Human Resource Management: Employee Relations - Paper Example

Introduction

Work and life balance are about cultivating and creating a balance in a positive work culture where the potential for work-to-work friction is greatly reduced. This form of harmonization has been balanced concerning family-friendly policies and flexible work practices. Balancing employee lives and work has been a concern over several years; it is an environment where workers, employers, have been given considerations regarding the family members and the community (Wilkinson et al., 2018). The topics are demographic and sociological patterns such as higher numbers of women working, aging, skill shortages, and a growing number of mobile workers.

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NOD (Numbers Only Data) and the implications of that data.

Studies show that ages 35-54 are concentrated and sandwiched between parent and child obligations when the height of the job responsibilities (Sarkisian & Gerstel, 2004). The immediate effect is to work more and pursue alternatives since the leisure rate is very low. Many are ready to exchange the current successes for more fulfilling work and life. The relation between work and life achieving equilibrium enhances the recruiting rates, decreases absenteeism, reduces sick leave, increases loyalty to workers, and contributes to achieving the organization's goal (Adisa et al., 2017). On the other hand, the company enjoys high and enhanced efficiency in all divisions and employee assignment areas' general performance.

Competitive Impact Area (CIA) around work and life balance

A variety of human capital has been introduced in today's dynamic society. The goal is to correlate the two issues to establish a positive effect on employee productivity, retain valuable market expertise and keep pace with the competitive environment in which that organization operates, with improvements to work-life equilibriums and human-resources professionals (Adisa et al., 2017). The main facets of an enterprise, global competition, personal and family values and workers' aging are considered. The business environment has also gained a competitive advantage.

Consequently, the administration must incorporate job and life-based measures. Organizational culture is a source of employee motivation to work towards meeting the production requirements that can compete in the markets to help the management of the company. The management supports workers' job and life benefits at the end of the business benefits that attract employees. To develop another way to see the company in a different light. The employees, in turn, help operational activities that keep the company in the competitive markets.

References

Adisa, T. A., Mordi, C., & Osabutey, E. L. (2017). Exploring the implications of the influence of organizational culture on work-life balance practices. Personnel Review.

Sarkisian, N., & Gerstel, N. (2004). Explaining the gender gap in help to parents: The importance of employment. Journal of Marriage and Family, 66(2), 431-451.

Wilkinson, K., Tomlinson, J., & Gardiner, J. (2018). The perceived fairness of work–life balance policies: A UK case study of sololiving managers and professionals without children. Human Resource Management Journal, 28(2), 325-339.