lawyers for LI has indicated that JLL is already obligated to sell at $100 per plank before the new contractual arrangement in April 2015 to sell at $120. Lightwood Industries (LI) is owned by Mr Lightwood, who is a friend of the family. He is aware that you are currently pursuing Business Law at UWI Open Campus and sought you advice on the issue. Please advise Mr...
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...GUIDEBOOK FOR FACILITATING SMALL BUSINESS TEAM ARRANGEMENTS SEPTEM BER 2007 DEPARTMENT OF DEFENSE OFFICE OF SMALL BUSINESS PROGRAMS Contents Preface .......................................................................................................... v Chapter 1 Introduction................................................................................... 1 GROWTH OF TEAMING .................................................................................................. 1 GROWTH OF CONTRACT CONSOLIDATION ....................................................................... 1 PURPOSE .................................................................................................................... 2 STRUCTURE OF THIS GUIDEBOOK .................................................................................. 2 Chapter 2 Challenges of Consolidation and Bundling to Small Business............................................................................................... 4 CONSOLIDATION ........................................................................................................... 4 BUNDLING .................................................................................................................... 5 Diversity, Size, and Specialized Nature of the Requirement................................. 6 Aggregate Dollar Value ........................................................................................ 6 Geographical Dispersion of the...
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...implicitly embodying the belief that fundamental elements of the HRM approach (essentially those of the Harvard map) such as commitment have a direct relationship with valued business consequences. However, Guest has acknowledged that the concept of commitment is 'messy' and that the relationship between commitment and high performance is (or, perhaps, was - given the age of this material) difficult to establish. It also employs a 'flow' approach, seeing strategy underpinning practice, leading to a variety of desired outcomes. Like its American predecessors, this UK model is unitarist (tying employee behavior and commitment into the goals of strategic management) and lukewarm on the value of trade unions. The employee relationship is viewed as one between the individual and the organization. P1.2 Compare the differences between Storey’s definitions of HRM, personnel and IR practices: Storey defines HRM as a strategic and coherent approach to the management of an organization’s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives. Storey also distinguished between hard and soft forms of HRM: * HARD HRM: It emphasises the need to manage people in ways that will obtain added value from them and thus achieve competitive advantage. Thus it concentrates on quantitative, measurable criteria, control and performance management. * SOFT HRM: The soft model of HRM is based upon human...
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...Running Head: BENEFITS OF FLEXIBLE SCHEDULES Prepared For Sandra Haynes, Accountant Manager Haynes Accounting and Tax Services Prepared By Victoria M. Foster, Accountant March 5, 2013 Contents i. Executive Summary………………………………………………………………..IV I. Introduction………………………………………….……….………………………5 II. Current Research……..…………………………………………...………………..6 III. Benefits and Challenges of a Flexible Work Schedule …... ……………...…....7 IV. Benefits of a Flexible Work Schedule……………………………………....….....8 V. Recommendations and Conclusion ………………………………...…….………8 VI. References……..………...…..………………………………………...………….10 EXECUTIVE SUMMARY Haynes Accounting and Tax Services is a mid-size accounting firm that specializes in accounting, bookkeeping, payroll services, business incorporation (S-corp & LLC), and tax preparation services in the Greater Baton Rouge Area. They have worked closely with their clients to understand their precise needs and support them in achieving their business goals. Their team has proficiency in tax preparation and tax planning, internal auditing, budgeting, financial planning in addition to other areas and with many years of experience serving the local community, they have developed a unique of record of truthfulness and expertise. Haynes Accounting and Tax Services employees will benefit from implementing a flexible work schedule in several ways, {a} employees with families may utilize their work...
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...Maxwell Project team Author: SHRM Project contributors: External contributor: Editor: Design: Gill Maxwell Bill Schaefer, SPHR Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Scott Harris, senior graphic designer © 2008 Society for Human Resource Management. Gill Maxwell Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0753 Case Study Series on Work-Life Balance in Large Organizations By Gill maxwell Student Workbook employee and Labor relations Overview Introduction..........................................................................................................2 Format ..................................................................................................................3 Learning Objectives ..............................................................................................3 Key Words ....................
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...1. Efficiency. An ERP arrangement disposes of redundant procedures and significantly decreases the need to physically enter data. The framework will likewise streamline business procedures and make it less demanding and more effective for us to gather information, regardless of what division we're working in. 2. Forecasting. Endeavor asset arranging programming gives clients, and particularly chiefs, the apparatuses they have to make more precise figures. Since the data inside ERP is as precise as could be expected under the circumstances, our business could make reasonable assessments and more powerful conjectures. 3. Collaboration. No one needs to maintain a soloed business with every division working separate from the other. Joint effort...
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...Resources Benefits Insurance Rhonda Richmond National American University Human Resource Management April 28, 2012 Abstract Benefits are only one part of Human Resource Management department or division of a company. There are several areas that Human Resource Management department involved in all departments an aspect of a business from performance management, insurance, compensation and benefits, training and development, employee relations, retention, and health and safety, involve also in hiring and firing of employee from what positions full time to part time packets in intake and outtake of employment of a business. The Human Resource manager typically plays three roles in an organization. These Human Resource manager roles are advisor, service, and control. Human Resource Management department involved in insurance compensation and benefits has evolved from small, medium, large and to the huge corporations have Human Resource managers and/or department have been evolving with the time from very simple to more complex benefit packages for their employees and play an important part of it is use as retention to keep employees. Human Resources Benefits- Insurance Human Resources management is the compensation and benefits are developing and maintaining a wage/salary structure, as well as a benefit system, Human Resources management department is responsible for ensuring that compensation and benefits are...
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...Flexible Work Arrangements Camilla King Lewis Thomas Edison State College HRM 540- Lifestyle Benefits and Compensation Professor James Krolik March 3, 2013 Table of Contents I. Introduction 2 II. Current environment 3 III. Why Flexible Work Arrangements? 4 IV. General Telecommuting Statistics 5 V. Overall Growth of Telecommuting 5 VI. Return on Investment 6 VII. The Sacrifices of Flexible Work 7 VIII. The Management Challenge 7 IX. The Third Wave of Virtual Work 8 X. In Conclusion 8 I. Introduction Experts have reported that the typical telecommuter is educated, a generation X employee with an annual salary of approximately $58,000 (teleworkresearch.com). Flexible is a term that covers a variety of arrangements such as; unconventional hours, part-time work, job sharing, leaves of absence, and working at home (Deutschman, 1991). They also suggest that the national telecommuting savings would total over $700 Billion a year including: * A typical business would save $11,000 per person per year * The telecommuters would save between $2,000 and $7,000 a year * The oil savings would equate to over 37% of our Persian Gulf imports * The greenhouse gas reduction would be the equivalent of taking the entire New York State workforce permanently off the road. The overall trend of telecommuting has shown a steady growth of 73% between 2005 through 2011. Best practice organizations are incorporating telecommuting as a recruitment offering to...
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...Instead, the Company submitted to the union employment committee the names of the employees it intended to terminate (those who were verbally notified on December 14). The union then had 30 days to notify the Company whether or not they agreed with the Company’s selections (based on experience, tenure, family status, health conditions, time to retirement, etc.) Should the union determine that an employee was not properly selected, they would notify the Company, and if the Company chose to continue to select that employee, it would open the matter to a separate settlement risk. The union came back on January 11 notifying the Company they agreed with all but one employee. The Company determined they would keep the employee in question on the list, and has reserved an additional settlement amount. On January 11, the Company sent via certified mail the official termination notices to the employees affected (the same employees communicated to verbally on December 14). Also per French law, employees are given the opportunity to choose when they will take leave from the Company: Option 1 is 14 days from the official termination notice – receiving one months’ pay from the employer and 7...
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...Table of Contents Executive Summary……………………………………………………………………… 1 Introduction……………………………………………………………………………….. 2 Options for flexible scheduling Part-time……………………………………………………………………………3 Examples Flextime…………………………………………………………………………….3 Examples Job sharing……………………………………………………………………….. 4 Examples Working from home or satellite location………………………………………..4 Advantages……………………………………………………………………………….. 4-5 Disadvantages……………………………………………………………………………. 5-6 Solution/Conclusion……………………………………………………………………… 6-7 References………………………………………………………………………………... 8 Executive Summary The purpose of this proposal is to promote flexible scheduling in the workplace. Flexible scheduling means that employees are allowed to work at times that are more convenient to them. The challenge of balancing many responsibilities can cause employees to have trouble focusing, they can feel tired, and distracted. This in turn affects profitability by reducing productivity and performance. Flexible scheduling can assist both men and women balance work and personal obligations. In today’s society, the need for more flexibility has never been greater. Employees who find their lives enjoyable and fulfilling because they’re able to balance all obligations will be hardworking, loyal, and productive. Described in this document are four options for flexible scheduling as well as the pros and cons of flexible scheduling. Conflicts between home and work can...
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...Summary of Plan Benefits Plan Information Standard Plan N300S Product: Plan #: Satisfaction Guarantee If you purchase this plan and you are not satisfied with your plan for any reason, you may return the Plan Certificate/Policy and the Confirmation/ Declaration within 10 days of receipt and your plan payment will be refunded, provided you have not filed a claim or departed on your trip. One Call Worldwide Travel Services Network One Call Travel Services Network, Inc. provides: medical, legal and travel assistance services available 24 hours a day/365 days a year. A complete list of these services is included in your Certificate/Policy. Schedule of Benefits - SRTC-2000-WA-AH Plan Benefits Maximum Benefit Amount Accidental Death & Dismemberment..............................$5,000 Emergency Sickness/Accident Medical Expense.....$100,000 . Hospital Advancement....................................................$500 Schedule of Benefits - SRTC-2000-WA-PC Plan Benefits Maximum Benefit Amount Trip Cancellation............................................. Up to Trip Cost * . Single Occupancy................................................... Included . Trip Interruption............................................... Up to Trip Cost * Baggage/Personal Effects............................................. $1,000 Per Article...................................................................... $500 Combined Maximum Benefit......................................... $500...
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...Employee Benefits MFRS 119 define employee benefits as to prescribe the accounting and disclosure by employers for employee benefits. Thus, it replaces MASB Approved Accounting Standard IAS 19 Accounting for Retirement Benefits in the Financial Statements of Employees. The major changes from old IAS 19 are set out in the Basis for Conclusions. The Standard does not deal with reporting by employee benefit plans (see FRS 126 Accounting and Reporting by Retirement Benefit Plans ). From MFRS 119, there are four categories of employee benefits to be identified which are: (a) short-term employee benefits, such as wages, salaries and social security contributions, paid annual leave and paid sick leave, profit-sharing and bonuses (if payable within twelve months of the end of the period) and non-monetary benefits (such as medical care, housing, cars and free or subsidised goods or services) for current employees; (b) post-employment benefits such as pensions, other retirement benefits, post-employment life insurance and post-employment medical care; (c) other long-term employee benefits, including long-service leave or sabbatical leave, jubilee or other long-service benefits, long-term disability benefits and, if they are payable twelve months or more after the end of the period, profit-sharing, bonuses and deferred compensation; and (d) termination benefits. 3.1 Accounting Policy Used on MFRS 119 Employee Benefits for AZRB AZRB act or implement the employee benefits based on...
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