HURM07001: Introducing People Management Assignment Sample

Introduction Of : HURM07001: Introducing People Management

People management refers to the practice of retaining, engaging, training and recruiting people along with maximising their productivity and optimising talent. The report will focus on the impacts related to the flexible working on the employees and organizations. It will emphasise on the how the different arrangements influence the various outcomes such as employee’s well being, collaboration and performance. The objective mainly explores the challenges and benefits which are majorly associated with the arrangements of the flexible working.

The chosen topic is “How flexible ways of working impacts the organizations and employees”. The review is mainly based on the three different academic papers, every paper offering the various viewpoints based on the flexible working. The initial paper is “The impact of the new ways of working on organization and employees”. This will focus on the new and various methods of the working (NWWW), by resolving the outcomes based on the negative and positive for the workers and organizations. Before the 30 years, the wave of the demographics, economical, societal, technological and environmental changes has developed. This has pushed the whole private and public organizations to find out the effective solution. The solution can offer help in remain efficient, flexible, effective, responsive and innovative. The second paper is based on the “Longitudinal effects of activity based flexible office design on team work.” This will focus on the how the effective flexible deigns of the office can focus on the team work. The third paper is related to the “Is your organization’s remote work strategy working?” it will emphasise on the how the effective strategies of remote working at the time of COVID-19 increase the burnout, turnover and inclusion.

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Main body

How the flexible working impact the organizations and employees

The (FWA) flexible working arrangements, these mainly related to the novel methods of working (NWWW). These focuses on the different practices like as working environment based on the activity, flex time and remote work (Wilton, 2022). The various arrangements achieved the major attention within the past years. This happened because of the potential to boost the organizational performance and employee satisfaction. However, the FWA implementation showcases the various challenges and opportunities as well.

2.1 The positive outcomes related to the flexible working

In the article of (Armstrong and Taylor, 2023) it has been analysed that The flexible working mainly connected with the different advantages for the organizations and employees. In context to the “Impact of the new ways of working on the organizations and employees”, the different flexible working boosts the work life balance. This can boost the engagement of workers and employee satisfaction. When workers are capable to select that when and where they can work, these can decrease the work stress and boost the job satisfaction. This mainly contributes in the development of the performance. The view is also supported and developed by “Is your organization’s remote working strategy working?” This showcases the efficient strategy of the remote work can lower the turnover rates of workers. The workers who feel empowered and trusted to work with the flexibility are inclined to boost the higher productivity and flexibility.

Whereas, in the study of (Griffin et al, 2020) it has been identified that the paper “Longitudinal effects of the activity based flexible office design on team work”. This emphasise on the how the effective design of the flexible office can boost the collaboration by providing the effective space. This can suit the various work tasks, like as areas for the open and focused work for the team working. The working environment based on the flexibility permits the workers to adopt the effective workspace. In this workspace, the current needs, this might lead to boost the effective communication and team dynamic.

2.2 Issues and challenges with the flexible working

In the article of (Ongaki, 2019) this has been articulated that apart from the different benefits, the effective flexible working showcases the various challenges as well. The major issue showcases within the literature is based on the empirical evidence lack which is based on the effects of long term arrangements of flexible working. As this has noted within the paper “The impact of the new ways of working on organizations and employees”, this focuses on the NWWS concept. The efficient concept leads to unclear outcomes and inconsistent implementation. The lack of clarity can easily develop the confusion among the workers related to the expectations and roles when flexible working. This majorly decreasing the overall aspects related to the productivity.

Whereas, the paper “Organization’s remote working strategy “working”? This highlight that the remote working might increase the feeling of exclusion and isolation majorly when the workers are present physically within the office. The effective study establishes that workers who don’t feel included within the workplace mainly likely to have face high turnover and burnout. Consequently, In the study ((Kinicki and Williams, 2020) this has been articulated that the remote work mainly provides the flexibility, this can decrease the various opportunities related to the collaboration and spontaneous interactions (Flexibility in the Workplace: Benefits, Challenges, 2023). These are the major factors to manage the effective community within the workplace.

The activity based environment of working offers the various challenges. In accordance with the “Longitudinal effects of activity based office design on the team work”, the efficient flexible designs of office include the open play layouts (Chung, 2020). This might impair the capability of workers to concentrate because of the frequent interruptions and noise.

2.3 Balancing the structure and flexibility

In the study of (Bladen et al, 2022) it has been demonstrated that literature specify the major factors to implement the working based on flexibility which lies within the finding the major balance among the structure and flexibility. Within the paper “The impact of the new ways of working on the organizations and employees”, the author mainly suggested that the organizations need to focus on the flexible working policies. The efficient flexible working policies can make sure that the workers can understand the when and how to work with the flexibility.

On the other hand, Additionally, “Is your organization’s remote work strategy “working”?, this focuses on the significance of developing the inclusion within the remote work. The organizations which offer the opportunities related to the clear communication, remote socialisation and virtual check-ins. These are likely to be engaged the remote workers and includes within the culture of organization.

In context to the “Longitudinal effects of activity based flexible office design on team work”, this offers suggestion that the environment based on the activity might offer support within the different working types.

2.4 Comparison of finding

In the study of ((Kröll and Nüesch, 2019), it has been identified that common thing among these three studies related to the requirement for the approaches which are structured to the flexibility. The papers mainly focus on the different arrangements of the flexibility within the policies. The approaches showcases the flexibility might boost the employee satisfaction. These demands for the careful planning which makes sure those workers can be engaged and productive. On the contrary hand, another comparison point is related to the tension among the employee inclusion and flexibility (Davidescu et al, 2020). The paper “Longitudinal effects of the activity based flexible office design” showcases the office which boosts the collaboration. Similarly paper “is your organization’s remote work strategy working?” this warns that the flexibility and remote working can increase the isolation among the workers.

CONCLUSION

The flexible working arrangements provide the major advantages for the employees’ and organizations. This includes the development in productivity, work life balance and job satisfaction. However, it provides the challenges as well, such as unclear policies, distraction within design of open office and isolation.

RECOMMENDATION

• From the study of (Kröll and Nüesch, 2019) this has been recommended that the organization can boost the flexible and clear working policies which can avoid the major confusion among the workers.
• According to the paper (Ongaki, 2019) organization should implement the effective strategies which can boost the employee inclusion within the efficient environment of the remote working. This includes the social activities and virtual check-ins.
• Based on the article (Armstrong and Taylor, 2023), the regular adjustment and review of the flexible working which can make sure that the organization can meet the employee needs and organizational objectives.

REFERENCES

Books and journals

• Armstrong, M. and Taylor, S., 2023. Armstrong's handbook of human resource management practice: A guide to the theory and practice of people management. Kogan Page Publishers.
• Bladen, C., Kennell, J., Abson, E. and Wilde, N., 2022. Events management: An introduction. Routledge.
• Chung, H., 2020. Gender, flexibility stigma and the perceived negative consequences of flexible working in the UK. Social indicators research, 151(2), pp.521-545.
• Davidescu, A.A., Apostu, S.A., Paul, A. and Casuneanu, I., 2020. Work flexibility, job satisfaction, and job performance among Romanian employees—Implications for sustainable human resource management. Sustainability, 12(15), p.6086.
• Griffin, R.W., Phillips, J.M. and Gully, S.M., 2020. Organizational behavior: Managing people and organizations. CENGAGE learning.
• Haapakangas, A., Hallman, D.M., Mathiassen, S.E. and Jahncke, H., 2019. The effects of moving into an activity-based office on communication, social relations and work demands–A controlled intervention with repeated follow-up. Journal of Environmental Psychology, 66, p.101341.
• Hu, J., Xu, H., Yao, Y. and Zheng, L., 2021. Is Working from home here to stay? Evidence from job posting data after the Covid-19 Shock. Evidence from Job Posting Data after the COVID-19 Shock (October 27, 2021).
• Kinicki, A. and Williams, B.K., 2020. Management: A practical introduction. McGraw-Hill.
• Kröll, C. and Nüesch, S., 2019. The effects of flexible work practices on employee attitudes: evidence from a large-scale panel study in Germany. The International Journal of Human Resource Management, 30(9), pp.1505-1525.
• Ongaki, J., 2019. An examination of the relationship between flexible work arrangements, work-family conflict, organizational commitment, and job performance. Management, 23(2), pp.169-187.
• Wilton, N., 2022. An introduction to human resource management.

Online

• Flexibility in the Workplace: Benefits, Challenges, 2023.Online. Available through <https://www.runn.io/blog/flexibility-in-the-workplace#:~:text=Team%20bonding%20and%20culture%20building%20becomes%20difficult&text=It's%20also%20hard%20to%20create,setting%20is%20their%20biggest%20chall
  

Appendix 1

Search terms:

The search terms are those which are specific conformation, this required to be entered at the time of searching related to the specific study (Search Term, 2023). To research about the related and appropriate articles search terms used by the scholar and relevant paper are approached. Below are the major keywords and search terms.

Table 2-search terms

Inclusion and exclusion criteria

The inclusion criteria mainly indentify about the study populations within important objective and reliable manner. On the contrary hand, the exclusion criteria include the factors which are not appropriate and eligible for the study (Connelly, 2020). The scholar mainly followed the accurate exclusion and inclusion criteria concepts for the choosing the authentic papers.

Appendix 2

The impacts of the new ways of working on organizations and employees

The article mainly showcases the comprehensive review related to the literature on the different and (NWWW) novel ways of working. This mainly emphasising on the empirical and theoretical factors related to the arrangements of the flexible working. The major strength is based on the analysis and review of the article. The author mainly and critically analyse the NWWW concept, this showcasing the negative and positive impacts on the employee and organizational outcomes. The article offers the balanced view via utilising the “conflicting outcomes” VS. “Mutual gains” debate to evaluate the evidence and it is well structured.

On the other hand, the limitation is based on lack of the empirical data, this mainly the authors acknowledge. The major review is theoretical, developing it highly difficult to provide the different effects of the NWWW and definitive conclusion (Davidescu et al, 2020). Moreover, the diversity of the NWWW definitions develops the fragmented research. This author mainly points out the factors the major weakness. Apart from the different limitation, the efficient article provides the valuable insight within the regular debate related to the efficacy of the major flexible working.

Longitudinal effects of the activity based flexible office design on the team work

The paper mainly investigates the influences related to the activity based office design (A-FOs) on the productivity and team work. The major strength of the article is approach related to the longitudinal, this offers the deeper understanding related to how the design of flexible office can impact and evolve the employees. This study mainly evaluates the how the Effective A-FOs provides support to the various work tasks via providing the different workspaces. This includes areas of the open plan for the private zones and collaboration for the tasks. The evidence of article is drawn via the empirical data and case studies, providing the robust analysis related to the challenges and benefits of the A-FOs (Haapakangas et al, 2019). On the other hand, the study emphasise on the limitation on the office design and their applicability to hybrid and remote working environments. These have majorly developing after the post pandemic. The study mainly analyses the knowledge of employees, this can’t be representative within the organizational contexts. Nonetheless, this offers the valuable insight within the how the environments of office might be developing to offer support in team and individual based work.

Is your organization’s remote work strategy “Woking”?

The article emphasising on the effects of the strategies related to the remote work after the post-COVID-19. This is mainly related to the present discussions about the arrangements of the flexible work. The author of mainly evaluated the detailed survey related to the work within the developing industry of drug. By evaluating how the flexible and remote work can affects the different aspects such as turnover intention, inclusion and burnout. The major strength of this study is related to effective emphasise on the aftermath pandemic. This is developing the findings related to the aftermath of pandemic, developing the findings which are mainly applicable to the different organizations. This is steering the applicability to the organization which affect the change to the hybrid and remote working models. The major strength is related to the empirical data (Hu et al, 2021). This offers the clear evidence related to how flexible and remote work arrangements put impacts on the employee outcomes. The efficient study showcases the different mediating aspects of the inclusion feeling and burnout. This is providing the view related to the challenges which companies can face at the time of applying the strategies of remote work. On the other hand, the study is mainly face limitation within the industry of drug development. This cannot generalise within the various sectors. Moreover, the data of survey not able to mainly capture the experiences of the workers related to the hybrid and remote working. Apart from the different limitations, the efficient article provides the actionable insight into the different organizations who are seeking to boost the strategies of the remote work.

Author Bio

Casey Bennett   7 years | PhD

My name is Casey Bennett and I have obtained my graduation, post-graduation and PhD from London Business School. I have been giving education to students for the last 7 years in the United Kingdom. I can help you deal with complex dissertation topics, assignments, and essays and finish them fast.