Companies that change will be the ones that succeed

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crunch, the companies who offer FWAs have access to talent which otherwise may not be available. Benefits of incorporating flexible work practices to the company include: Maximising Talent: companies who can retain experienced and competent talent will have an edge and will be able to build a talent pipeline; it also provides companies with a competitive edge in recruitment: Increased productivity: Engaged employees will have more than an economic contract with their employers. They will be more involved and willing to go the extra mile and take ownership when they know that their well being matters to their employer; Cost savings: With higher retention, companies save time and money spent in recruitment, and continuous training of new hires. There will also be savings in downtime as new hires will also take time to build up their knowledge and experience. Mobile work, in particular, may result in savings in real estate. Flexible Work Practices Are Now Essential When companies do introduce new workplace practices that allow employees to achieve better integration of their work and personal aspirations; they can attract many more people to work for them as well as keep the employees they already have. When considering how to implement more flexible practices it helps to consider job roles in three dimensions - time, location and workload. Time The time when work is done can vary with the intention of optimising individuals’ performances at work and in their lives. There are many ways this can be done, 2 © 2013. No part of this article may be reproduced, excerpted or redistributed in any form without express written permission from Employer Alliance.
ut commonly companies may provide flexible hours, staggered hours, compressed work weeks to name a few. Staggered hours, for example, can result in extended operating hours, enabling companies to serve its regional customers better. Location The second factor to consider is that of location and where work is done. Flexible work arrangements that allow an employee to work remotely or on the road can increase productivity as it reduces commute time and pockets of waiting time. To ensure success, both employees, supervisors and co-workers should establish good communication practices and performance objectives and enhance collaboration abilities of the team. Some industries are already reaping the benefits of home-based work or mobile work. Today’s technology makes it possible for teams to be connected virtually, sharing ideas and responding to clients remotely. This has the added bonus of cost savings on office rent and other overheads. Workload The third area to consider is workload. Companies may design roles based on competencies to recruit part-time or home-based employees in addition to traditional job matching. In Singapore, for this to evolve, part-time work needs to be given greater recognition and afforded the same status as fulltime work. This means career opportunities as well as training and development have to be comparable to full time employees, though scaled according to the performance outcomes that are required from the part-time employees. Interim work is another concept that is increasingly common in America, Britain, Australia and other parts of the world, but is less common in Asia. Interim 3 © 2013. No part of this article may be reproduced, excerpted or redistributed in any form without express written permission from Employer Alliance.
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