Nowadays with the increasing rate of flexible work practices, the challenges undergone by managers have also increased. They have to keep a check on the flexibility given to the labors and have to remain unbiased in nature. This is due to the difference in the treatment of different employees because of their nature and work. For firm operations to go smoothly one has to make sure that the employee relations with the human resource department are perfect. The biased nature of the human resource department can lead to many implications. It is also known that at times the flexibility of programs leads to hectic situations for the managers.
As quoted by Martha H. in Management Review (1994) "Far too often, flex is embraced for its 'family-friendly' aspects long before the corporate support needed to manage it takes root. In these companies, flex policies are outlined in the employee manual but implementation is left up to individual managers. Then, when managers try to implement these programs, they discover that to be fair, flex requires them to treat different employees differently" (Management Review 2004).
This shows that at times flexible arrangements do not prove to be beneficial as the employees are unwilling to work by the new standards and this certainly makes the task of handling more difficult. Similarly, the HR department finds it difficult to manage the new schedule imposed on them and is at times not able to cope with it. As work flexibility comes into play different statuses are building up in the company which gives way to more discrimination amongst the workers themselves and this causes further conflicts in managing the staff.
Similarly, the core workers are of immense importance to the company and thus the management has to give adequate time to their needs. The age levels of these employees should be set up according to the demand of the work as these employees are more likely to get offers from other companies. The amount of training provided to these core workers should be limited so as to their work schedule does not get hectic. This would help to ensure that these core workers are satisfied with their job (Jewson & Mason 1986).
Moreover, the relations between the workers and the human resource department can be affected if the hr treats its employees inferiorly or in a biased manner. This would lead the hr to take bias decisions and hence would lead to business complexities. It has been noted in many cases that such decisions by the hr can lead to harmful effects on the business.
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