The paper "Human Resource Policies and Employee’ s Work-Life Balance" is a great example of management coursework. Work-life balance policy is an important and critical issue in work-life today. Nevertheless, human resource practitioners have not been interested in the adoption and the implementation of the policies until recently when they have found it a business issue that has benefits not only to the employees but also to the employer (Clutterbuck, 2003). There exists substantial research that supports the benefits of work-life balance has to organizations. The research highlights although indirectly influence it has on organizational profit (Michie & Williams, 2003; Morgan, 2009).
This has led to organizations, as well as employees, becoming increasingly aware of the benefits they can accrue from employee work-life benefits. Among the benefits are employee well-being and satisfaction, successful recruitment and retention, reduced absenteeism and turnover and increased productivity, and customer satisfaction (Mayberry, 2006; Morgan, 2009). Study reveals that employees would consider leaving their current place of employment for them to gain a better work-life balance even if it meant for reduced pay. According to Mayberry (2006), organizations that have invested heavily in the work-life balance policy have lower employee turnover. Professionals and managers are more often than not uniquely placed to experience difficulties in their endeavor to combine work and non-work responsibilities.
This has led organizations a range of initiative concerned with the maintenance of a work-life balance. These initiatives are tailor-made to facilitate the integration of work and the non-work domain. Those initiatives that organizations undertake take the form of, flexible work options, personal leave, organizational assistance with childcare, telework, reduced work hours among others (Estes & Michael, 2005).
The available literature on this subject demonstrates that many of the organizations that offer flexible working conditions happen to report a high level of job satisfaction among its employees, lower-level employee absenteeism and turnover. Moreover, further studies are of the suggestion that these benefits accrue to the organization when the adoption and implementation are well structured and evaluated. Benefits of work-life balance to organizations Work-life balance is an aspect where the interaction between the duties one is employed to undertake and the other activities, this includes the unpaid work in the households as well as the community that is the personal development work/activities and leisure.
The work-life balance supports the creation of a culture of productive work that aims at reducing the tension between that official duty (paid work) and the rest of the activities that are entailed in the employees’ lives. According to various studies, establishing work-life balance gives psychological support as well as physical health and wellbeing. Flexible working arrangements, on the other hand, refers to how, where, and when work is supposed to be done. It is the practices incapacity for work as well as the systems that respond to the organizational needs that are ever-changing not forgetting those of the employees and clients are forever changing too.
This in return contributes to the improvement of individual and ultimately to the organizational outcomes. Among the benefits that are accrued with work life balance that will be discussed in this paper include reduced absenteeism, lower turnover and improved staff retention, high levels of productivity and performance,