Group Assignment #2: Getting to Know Human Resources Report
Human Resource Administration
Submitted by:
Kiranpreet Gill
Razmeh Ali
Renuka Nair
Submitted to: Sujay Vardhmane
Date: December 1st, 2021
1
, Table of Contents
Executive Summary ………….……………………………………………………..……..... 3
Research Findings…………………………………………………………………………… 4
What are Flexible Work Arrangements ……………………………………………….. 4
Types of Flexible Work Arrangements ……………………………………………….. 5
Pros and Cons of Flexible Work Arrangements ……………………………………... 6
The Value of Flexible Work Arrangements on the Organization …………………... 7
Introduction of Flexible Work Arrangements into Organizations …………………... 8
Impact since COVID-19 ………………………………………………………………… 9
Action Plan ………………………………………………………………………………….. 11
References …………………………………………………………………………………... 13
2
, Executive Summary
What are Flexible Work Arrangements
Flexible work arrangements (FWAs) are a workplace practice that serves to
benefit both the employer and employee. They can be used to attract and retain
talent and provide opportunities for employees to achieve a work-life balance
Types of Flexible Work Arrangements
Arrangements can be flextime, compressed workweek, banking of hours or
annualized hours, teleworking, reduced hours or part-time work, job sharing,
gradual retirement, and leaves or sabbaticals.
Pros and Cons of Flexible Work Arrangements
FWA promote employee relations & retention, ensure commitment and loyalty,
improve productivity & profits, & lowers stress level & real estate costs.
Alternatively, FWA can create unrealistic expectations w.r.t work hours, work
prioritization leading to burnout, work errors & psychological strain.
The Value of Flexible Work Arrangements on the Organization
FWA ensure employees have flexible retirement plans and increased retention &
engagement with the organization. The employer benefits from reduced
expenses on travel, infrastructure, meeting business and customer needs with
increased productivity and 24x7 services.
Introduction of Flexible Work Arrangements into Organizations
Several aspects must be considered before FWA implementation like the
relevance to the employees’ needs, impact on all departments and clients, costs,
any necessary training, productivity metrics, clear communication and procedure
guidelines, a trial period, correct insurance, and consistent evaluations of FWAs.
Impact since COVID-19
Employees that are returning to offline work after the pandemic are giving more
importance to FWAs, even over a competitive salary. Employers should be
paying greater mind to this benefit, especially if they did not offer FWAs as a
benefit before the pandemic.
3
Human Resource Administration
Submitted by:
Kiranpreet Gill
Razmeh Ali
Renuka Nair
Submitted to: Sujay Vardhmane
Date: December 1st, 2021
1
, Table of Contents
Executive Summary ………….……………………………………………………..……..... 3
Research Findings…………………………………………………………………………… 4
What are Flexible Work Arrangements ……………………………………………….. 4
Types of Flexible Work Arrangements ……………………………………………….. 5
Pros and Cons of Flexible Work Arrangements ……………………………………... 6
The Value of Flexible Work Arrangements on the Organization …………………... 7
Introduction of Flexible Work Arrangements into Organizations …………………... 8
Impact since COVID-19 ………………………………………………………………… 9
Action Plan ………………………………………………………………………………….. 11
References …………………………………………………………………………………... 13
2
, Executive Summary
What are Flexible Work Arrangements
Flexible work arrangements (FWAs) are a workplace practice that serves to
benefit both the employer and employee. They can be used to attract and retain
talent and provide opportunities for employees to achieve a work-life balance
Types of Flexible Work Arrangements
Arrangements can be flextime, compressed workweek, banking of hours or
annualized hours, teleworking, reduced hours or part-time work, job sharing,
gradual retirement, and leaves or sabbaticals.
Pros and Cons of Flexible Work Arrangements
FWA promote employee relations & retention, ensure commitment and loyalty,
improve productivity & profits, & lowers stress level & real estate costs.
Alternatively, FWA can create unrealistic expectations w.r.t work hours, work
prioritization leading to burnout, work errors & psychological strain.
The Value of Flexible Work Arrangements on the Organization
FWA ensure employees have flexible retirement plans and increased retention &
engagement with the organization. The employer benefits from reduced
expenses on travel, infrastructure, meeting business and customer needs with
increased productivity and 24x7 services.
Introduction of Flexible Work Arrangements into Organizations
Several aspects must be considered before FWA implementation like the
relevance to the employees’ needs, impact on all departments and clients, costs,
any necessary training, productivity metrics, clear communication and procedure
guidelines, a trial period, correct insurance, and consistent evaluations of FWAs.
Impact since COVID-19
Employees that are returning to offline work after the pandemic are giving more
importance to FWAs, even over a competitive salary. Employers should be
paying greater mind to this benefit, especially if they did not offer FWAs as a
benefit before the pandemic.
3
