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代写留学生作业,Work Life Balance
发表日期:2013-09-17 08:36:47 | 来源:assignment.cc | 当前的位置:首页 > 代写留学生作业 > 正文
Introduction

The concept of Work Life Balance has always existed, it just wasn’t until recently that experts put a name to it. Employment has been traditionally thought of the means to which you support your personal life, with Work Life Balance principles employers can now gain competitive advantage from creating a more symbiotic relationship with a persons home and work. This allows for lower stress in the work place and greater enjoyment in the home. The results of this are increased performance in the work place and great repertoire for marketing to new employers. As this is difficult to establish in any industry and this is very true with recruitment agencies. The following is breakdown of the Work Life Balance principles along with a company analysis of the Irish Recruitment company CPL.

Work Life Balance

The major concept of Work Life Balance in employment is that the employer gives the employee the ability to handle their responsibilities in and out of work while generating self worth. This can be done by a multitude of ways:

Flexibility

Although hard in many industries the company’s structure should enable an employee to work flexible times so that they can satisfy their out of work obligations. This can include anything from leaving early to pick up their children from school to being allowed to work via the Internet when the employee is required to handle home problems like construction work. The requirement of this is simple as the balance of work and life is not something that you can attach an actual number to. Certain weeks your personal life will require more time and other weeks your professional life will need a greater investment, with flexibility in the work place and home you can ensure neither will be neglected.              

Achievement

As this is a balance between life and work an employee must have the ability to succeed in their profession. The employee needs to be able to succeed in and out of work to achieve this. The structure of the person’s professional life needs to allow for progression in accordance to performance. Through this the person can truly shape their own destiny generating self worth and in conjunction with other work life balance concepts they will be able achieve in home life as well.

Enjoyment

There are many employees who can be happy in any situation as long as they view it accordingly. Enjoying life is something that everyone can do and is integral to the work life balance. A person must be able to work in a setting that they can not only achieve but also enjoy their success. Tied in with the concept of flexibility a person needs to understand that in order to do well in work you need to be enjoying work and life. A happy person will be able to perform better through increased energy and drive which helps the organization maintain their competitive advantage.

“Conceptually the idea of Work Life Balance seems relatively simple. If you can maintain flexibility, achieve well and enjoy life you can add value to your life” (Holden and Renshaw, 2004, pg 91). This system gets complicated as employers try to help everyone who has similar responsibilities outside of work which creates a strain on the whole performance. The balance itself is there to support the employees so that they support the firm, symbiotic relationships like this are always fragile from their codependence and true balance is near impossible to maintain in certain industries. Recruitment is one of those hard industries.

Advantages

The main advantage occurring from Work Life Balance policies in an organization is the improved performance from your employees. It has been proven that an employee who has the flexibility in their job to handle their personal lives will produce the following:

1. Higher quality work
2. Less missed time
3. More employer loyalty
4. An overall more enjoyable workplace as all employees are achieving and enjoying
5. More innovative ideas as employees care about their job
6. Strong recruitment marketing for future employees which increase the talent pool

This all results in a greater competitive advantage for the firm which will enable them to reach their own goals (Holden and Renshaw, 2004).

Irish Recruitment Industry

Ireland’s economy is booming but is also in close proximity to the powerful pound of the UK. This has resulted in a very cutthroat recruitment industry where people vie for coveted positions. The result of this has been a large hindrance for employees ability to manage their Work Life balance. Several forces are the result of this trend.

Company example- CPL

Background Information

CPL was founded in 1989 to capitalize on the strengthening information technology industry in Ireland. The founded, Anne Heraty worked as a self employed recruiter until she managed to gain enough clients to hire more and expand. The company went public in 1999 for added investor support to promote their current expansion trends. From there the company has grown to employing over 2,750 temporary staff at any one point and being the largest recruitment company in Ireland.

Current actions to promote work life balance

Educational Policy

Promoting greater opportunities within the work place, CPL has used a very flexible educational policy to promote a work life balance. Within their scheme they are willing to pay for an employees education as long as it is something that will benefit the firm. On top of this any employee currently studying receives five extra days of holiday on top of their regular annual leave to further encourage self improvement.  Being an employee with them means that you are entitled to any number of their educational schemes including:

1. Conflict Management- where they learn about how to deal with problems with other employees, clients or suppliers
2. 5 minute manager- learn general management skills
3. Business strategy- learn basic competitive strategy principles
4. Any education- any external education can be funded by CPL and given the extra holiday time.

Leave Policies

CPL strives to ensure that large leave requirements are handled as fairly as possible. They are ranked in the top 25 companies in Ireland to work for and one of their main strengths is the benefits they give their employees for certain personal life requirements. This includes paid leave for pregnancy, marriage, family tragedy, illness. Along with this they also give guaranteed job placement after these leaves should the employees return as added incentive.

Problems

Personal Performance

Recruiters work under a single company name but the main bulk of their wages is dependent on personal performance. A recruiter normally is required to establish new clients for the firm and they are paid in accordance to the amount of employees they place. Within this the recruiters all have their own team of temporary employees in which they find work for from the client field. Being paid in accordance to these principles makes it very difficult for employees to operate within a Work Life Balance as they are required to work longer hours to earn more money as well as constantly recruit new talent to further their goals. Flexible hours in this situation are near impossible to do as CPL expects their recruiters to perform for the client as well as any time taken off directly affects your wages.

This is slightly different for the placed temporary employees but they still are required to perform exceptionally well in each job they take to ensure that they will be given another. The jobs they take are normally to cover someone who needed leave for personal responsibilities or to handle increased work load, either one the employers expect the worker to fill in the gaps and take little to no time off for themselves.

Personal performance standards do not just hurt the required working hours for the employee but also takes away from the job enjoyment. Trying to find new clients can sometimes place the recruiters into direct competition with each other that increases the overall stress in the work place.

This leaves room for professional achievement but little for personal enjoyment which is detrimental to the balance.

Client Orientated hours- Not work load orientated

The recruiters and temporary workers both are required to adhere to the volume of jobs available instead of a standard work load. CPL employees do not know when the demand for their services will increase or decrease and neither does CPL management, what this ends in is you are required to work around your client’s needs. Working around the needs of your client disables your ability to take flexible hours for your self as if CPL cannot handle the clients needs when they need it then they will just go to the next recruiter. Not having a standard amount of work to complete in the course of the day automatically hinders the employees Work Life Balance. Having low volume of work does not mean that the employee can take time off for personal reasons as that may not be required at the time. For a person to establish work life balance they need to have both flexible.

Cutthroat industry standards

The recruitment industry is extremely competitive as they all strive for the same competitive advantages. The cost of the temp employees is dictate by the job not by the standard at which the temp agency operates. That means all recruiters are trying to operate on the highest quality to ensure they maintain high volume performance. Having an entire industry based around this means everyone needs to be fighting for their own positions or they will lose contractors and clients. Recruiters are expected to work those extra hours in order to produce results and increase client relationships for future work. CPL is an industry leader in Ireland for these reasons which once again gives strong opportunities for employees to achieve and enjoy their professional life but difficult for the flexibility requirement in their personal life.

Volume orientated performance

A recruiter is paid based on the amount of employees they place in jobs. The nature of this payment means right away that in order to succeed the recruiter will be required to sacrifice more time. Work Life Balance in this situation cannot exist as for the employee to achieve and enjoy one, they must sacrifice the other.

End Result

Work Life Balance in the recruitment industry is near impossible to maintain. Employees are required to work around the requirements of the clients instead of what is set forth by the company. On top of this employees also are paid in accordance to the volume of service they provide with a requirement to continue to produce high quality. This results in a system which requires the employees to achieve only within the company and is forced to constantly be on call for client requirements. This makes it very difficult for employees to establish a solid Work Life Balance as all their professional achievement is based on catering to the job first.

Recommendations

Remote Working

As recruiters are basically operating as small businesses on their own within CPL, they should have the option of working from home if required. Company calling cards and remote internet access will allow the recruiter to stay in touch with clients and employees at all times to handle any problems should they arise. Although this should not be the norm, it will allow for employees to establish a more balance life outside of work so that they can lower stress and perform better within the job.

Client Contacts

As the normal case for recruitment agencies is that each recruiter has their own contractor squad and own set of repeat clients it would be very effective to the Work Life Balance for recruiters to stop working on a personal performance standard and focused more on their ability to perform as a team. By having key contacts for a client but not necessarily only one contact can enable for some flexibility in the work place along with a more diverse employee pool to satisfy the client needs. This also helps with increasing the enjoyment and achievement within the organization as employees are now working towards a great good together instead of being in competition with each other.

Cross Training

CPL had it right by offering educational programs for their employees. Educating the employees allows for them to not only be happier in the job but also gives them opportunities to stretch out into new fields which can be very fulfilling. Within this they should try and institute cross training practices to create an internal structure in the organization that can support many stresses. Having employees who can cover for each other will create a sense of unity along with enabling people who have other responsibilities to handle those as well. These concepts are key to the Work Life Balance.

Employee Services

CPL is a large enough organization that they should look into having services which can help support employees personal lives. Several example services to support the employees Work Life Balance are as follows:

1. Day care center
2. Dog walking service
3. Activity days for employees 
4. Career counseling
5. Benefit packages

Implementation Plan

Remote working is something that can be started right away as it only requires minimal IT servicing to set up a remote portal. Calling cards or company mobiles can also be purchased and given out with little work. The cross training program can fall under the current policies that they have for education but will require an analysis of current operations to see what training will be required. Employee services will require a longer implementation period as the needs and plausibility of each service will need to be accessed then the resources will need to be found in order to create the required packages.

Conclusion

Work Life Balance is hard to be developed in industry which is highly competitive and based on personal performance. An employee cannot establish a balance as there is a teeter totter effect occurring with work performance. For an employee to succeed within a recruitment agency, they need skill but they also need to invest time. Recruiters them selves see a direct comparison to the amount of time they spend in a job and how much they earn while the contractors need to commit large amounts of time to a job where they cannot satisfy any other personal responsibilities as the client is paying for stability. As a company within recruitment CPL is trying to help establish this balance but their current situation makes it hard for them to be a front runner on these ideals. CPL can institute policies which will help alleviate the strain on an employees balance but it will always be difficult to establish equilibrium as per the industry standards.

Bibliography

Holden, Robert and Renshaw, Ben. Balancing Life and Work Dorling Kindersley, 2004.

“CPL homepage” http://www.cpl.ie  update March 2005. Accessed April 16th 2005.

“CIPD- The human resources development website”http://www.cipd.co.uk/subjects/wrkgtime/leave updated August 17 2004. Accessed 16th April 2005.

 

介绍
工作与生活平衡的概念一直存在,只是直到最近,专家提出一个名称。就业历来认为你支持你的个人生活与工作生活平衡原则,雇主现在可以创建一个共生关系一个人的家庭和工作,获得竞争优势的手段。这样就可以降低在工作场所和更大的享受在家里的压力。这样的结果是提高了性能和伟大的剧目营销新雇主在工作场所。由于这是很难建立在任何行业,并与招聘机构,这是非常真实的。以下是击穿的工作生活平衡的原则,随着爱尔兰招聘公司CPL的公司分析。
工作生活平衡
在就业工作与生活平衡的主要概念,雇主给雇员能力处理好自己的责任和失去工作而产生的自我价值。这可以通过多种方式
灵活性
虽然辛苦,在许多行业中,公司的结构应使雇员灵活的工作时间,使他们能够满足他们出的工作义务。这可以包括任何早退拿起他们的孩子从学校被允许通过互联网工作,当员工需要处理家庭的问题,如建设工作。这份工作的要求很简单,因为工作和生活的平衡是没有的东西,你可以将一个实际数目。某些周你的个人生活会需要更多的时间和其他周你的职业生涯需要更大的投资,可以确保在工作场所和家庭的灵活性也不会被忽视。
成就
由于这是一个平衡的生活和工作之间雇员必须具备的能力,在他们的职业成功。员工需要能够成功和实现这一目标的工作。的人的专业生活的结构的需要,以便根据对性能的恶化。通过这一点的人,才能真正塑造自己的命运,产生自我价值,并配合其他工作与生活平衡的概念,他们将能够在家庭生活中实现。
享受
有很多员工,他们可高兴了,只要他们在任何情况下,对其进行相应的查看。享受生活的东西,每个人都可以做的,是不可或缺的工作与生活的平衡。一个人必须能够工作在一个环境,他们不仅可以实现,但也享受他们的成功。绑在灵活性,一个人需要明白,为了做好工作,你需要享受工作和生活的概念。一个快乐的人,将能有更好的表现,通过增加能量和动力,这有助于该组织保持其竞争优势。
“从概念上讲,工作与生活平衡的想法似乎比较简单。如果你能保持灵活性,实现和享受生活,你可以添加你的生活“(霍尔登和Renshaw , 2004年,第91页)的价值。这个系统变得复杂了,作为雇主尽力帮助大家谁也有类似的职责以外的工作,创建一个应变的整体性能。平衡本身是有支持,让他们支持该公司的员工,这样的共生关系是如此的脆弱,从他们的相互依赖和真正的平衡几乎是不可能的,在某些行业保持。招聘是那些难以产业之一。
优点
组织中的工作生活平衡的政策,从发生的主要优势是员工的表现有所改善。它已被证明员工在他们的工作具有很大的灵活性来处理他们的个人生活会产生以下:
1。更高质量的工作
2。减错过时间
3。更多雇主的忠诚度
4 。整体更愉快的工作环境,因为所有的员工实现和享受
5 。员工关心他们的工作,更多创新意念
6 。招聘营销未来的员工,增加人才储备强劲
这一切都导致更大的竞争优势的公司,这将使他们能够达到自己的目标( Holden和伦肖,2004) 。
爱尔兰招聘行业
爱尔兰的经济正在蓬勃发展,但也接近强大的英国一斤。这就造成了一个非常残酷的行业招聘,人们争夺令人垂涎的职位。这样做的结果对员工能力管理自己的工作与生活平衡一直是一个大障碍。几股势力是这一趋势的结果。
公司例如CPL
背景资料
CPL始建于1989年,在爱尔兰把握关于加强信息技术产业。成立安妮Heraty工作作为自雇人士的招聘人员,直到她获得足够的客户聘请和扩大。公司于1999年上市,增值的投资者的支持,以促进他们目前的扩张趋势。从那里开始,公司已经成长为在任何一个点,并雇用超过2,750名临时员工,在爱尔兰最大的招聘公司。
目前的行动,以促进工作与生活平衡
教育政策
促进更多的机会在工作场所内, CPL已经使用了一个非常灵活的教育政策,以促进工作与生活平衡。在他们的计划,他们愿意付出,只要它是东西,这将有利于该公司的雇员教育。在顶部的任何雇员目前就读接收额外5天的休假,他们经常年假之上,为进一步鼓励自我改进。作为雇员与他们意味着你有权任意数量的他们的教育计划,包括:
1。冲突管理,他们了解如何处理与其他员工,客户或供应商的问题
2。 5分钟经理学习一般管理技巧
3。企业战略学习基本的竞争战略原则
4 。任何教育任何外部的教育资金可以由CPL和给予额外假期时间。
休假政策
CPL努力确保大休假要求尽可能公平处理。他们都排在首25家公司在爱尔兰工作和他们的主要优势之一是某些个人生活的要求,他们给自己的员工的利益。这包括怀孕,婚姻,家庭的悲剧,疾病的带薪休假。伴随着这一点,他们也给这些叶子应保证就业后的回报员工激励。
问题
个人绩效
招聘工作在一个单一的公司的名字,但他们的工资主要大宗依赖于个人表现。招聘人员通常需要建立新客户,为公司支付根据他们放置的员工数量。在这个招聘临时员工,他们发现从客户端领域的工作有自己的团队。支付按照这些原则,使员工工作在一个工作与生活的平衡,因为他们需要工作更长的时间,以赚取更多的钱,以及不断招募新的人才,以促进他们的目标是非常困难的。做CPL预计他们的招聘人员,以及为客户执行任何时间采取关闭直接影响到你的工资,在这种情况下,灵活的工作时间几乎是不可能的。
放置的临时雇员,这是略有不同,但他们仍然需要在每个作业中,他们采取以确保他们将给予另一表现非常好。他们所采取的工作通常是覆盖人谁需要留下个人责任,或处理增加的工作负载,无论是,一个雇主期望的工人来填补空白,并采取几乎没有时间为自己的。
不只是伤害个人的绩效标准为员工所需的工作时间,但也需要远离工作的享受。试图寻找新的客户,有时可以将招聘直接竞争,彼此在工作场所,增加了整体的应力。
这留有余地的专业成就,但很少用于个人享受的平衡是不利的。
以客户为导向小时工作负载导向
招聘人员和临时工,两者都需要坚持而不是一个标准工作负载量的工作。 CPL员工不知道什么时候为他们服务的需求将增加或减少,也没有CPL管理,这两端是你的要求,以解决客户的需求。围绕你的客户的需求禁用工作能力,采取灵活的工作时间,为你的自我,如果CPL不能处理客户的需求时,他们需要它,然后他们就会转到下一个招聘人员。没有一个标准量的完成工作过程中的一天,自动阻碍了员工工作与生活的平衡。具有低工作量并不意味着雇员可以采取时间因个人原因,可能不需要的时候。对于建立一个人的工作与生活的平衡,他们需要有既灵活。
残酷的行业标准
招聘行业的竞争是非常激烈的,因为他们都争取同样的竞争优势。临时员工的成本是分管的工作,而不是由临时机构的运作标准。这意味着所有的招聘人员正在尝试操作的最高质量,以确保它们保持高容量性能。在整个行业,这意味着每个人都需要根据各地要争取自己的位置,否则将失去承包商和客户。以产生的结果,为今后的工作,增加与客户的关系,招聘人员预计,这些额外的工作小时。 CPL是一个行业领导者在爱尔兰这些原因再次提供了有力的机会,让员工实现和欣赏他们的职业生涯,但很难在他们的个人生活中的灵活性要求。
体积为导向的性能
招聘人员的数量的员工在工作中他们将支付的基础。此付款的性质意味着马上,为了成功的招聘人员将需要牺牲更多的时间。工作生活平衡在这种情况下,为员工实现和享受一个不存在的,他们必须牺牲其他。
最终结果
在招聘行业的工作生活平衡几乎是不可能维持的。雇员须解决客户的要求,而不是什么载的公司。除了这个员工还根据他们提供的服务量的要求,继续以生产高品质支付。这样的结果在一个系统中,要求员工只在公司内部实现,被迫不断呼吁针对客户需求。这使得它很难为员工建立了稳固的工作生活平衡他们的专业成就的基础上迎合工作第一。
建议
远程工作
作为招聘人员基本上都是小企业对自己的CPL内,他们应该有选择在家工作,如果需要的话。公司电话卡和远程因特网接入可让招聘人员在任何时候都留在客户和员工的接触来处理任何问题,他们应该出现。虽然这不应该成为常态,这将允许为员工建立一个更加平衡的工作之外的生活,让他们也能减轻压力和内的工作有更好的表现。
客户联系
招聘机构正常情况下是每个猎头公司都有自己的承包小队和自己的一套回头客,这将是非常有效的招聘人员停止工作的个人的绩效标准工作与生活的平衡,更注重他们的能力执行作为一个团队。有客户端的关键接触,但不一定只有一个接触可以使一些在工作场所的灵活性,随着更多样化的雇员池,以满足客户的需求。这也有助于提高享受和实现组织内的员工现在正在朝着一个伟大的好起来,而不是彼此竞争。
交叉训练
CPL不得不为他们的员工提供教育计划。教育员工,让他们不仅要在作业快乐,​​但也给他们机会,一直延伸到新的领域,可以很充实。在此,他们应该尝试和机构交叉培训的做法,以创建该组织的内部结构,可以支持多种应力。有员工谁可以覆盖对方将创建一个统一感,使人们有其他方面的职责,以及处理这些一起。这些概念是工作生活平衡的关键。
员工服务
CPL是一个足够大的组织,他们应该考虑的服务,它可以帮助支持员工的个人生活。几个例子服务,以支持员工的工作与生活的平衡如下:
1。日间护理中心
2。遛狗服务
3。员工活动日
4 。职业生涯辅导
5 。福利计划
实施计划
远程工作的东西,可以马上开始,因为它仅需要最少的IT服务,设立远程门户。电话卡或手机,也可以购买公司,并给出了很少的工作。可以属于交叉培训计划,他们对教育的现行政策,但将需要分析目前的运营将需要什么培训。雇员服务将需要一个较长的执行期,每个服务的需求和合理性,将需要访问的资源便以创建所需的软件包,需要被发现。
结论
待开发的行业竞争激烈,基于个人表现,工作与生活的平衡是很难的。员工不能建立一种平衡,因为有一个跷跷板搀扶着与工作绩效的效果发生。对于雇员招聘机构内取得成功,他们需要的技能,但他们还需要投入时间。招聘他们自己看到的一个直接比较他们的工作和他们赚多少花时间金额,而承办商需要以犯大量的时间工作在那里,他们可以没有满足其他任何个人责任作为客户端是支付稳定。作为一家公司,在招聘CPL正在努力帮助建立这种平衡,但他们目前的状况,使得它很难让他们对这些理想的领跑者。 CPL可以提起政策,这将有助于减轻劳损雇员平衡,但它永远难以建立平衡,按行业标准。
参考书目
,罗伯特·霍顿和Renshaw ,本。平衡生活和工作的多林KINDERSLEY , 2004年。
“ CPL的主页” http://www.cpl.ie更新2005年3月。 2005年4月16日访问。
“ CIPD的人力资源开发的网站” http://www.cipd.co.uk/subjects/wrkgtime/leave 2004年8月17日更新。 2005年4月16日。