Flexi-work must match staff and business needs


Flexi-work must match staff and business needs

Employers should ensure the needs of the business are matched with the needs of employees if they want to make flexible working a success, according to the Chartered Institute of Personnel and Development.

The CIPD said flexible working creates problems if the employers offering it fail to bring the interests of their business and their employees together.

A new publication from the CIPD, called Flexible Working, shows how flexible working has been successfully introduced by  employers. When implemented successfully, it can give firms access to a wider range of potential employees. These people can help the business find new ways of making money, the CIPD said.

Stephen Ellis, co-author of Flexible Working, said, "The introduction of flexible working can help attract underused groups, such as parents and students, allowing organisations to compete in the war for talent."

Earlier this year a CIPD survey of 585 of the organisation's members showed that the proportion of employees using flexible working was far smaller than the proportion of employers that were prepared to offer it. Just 26% of employees took up flexible working even though 84% of employers viewed it positively.

Rebecca Clake, CIPD organisation and resourcing adviser, said, "Flexible working practices can be advantageous to both organisations and employees. They give people more control over when and where they work and this appears to mean more focused and motivated employees."

Email Alerts

Register now to receive ComputerWeekly.com IT-related news, guides and more, delivered to your inbox.
By submitting your personal information, you agree to receive emails regarding relevant products and special offers from TechTarget and its partners. You also agree that your personal information may be transferred and processed in the United States, and that you have read and agree to the Terms of Use and the Privacy Policy.

This was first published in August 2005


COMMENTS powered by Disqus  //  Commenting policy