5IHR FINAL COPY 3 DECEMBER 2014
5IHR USING INFORMATION IN HUMAN RESOURCES
BUSINESS PROPOSAL ON
FLEXIBLE WORKING
PETROULLA MENIKOU
CIPD 23144012
FLEXIBLE WORKING
Contents Page Number
1. Purpose of the Business Proposal 3
2. Analysis of Good Practice 3
3. Aim 4
4. Stakeholders 5
5. Secondary Research 6
5.1 Secondary Data 6
5.2 Primary Data 7
- Surveys/Questionnaires
- Interviews
- Group Discussion
- Professional Peer Networking
6. Findings 9 - Data and Facts 9
7. Best Practice Evidence 11 a. CIPD Case Study 1 11 b. CIPD Case Study 2 12 c. ACAS advice 12
8. Operational Plan 14
9. Recommendations for Added Value 15
10 Conclusion 15
Bibliography
FLEXIBLE WORKING
1. PURPOSE OF THE BUSINESS PROPOSAL
DW Windsor is a manufacturing company who have grown significantly over the last 2 years. With this growth, staff recruitment figures have doubled as the company has grown in size dramatically. During the last few months the company has seen an increase in flexible working requests.
Whilst the Board of Directors have never formally addressed the subject, it is clear from the level of employee requests due to the recent change in 1Employment Law (June 2014), (whereby the right to request flexible working was extended to all employees) that this is an area that needs to be explored.
A review of the budget also identified high recruitment costs to the business and with high staff turnaround figures, staff retention had become an area of concern, both in monetary terms and in terms of staff retention.
This proposal will review the current company policy for Flexible working and seek to gain Board approval in implementing an effective Flexible working policy and procedure.
2. ANALYSIS OF GOOD PRACTICE
Currently Flexible working requests are dealt with in a very hit and miss way and have been largely down to the Managing Directors discretion. There was no formal policy
BUSINESS PROPOSAL ON
FLEXIBLE WORKING
PETROULLA MENIKOU
CIPD 23144012
FLEXIBLE WORKING
Contents Page Number
1. Purpose of the Business Proposal 3
2. Analysis of Good Practice 3
3. Aim 4
4. Stakeholders 5
5. Secondary Research 6
5.1 Secondary Data 6
5.2 Primary Data 7
- Surveys/Questionnaires
- Interviews
- Group Discussion
- Professional Peer Networking
6. Findings 9 - Data and Facts 9
7. Best Practice Evidence 11 a. CIPD Case Study 1 11 b. CIPD Case Study 2 12 c. ACAS advice 12
8. Operational Plan 14
9. Recommendations for Added Value 15
10 Conclusion 15
Bibliography
FLEXIBLE WORKING
1. PURPOSE OF THE BUSINESS PROPOSAL
DW Windsor is a manufacturing company who have grown significantly over the last 2 years. With this growth, staff recruitment figures have doubled as the company has grown in size dramatically. During the last few months the company has seen an increase in flexible working requests.
Whilst the Board of Directors have never formally addressed the subject, it is clear from the level of employee requests due to the recent change in 1Employment Law (June 2014), (whereby the right to request flexible working was extended to all employees) that this is an area that needs to be explored.
A review of the budget also identified high recruitment costs to the business and with high staff turnaround figures, staff retention had become an area of concern, both in monetary terms and in terms of staff retention.
This proposal will review the current company policy for Flexible working and seek to gain Board approval in implementing an effective Flexible working policy and procedure.
2. ANALYSIS OF GOOD PRACTICE
Currently Flexible working requests are dealt with in a very hit and miss way and have been largely down to the Managing Directors discretion. There was no formal policy
Bibliography: 3. TAYLOR S, and WOODHAMS C – Studying Human Resource Management, (2012) page 104, London Chartered Institute of Personnel and Development 4 6. TAYLOR, and WOODHAMS – Studying Human Resource Management, (2012) page 111, London Chartered Institute of Personnel and Development 7 CIPD Flexible working report, page 18, accessed 31.10.2014 8. TRUSS, C., SOANE, E. and EDWARDS, C. (2006) Working life: employee attitudes and engagement 2006, Research report. London: CIPD. 10. BISCHOFF, W. (2013) Understanding the economic benefits of workforce agility. Agile Future Forum. Available at: http://www.agilefutureforum.co.uk/AgileFutureForumReport/report.html Web