Work Life Balance

The Role of Management in Promoting Work-Life Balance :
Work–life balance is a concept including proper prioritizing between "work" (career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation). Related, though broader, terms include "lifestyle calm balance" and "lifestyle choices
As with most things in life, moderation is the key. People who are constantly tied to their jobs deal with the symptoms of stress and burnout. Overworked employees are more likely to suffer health problems, more like to be absent and/or sick, less efficient, less sociable, and overall more difficult to work with. It is in the best interest of both the employee and employer to avoid these pitfalls through smart human resource management.
Human resource (HR) management is a particularly versatile element of the organization, and its responsibilities are often much less clear than a textbook might imply. While hiring, training, employment contracts and regulatory considerations are well within the HR framework, so too is ensuring that employees are both healthy and satisfied at work. This requires taking stands on behalf of the employees, and putting organizational and managerial expectations and policies in place to ensure that employees are treated properly
HR’s role can fall in to five brackets Policies, Benefits & facilities, Training, Change Management, Counseling as shown in the figure.

Organizations which like to stay ahead of changes in the external world will have to frequently fine tune their employee benefits programs. In this direction HR professionals can introduce a variety of options which can influence the work life balance of the employees. Only when there is a highest degree of coordination between line and HR managers Work Life Balance (WLB) is possible.
Companies have different types working conditions depending on the project and the associated client. Certain projects require additional effort from employees including long working hours. Such employees may be given additional leaves and sponsored vacations once a heavy task is accomplished. HR managers in collaboration with line Managers can design customized benefits to each employee to balance the work and life as much as possible. Sabbaticals for eligible employees are also a good remedy to prevent burnout of employees.
Initiatives such as -- Doctor on-site, Crèches for employees’ children, adult care center, laundry service, take away stores, vegetable stores, and common assistant personnel to a group of employees in the office premises, etc. can increase the quality time available to the employees. A single day family outing sponsored by the employer once in 3 months can enhance the employee engagement resulting out of increased work life balance.
Organizing classes such as aerobics, yoga will improve the metabolism and concentration of employees leading to higher productivity and improved efficiency in meeting deadlines leaving additional personal time for employees.
HR’s can also design various company sponsorship plans for employee health diagnosis. This can detect early the possible maladies and treating them early will reduce absenteeism and avert the possible workload on fellow employees and the employee himself. Spouse referral and relocation programs can increase the time spent by the employee with his/her spouse if both of them work in the same premises.
Many companies offer flexi time these days especially in IT and ITES sectors. Along with this there is an emerging idea to move to a third party work location which is away from both the employee’s home and office but nearer to employee’s house. This can reduce the travel time and offer higher flexibility to employees. Recently wireless employee tracking systems are available in the market which can remove the reporting hassles of sales executives and employees who work away from their desk. Keeping in line with such latest developments, HR managers can frame policies accordingly.

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