Human Resources is not showing the impact of its management on business results; strategy of balance between work and personal life is one of them and if senior management does not receive reports on productivity, beyond discussion, human management undermines its strategic role.
According to the study Index Balancing Work and Personal Life Regus (www.finanzaspersonales.com.co, 2012), further confirming that most Colombians feel more enjoy their jobs, and has enough time to spend at home or personal interests in time, he also confirmed that happier employees are more productive.
In this context, organizations that wish to improve their economic indicators should create conditions to attract and retain the best. Indeed, independent of the activity to which a company engages, all are thinking about optimizing your productivity, reflected in revenue and profits.
Meanwhile, employees with their choice to level its commitment to high job demands and personal time, more complex requirements and meetings by increasingly higher labor and their priorities or particular characteristics (students, professionals interested in postgraduate mothers or fathers head of household, etc.) are aware that they want to enjoy their work, give good results and have time for your personal life.
Implementing practices balance between work and personal life is part of the comprehensive strategy of human management (compensation and benefits, career, etc.) aimed at attracting, retaining and developing the best people, recognizing good performance, responsibility and achieving results. By itself, if it is not aligned to the strategy of the organization and as part of their culture, could be reduced to be perceived as ‘cute’ activities and ‘Nifty’ led by human management.
Activities such as those listed below are part of the huge range of options available to human management positively impact from both angles -Wellbeing of employees and productivity-with the implementation of the strategy work and family balance.
- In the intake interview, ask about personal interests.
- Promover los beneficios de la compensación.
- Encourage entrepreneurial practices.
- Provide flexible schedules and work locations.
- Institutionalize the day ‘Our family visits us’ as a meeting between employees and their families in the company.
- Reduce travel time.
And be measured, for example, labor indicators such as:
- Quality mental and physical health.
- job Satisfaction.
- Family Welfare.
- Perception of the family about the company.
But and, well, ¿How to do, how to quantify the impact of the reconciliation between work and personal life?
¡In just three steps!
Step 1. It is important to have baseline; that is, the actual results of the strategic human resource management processes (attraction, retention and development) and the results of the operation of the business (sales, profits, market expansion, new products, etc.).
Step 2. Structure and implement the strategy, in this case, balance between work and family, defining the objectives to reach (flexible working hours to a certain position, moving a number of employees at offices nearest your home, etc.)
Step 3. Evaluate compliance with the objectives and then measure the comparative results of the initial to the final results in the framework of the implemented strategy.
Quantify the impact of labor practices have implemented balance and front to ROI; ie towards the fulfillment of the organizational objectives of the business operation.
Note: remember that the strategy of promoting work-life balance is an integral management of strategic human resource management; therefore, the results that this must refer the integrity of the management (selection + Training + + Performance Evaluation Career Development, etc.)
Finally, it is worth noting some of the measures to reconcile work and family life has Colombian labor standards with which the interest and commitment is also evidenced by the government, particularly with worker welfare: maternity leave 14 weeks, rest for breastfeeding to 6 months old baby, leave for the father, companies with more than 50 employees who work 48 hours a week are entitled to two hours of the day for recreational, cultural, sporting activities or training by the employer, among others.
Intangibles: Que no debe o no puede tocarse. RAE. Para efectos de este artículo, entendidos como las estrategias que influyen en los resultados.
Martha Ruiz
mruiz@strategos.com.co
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