PowerPoint Presentation

[Audio] Case Analysis presented by Group 1: Engineer Carol D. Banatanto, Miss Charito Ledres and Engineer Alvin De Leon. Here are the keynotes of our presentation: Introduction, SWOT analysis, statement of the Problem, Alternative Course of Action (2 ACAs) and GANTT Chart..

[Audio] Introduction of Flexible Work Arrangements. Flexible working refers to arrangements that allow employees to vary the amount, timing, or location of their work. It benefits both individuals and organizations by enabling better work-life balance, enhancing employee engagement, and supporting overall well-being..

[Audio] SWOT ANALYSIS STRENGTHS. ENHANCED EMPLOYEE SATISFACTION: Flexible work arrangements contribute to higher job satisfaction and overall well-being. IMPROVED WORK-LIFE BALANCE: Employees can better manage personal and professional commitments. ATTRACTING TOP TALENT: Offering flexibility attracts a diverse talent pool and enhances recruitment efforts. REDUCED ABSENTEEISM: Accommodating individual needs reduces unplanned absences..

[Audio] SWOT ANALYSIS 2. WEAKNESSES COMMUNICATION CHALLENGES: Remote work may lead to communication gaps and reduced team cohesion. LACK OF OVERSIGHT: Managers may struggle to monitor employees effectively. INEQUITABLE ACCESS: Not all roles or employees can benefit equally from flexible arrangements. RESISTANCE TO CHANGE: Some employees and managers resist adopting flexible work practices..

[Audio] SWOT ANALYSIS 3. OPPORTUNITIES ADAPTING TO TECHNOLOGICAL ADVANCES: Leverage digital tools for seamless remote collaboration. CUSTOMIZED SOLUTIONS: Tailor flexibility options to individual preferences. COST SAVINGS: Reduced office space and utilities expenses. GLOBAL TALENT POOL: Tap into talent beyond geographical boundaries..

[Audio] SWOT ANALYSIS 4. THREATS WORK-LIFE IMBALANCE: Overworking due to lack of clear boundaries. ISOLATION AND LONELINESS: Remote workers may feel disconnected. SECURITY RISKS: Data breaches and cybersecurity threats. INEQUITABLE TREATMENT: Ensure fairness in granting flexibility to all employees..

[Audio] STATEMENT OF THE PROBLEM Challenges associated with flexible work arrangements for workers, managers, and organizations: 1)For workers: AUTONOMY VS. UNCERTAINTY: While flexible working empowers workers by allowing them to decide when, where, and how to work, it also brings added responsibility. Workers need to manage their own workload, from daily tasks to long-term career development. However, not all workers appreciate the responsibility of determining their own activities, leading to a sense of uncertainty. NORMS AND NEW ENTRANTS: New employees or those entering a new profession may struggle to understand the norms in their work context before arranging their work activities..

[Audio] STATEMENT OF THE PROBLEM Challenges associated with flexible work arrangements for workers, managers, and organizations: 2) For Managers: COORDINATION CHALLENGES: Managers must coordinate requests from different workers, considering factors like office preferences and occupancy levels.SUPPORTING WORKERS: When workers themselves are uncertain about their preferences for a flexible work environment, managers face challenges in providing appropriate support and responses..

[Audio] STATEMENT OF THE PROBLEM Challenges associated with flexible work arrangements for workers, managers, and organizations: 3) For Organizations: REDUCED SENSE OF COHESION: Compared to traditional co-located work, flexible arrangements may reduce opportunities for employees to develop a sense of "we" at the team or organizational level.ACCOUNTABILITY AND RECOGNITION: Sharing tasks in flexible arrangements can make it difficult to assign clear accountability and recognition for individual performance..

[Audio] IN SUMMARY, WHILE FLEXIBLE WORK ARRANGEMENTS OFFER AUTONOMY AND WELL-BEING BENEFITS, THEY ALSO POSE CHALLENGES THAT NEED THOUGHTFUL MANAGEMENT AND ADAPTATION. ORGANIZATIONS MUST STRIKE A BALANCE TO REAP THE ADVANTAGES WHILE ADDRESSING POTENTIAL DRAWBACKS..

[Audio] THERE ARE 2 ACAs or Alternative courses of action OPTION 1: implementing a comprehensive flexible work policy DESCRIPTIONS: Develop a well-defined policy that outlines various flexible work options (e.g. remote work, flexible hours, compressed workweeks). Specify eligibility criteria, guidelines and expectations for both employees and managers Communicate the policy transparently to all staff members..

[Audio] THERE ARE 2 ACAs or Alternative courses of action OPTION 1: implementing a comprehensive flexible work policy BENEFITS: Provides clarity and consistency. Empowers employees to make informed choices. Enhances work-life balance and well-being. CHALLENGES: Requires through planning and communication. May face resistance from traditionalists. Monitoring and evaluation are essential..

[Audio] OPTION 2: PILOT PROGRAM FOR SELECT TEAMS OR ROLES DESCRIPTIONS: Start with a small-scale pilot program in specific departments or roles. Gather feedback, assess impact, and make adjustments. Gradually expand the program based on results..

[Audio] OPTION 2: PILOT PROGRAM FOR SELECT TEAMS OR ROLES BENEFITS: Allows testing without organization-wide commitment. Identifies challenges early on. Demonstrates feasibility and benefits. CHALLENGES: Limited scope may not capture all nuances. Requires effective communication during the pilot phase. Balancing pilot and non-pilot teams can be tricky..

[Audio] THIS IS THE GANTT CHART OF FLEXIBLE WORK ARRANGEMENTS: THERE ARE 4 ACTIVITIES NAMELY: ANALYSIS, DESIGN, COMMUNICATION AND ENGAGEMENT, REVIEW AND ADAPTATION. UNDER THE ACTIVITY NO. 1 ANALYSIS Assess current flexible work support Gather Stakeholder input (senior leaders, managers, employees) Identifies barriers and skills needed THE PERSON RESPONSIBLE IS THE HR MANAGER, TIME FRAME IS 2 WEEKS AND NO BUDGET. UNDER THE ACTIVITY NO. 2 DESIGN Develop vision statement and goals. Create policies and processes. Ensure compliance with enterprise agreements and laws THE PERSON RESPONSIBLE IS THE HR TEAM, TIME FRAME IS 3 WEEKS AND NO BUDGET..

[Audio] UNDER THE ACTIVITY NO. 3 COMMUNICATION AND ENGAGEMENT Communicate policy changes to all employees Conduct training sessions. Celebrate successful implementation THE PERSON RESPONSIBLE IS THE COMMUNICATION LEAD, TIME FRAME IS ON-GOING AND ONE HUNDRED FIFTY THOUSAND PESOS BUDGET WHICH COVERS COMMUNICATION MATERIALS. UNDER THE ACTIVITY NO. 4 REVIEW AND ADAPTATION Collect data on policy usage and impact. Set targets and report progress. Adjust policy as needed. THE PERSON RESPONSIBLE IS THE HR MANAGER, TIME FRAME IS QUARTERLY AND NO BUDGET..

[Audio] CONCLUSION OF FLEXIBLE WORK ARRANGEMENTS. INVESTING IN FLEXIBLE WORK ARRANGEMENTS IS NOT JUST A MATTER OF EMPLOYEE SATISFACTION; IT DIRECTLY IMPACTS ORGANIZATIONAL PERFORMANCE. BY RECOGNITION THE BUSINESS CASE FOR FLEXIBILITY, COMPANIES CAN ATTRACT , ENGAGE, AND RETAIN TOP TALENT WHILE FOSTERING A HEALTHIER ENVIRONMENT..

[Audio] Bible Verse from book 2 Chronicles chapter 15 verse 7 But as for you, be strong and do not give up, For your work will be rewarded..