Vores tilgang til fleksibelt arbejde

Having worked in HR for over 15 years, I have seen a growing demand for employers to pro-vide more flexible working practices. Employees want increasing flexibility for a variety of rea-sons and need different types of flexibility throughout their working lives. Many employers are keen to support this, however, often limit themselves to the statutory legal provisions and view flexibility in a very narrow way.

Flexible working options should not be limited to part-time working, it’s about considering the variety of choices employees need at different life stages and offering something for everyone. A well designed flexible working offering can make a significant difference to employee en-gagement and retention.

As Head of HRBP’s and Resourcing at Hilti in Great Britain and Ireland, I’m part of a team that are striving to build a working environment and culture that stands-out amongst our peers as a ‘Great Place to Work’. Offering an outstanding flexible working approach is an important part of differentiating our culture. It also presents an opportunity to retain our fantastic workforce in a buoyant labour marker and to attract new talent to our organisation.

Prior to launching our new approach to flexible working in the summer, our policies were over-complicated and confusing. Applications for flexible working were low and only 3% of our workforce in GB worked in an altered way to their original contract. This was at odds with clear demand, evident through our employee engagement survey, that our people wanted more help to balance the demands between work and home life. Improving and simplifying our approach to flexible working provided an obvious solution to this gap....

Læs hele artiklen på linkedIN