Few could have imagined how our life would still have been disturbed two years later when the epidemic started in 2020. The workplace has been one of the most impacted components. To the point that it has significantly altered the way HR operates today, and that flexible work arrangements have required the usage of HR solutions to carry out departmental duties.
In this article, we will discuss how flexible work patterns have influenced the job of human resources today. This work paradigm, which is being adopted by an increasing number of businesses, is transforming the business market. It is changing the work structure of SMEs as well as the future of HR.
- What is flexible working?
- Which are the different types of flexible working patterns?
- Is flexible working planning beneficial for SMEs?
- Has flexible working impacted HR departments in recent years?
- Are there any disadvantages to flexible working?
- What are the benefits of flexible working?
- Connect HR offers you all the HR solutions your company needs
1. What is flexible working?
Companies have changed dramatically as a result of COVID-19. Changes that have had an impact on how businesses operate now. One of them was the adoption of a work style motivated by the ability to work from home. Flexible working has been a significant development.
Non-traditional work arrangements which take into consideration an individual’s particular requirements are referred to as flexible work arrangements. And they often include some kind of work from home. Part-time employment, job sharing, early or late departures, and so on are all possibilities. This helps leaders to prioritize their employees by using this technique of working.
The term “flexible working” is frequently used to refer to any work arrangement other than the usual nine-to-five. Everyone benefits from tailoring working hours and places to suit your workers and company. It helps save time and reduce stress in the office. And it has been proved in the commercial industry during the previous two years.
Employers are getting more outspoken about how it improves their company, and nine out of ten workers indicate they want it. Furthermore, it has been found to aid in the solution of a variety of difficulties, including talent acquisition and employee retention as well as the gender wage gap. Something that both workers and employers value highly.
2. Which are the different flexible working patterns?
More employees are looking for flexible work schedules in order to find the perfect balance between work and life. Different methods of work have become more realistic thanks to innovations such as the HR solutions. As an example, consider the human resources department.
It makes sense for companies to strive to accommodate this need for flexibility. This will not only help you find better prospects, but it will also help you improve your performance. Employers have devised many forms of flexible work patterns to accomplish this. These patterns have been carefully considered in order to maximize staff efficiency while remaining adaptable.
In recent years, the business sector has seen an increase in the number of patterns. However, below are a few of the most common patterns that businesses use.
2.1 Hybrid working model
This approach has been modified in various ways by each organization. In any case, it may be characterized as a business arrangement in which some employees work on-site and others work remotely. Others, however, will be able to work on-site on certain weekdays and off-site upon other. This is determined by a variety of conditions, personal preferences, and goals.
One of the most adaptable work arrangements is hybrid work. It fully eliminates the sense of location by emphasizing how workers work rather than where they work. This is done in order to create a happier and harder-working staff by giving employees more autonomy and improving their well-being.
2.2 Part-time jobs
Companies refer as part-time work to any kind of employment that offers fewer workweeks than a full-time work. Although the concept of full-time employment varies by place, 30 hours a week is a typical cut-off point. Part-time jobs may be quite beneficial to companies. This enables them to hire individuals to do tasks that doesn’t need as much time as a full-time employment.
This work arrangement can sometimes highly appealing to employees. It enables individuals to work while still balancing other obligations, such as schooling or raising children. However, there is one element about this approach that must be made extremely apparent. Part-time employees often do not have access to the same perks as full-time employees.
2.3 Flextime
Employees who work flextime have the option to choose when their workday starts and ends, as long as it works the contractual amount of hours demanded by the employer. Typically, this entails merely altering their regular working hours to be more accurate.
Hence, rather of working from 9 a.m. to 5 p.m. every day, the individual may change up his or her workspace. They may work from 11 a.m. to 7 p.m., or from 10 a.m. to 6 p.m., instead of at that time. As long as you satisfy the needed daily hours, you may pick the work specific time at your leisure.
2.4 Telecommuting
Companies describe working from a location other than the company’s office or actual workplace as telecommuting. Working from home is common, but it may also mean working from a library, co-working facility, or other location. Many firms have discovered that adopting HR solutions to keep the whole team on board is vital to accomplish this.
Modern HR solutions, for example, are the greatest alternative for workers. Organizing the department’s administration into a single application that everyone may use simply by installing it on a PC. As a result, telecommuting may be a very efficient arrangement, as it reduces absenteeism and boosts employee morale.
2.5 Remote working
In the past two years, the corporate market has been overflow with flexible working alternatives. Although many aspects are comparable to telecommuting, if we pay close attention to the nuances, we may readily distinguish them. A remote worker should be able to work from any location on the planet.
This has been accomplished in recent years as a result of technical advancements in a number of businesses. Although video conferencing allows remote employees to engage in team-building sessions and office meetings, they are not normally obligated to do so. You may investigate markets in other nations to recruit talent instead of searching and hiring local staff.
3. Is flexible working planning beneficial for SMEs?
Flexibility in working hours is being offered by more SMEs than by bigger corporations as a means of minimizing absenteeism. Small and medium-sized businesses, on the other hand, may find it particularly difficult to accommodate the demands of workers who want to work more flexibly. Because there are fewer employees, coordinating personnel to fulfill the demands of the firm might be more challenging.
Meeting such problems, on the other hand, has significant commercial rewards. According to studies, up to 35% of SMEs actively use flexible working tactics to fight absenteeism. This is because companies that allow for flexible working hours have greater employee satisfaction and engagement. This is critical in light of the commercial turmoil that will be wrought in 2020.
Flexibility is a highly enticing factor for fresh talent, despite the size of a organization. There are many individuals in the marketplace that companies ignores because they are unable to adhere to a strict schedule. Talent that might be really valuable to the firm. SMEs, on the other hand, are continually proposing flexible work schedules in order to attract these individuals.
Incorporating such ideas into your small business may seem counterintuitive at first. As a result, many SMEs believe it will be difficult to adopt, however this is incorrect. Not only will you be able to retain more employees, but you’ll also be able to recruit from a larger pool.
4. Has flexible working impacted HR departments in recent years?
Although flexible employment has grown in popularity in recent years, it has become a greater strain for HR. Employers will have the same responsibilities to their employees whether they work in the workplace or from home. As a result, companies requires carrying out these responsibilities remotely. HR solutions can help with this.
The key concern for HR will be to carry out work in order to meet the employer’s duties to its workers in terms of health and safety. In addition to the department’s other responsibilities, HR requires conducting remote health and safety risk assessments. So that workers do not experience work-related stress, enabling them to be as productive as possible.
If a company establishes flexible working, line managers’ working methods must change. Line managers may need assistance in learning new ways to monitor their employees. This will need training and careful HR management to guarantee that all employees are equal.
The introduction of flexible work software is the future of HR, thanks to technology improvements in Human Resources. The best approach for HR departments to fulfill these tasks is to ensure that they communicate with workers on a frequent basis. It will make the department’s job easier by centralizing all HR operations and personnel relations.
5. Are there any disadvantages to flexible working?
Because these working modalities are still “new,” they may have characteristics that are detrimental to the organization. Due to the newness of various working modes, as well as the deployment of HR solutions, some elements exist. Despite this, it is worth noting that businesses are striving tirelessly to eliminate these drawbacks.
Some of these disadvantages have an impact on businesses and the future of human resources:
5.1 Mental health
The impact of remote working on workers’ mental health is one of HR executives’ top worries. If they work remotely full-time, these issues can emphasize. Many mental health issues arise as a result of remote employees’ inability to separate from their jobs. The premise that work and personal life affects directly on mental health in various respects.
5.2 Difficulty in building and maintaining company culture
There are less possibilities for networking, cooperation with coworkers, and other activities when everyone is in their own world. As a consequence, establishing or maintaining a firm culture becomes more difficult. Of course, this only applies to specific types of flexible work options, like remote working and telecommuting.
5.3 High risk of loss of confidential information
Remote working and telecommuting, according to research, increases the danger of data breaches. This emphasizes the significance of remote-working-specific security measures. This leads in a huge loss margin for the firm, and in the case of a small business, it may even lead to bankruptcy.
6. What are the benefits of flexible working?
While there are certain drawbacks, it is not all negative; in fact, it is exactly the opposite. Companies gain from flexible work arrangements in addition to happy workers. Employers that provide their employees the flexibility to work on their own schedules may find themselves with a more attractive firm. As a result, an increasing number of businesses are adopting these employment patterns.
All the advantages are dependent on effective HR management. The correct HR solutions are critical when it comes to flexible working patterns. As a result, the following are the advantages that your organization will get by using these working patterns:
6.1 Improved staff retention
Allowing your current workers to work flexible hours may help you keep your best personnel. Flexible schedules are without a doubt one of the most sought-after benefits from businesses. We will be able to generate organic staff retention by meeting this requirement.
6.2 Better employee engagement
Employees are individuals who are aware of their responsibilities and how their work adds to the organization’s growth. Companies can foster a culture of connection by fostering an atmosphere that encourages and respects workers. Flexible schedules are the ideal way to empower your staff and show them that you value them.
When you allow employees to work in a flexible manner, you are expressing your confidence in their ability to do their tasks. Although working remotely or even with flexible schedules, the employee develops a strong bond with the firm as a result of this.
6.3 Attraction of top talent in the market
A flexible schedule is more appealing to many job applicants than other benefits. As a result, having flexible schedules might assist you in attracting more top-tier personnel. Over 60% of the market has planned to give flexible schedules to its workers in the previous three years. As a result, these goals attract the talent to these work arrangements.
6.4 Increased diversity in the company
You will have a smaller pool of prospects if you restrict your applicant pool to a specific place. Furthermore, if your community is homogeneous, your staff is prone to become less varied. You’re more likely to get the finest applicants if you cast a broad and diversified net. Remote employment will benefit your company’s diversity as well as its profit line.
7. Connect HR offers you all the HR solutions your company needs
The human resources department is undergoing a transformation as a result of the widespread adoption of flexible work arrangements. In the corporate world, these work patterns are setting the bar. Effective HR solutions are required to properly implement these changes to the department.
Connect HR can assist you with the implementation of these technologies. We are professionals in the subject of human resources, with over two decades of experience in the UAE corporate sector. We are the partner of choice for organizations providing these flexible schedules because of our HR solutions such as HRMS and employee benefits.
Do not wait any longer, get the Ramadan offers and let us transform your company’s HR department.
Would you like to contact us for more information about the HR solutions offered by our company? If you have any questions, call us on +971 43 316 688 or write us an email at [email protected].
Do you want to be part of our team? You can do so by visiting thetalentpoint.com. There, you can explore a wide range of opportunities for you to apply. Also, feel free to send an email to [email protected] for more. We will be waiting for you!
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