Assignment Sample on P31796 Resourcing and Talent Management
Introduction
The advent of technological innovation has paved the way to enforce the hybrid work culture for day-to-day business function where it allows coordinating the industrial revolution 4.0 for better and authentic management of overall working procedures. The wake of the Covid-19 pandemic has also implied the incorporation of a hybrid work model for the organization which has experienced the growing confidence of the employee around the globe. It may be stated that the hybrid working model is the combination of remote and in-office working collaboration of employees where it accustomed the individual preferences to enhance the organizational productivity and work life balance. The management is responsible to perfectly align the workforce and individual preferences according to organizational objectives to achieve the shared goal in a convenient way. In this essay, the details of the employee management along with the health and wellbeing in hybrid working procedures will be discussed elaborately.
Evaluation of advantages and disadvantage of hybrid working for the health and wellbeing of the employees
Employee and performance management along with reward and recognition
Hybrid working model is offering the future solution to working features and cultural change in the workplace dynamics where it often accompanies the employee choice to deliver performance for the sack of business function. It allows the leadership to coordinate and co-operate a large and geographically dispersed team in a single thread to enhance the individual effort and better performance for the organization with the help of technological outfits. However, the hybrid model of working gives the flexibility of working where it may allow individuals to work permanently or part time either from onsite or remote or both to enhance the employee’s will to participate in daily output. It will influence the better employee engagement in the decision-making process to create value for personal choices in order to instill the reliability and belonging sense in employees. On the contrary, the Covid-19 pandemic and the strict regulation has forced the business organization to adopt and amplify the business opportunity within remote working structure which gave the sustenance to the global market scenario with increasing technological innovation. It also helps the organizations to expand the market share globally without worrying of the national border with high-speed communication and sharing of knowledge and information. Thus, it is an equitable advantage to keep a healthy sustainable work-life balance which also make corresponding changes for the organization to support the individual to attract, retain and motivate and become successful in personal and professional goal (Oludayo et al., 2018).
The previous in office working model was time bounded where employees are expected to adhere to the strict timing for every day work here the hybrid working model gave the flexibility to work and place with moderated time division according to employee coordination (Mahfoodh et al., 2021). It also allowed the organization to hire and resource talent from all around the world with the access of a wider talent pool with skill specialization for different job roles and responsibility. It may help to control and deliver the work management aligned with work life balance to help to achieve organizational goals from anywhere and at any time. The selective attention, focus, monitoring, information manipulation, illusion of control and relationships transformation with self-fulfilling forecasts are vital for the goal alignment and goal uncertainty for reviewing the individual performance and managing according to organizational need (Santos and Otley, 2018). The hybrid working model helps the employee to keep safe and secure from any kind of adverse situational conflict which largely gains confidence from the employee to continue with the remote or partially remote methodology with better collaboration. It also accounted as the advantage for both of employee and organization for wellbeing and sustainable
The invention and innovations of technological outfits gain the organizational confidence to effectively coordinate and co-operate the teams for the improving work structure to deliver the product or services to the client more appropriately. Therefore, it influence the innovative work culture is an advantage for continuing growth and successive approach or pra tice in organizational benefit (Kremer et al., 2019). On the other hand, the growing demand from the organizations has influenced the creativity and innovations with the setup of multidimensional entrepreneurship as a supporting market opportunity. The advanced communication tool and video conferencing interface has accommodated the diverse team in a strong and consistent nature to accomplish the project goal within the desired parameters. On a specific note, performance management is the basis of employee development and recognition which might be generating scope for reward and personal growth. Leadership involvement and continuous monitoring came as fruitful to manage and enhance the individual performance with specific learning goals for organizational requirements to improve productivity for a better profit margin. Further, the algorithmic management of app-work, crowd work and capital platform work in different servers as well as tracking the progress to develop a transparent relation on employee and Human Resource Management (HRM) for assigning work and measuring the performance upon production (Duggan et al., 2020). This performance management will create a sense of employee satisfaction and wellbeing of psychological balance of human thought to organizational objective through alignment of employees cultural prospective (Sarker and Ashrafi, 2018.).
The reward and recognition process is the most progressive way to positively influence the employee for better productivity where it may allow the individual to balance the life standard in high magnitude with learning and development, increment in payment, promotion to the job role and responsibility. Apart from that, allocation of better resources and granting extra leave to accommodate the extraordinary performances for the organizational benefit may encourage the overall workforce for a fair competition on productivity to withstand the economic downturn and market competitiveness. Reward and recognition is the way to motivate the employee for the organization purpose which in turn reduce the employee turnover and impose trust on the organization and trust to grow along with the organizational growth perspectives (Hancock and Schaninger, 2020). More specifically, it may use the best talent for organizational growth through grabbing the market opportunity to achieve success along with the employee effort and high degree of adaptation for the changing market trend and consumer attitude. Recognition of effort and appraisal for creativity with high salary, beyond the call of duty perks, facilitating peer to peer recognition may influence the work culture and attitude to be more productive.
It may be argued that the hybrid working model also bears some complexity in the form of team building, team collaboration, articulation of company culture, managing work stress, gender biasness, time dependency and many others which may certainly not cohorting the organizational attitude. It may sometimes witness the over working hours and less break in remote workers who are assumed to suffer in guiltiness for the flexible working time in respect to the in-office counterpart which may affect the individual physical and mental health in high dimension. Women employees are critically vulnerable to assist both the office and house responsibility together with the specific responsibility of children where most of the women employees are experiencing the structural disadvantage in relegating low status and narrow job opportunity with job insecurity (Mickey, 2019).
Health and well-being of the employee aligned with hybrid method of working
Employee health and well-being is the core area of concern for the organizations where the positive health and well-being of employees fuelled the agility in the workplace. Positive health of the employee leads to transforming and passing the work pressure in a healthy way to incorporate in daily activity for making improvement in productivity. Hybrid work culture is proposed for the safety and security of the employee which has been turbocharged due to the wide spectrum impact of the Covid-19 and repeatedly gaining confidence from the employee for the health consciousness. In addition to that, it paved the way to positively manage the working hour for balancing life and work simultaneously corresponding to physical and mental health objectives. On the contrary, the social, cognitive, psychosomatic and professional well being are gaining consciousness of the employee in a hybrid working model to ratify personal goals and objectives in a significant way. It has been noted that, the professional and social isolation as well as perceived threats in professional development negatively impacted the overall health of the employee which need to be taken care of by the organization in an effective way for better productivity and employee contribution (Charalampous et al., 2019).
It needs to mention that, absenteeism of the employee is affecting the business organization to successfully achieve the goals with increased cost along with demoralization of the employees which may affect over all business procedures in a crucial way. Physical and mental sickness, financial difficulties, lack of motivation, personal issues, conflicts within the team, incoherent nature of managers are some of the reasons behind the employee absenteeism which may disrupt the everyday work and company output (Araujo et al., 2019). The hybrid working model also not out of the process of absenteeism which is affecting the progress in business function eventually lead to massive disruption in the work structure where the leadership skills and ability might be fruitful to effectively address the employee issues. Specifically, leadership quality of technological adaptance, communication, interoperability, multi cultural competence, respect to each individual belief and habits and the frequent participation in team working and conversion may specify the cause of absenteeism to help the organization for properly utilizing the investment. On the other hand, the most common causes of absenteeism often protected by law such as marriage, vacations, death and birth of family members, delay are influencing noncompliance with working hours.
It may be stated that the employee frustration with the lack of benefits upon performance, organizational policy, job insecurity, employees changing perception of work engagement and knowledge sharing also implies in the factor of absenteeism (Ali et al., 2021). On a different note, employee wellbeing is critically related with the physical, spiritual, intellectual, social and emotional perspectives and may differ from time to time corresponding to employee expectancy and surrounding circumstances. The normal biological cycle with healthy diet and nutrition, adequate sleep along with physical response to events are equivalent for the physical well-being of an individual employee. Hopefulness, beliefs, purposeful living, faith, critical thinking, creativity and information processing contribute to the spiritual and intellectuality of the employee, interconnecting the employee with professional life more collaboratively for individual growth. Moreover, self-actualization, discipline, coping with social surroundings, response to personal urge and sense of responsibility for community and other along with the interaction within the relationship network are reflected in the social and emotional well-being. The hybrid work culture corresponds with the personal well-being seeking psychological support to carry away with the individual well-being to grow limitlessly along with organizational growth.
Work pressure, irregularity in biological cycle, social isolation and discrimination in any ground are the eventful situation to degrade the employee health and well being which may influence the negative work attitude, absenteeism and turnover. More relevantly, the long term remote working may halt the process of promotion, loosen the transparency in process control, less opportunity to innovation and reluctant communication within the teams is counted negatively for hybrid work culture. On a contradictory note, employees may enjoy health care insurance, paid leaves, improvised self-esteem, disability insurance, accident coverage, maternity, paternity and adoption leave, death and dismemberment benefits which are the advantages of the hybrid working model. In addition to that, home office constraints, inadequate tools, work uncertainty, rising conflicts among the team members, lack of collaboration in project work, lack of vision, and communication gap has a certain impact on individual well-being (Ipsen et al., 2021). It also emphasized that lack of social collaboration with the co-workers are influencing the social insecurity in the hybrid work culture which significantly causes mental illness for the employee to cooperate effectively for organizational prosperity.
Simply, it is quite difficult to fuel up new ideas, discuss the pros and cons in back and forth, sharing knowledge and negative feedback may down turn the creativity of individuals which may collectively develop the negative well-being in the employee thought process (Faulds and Raju, 2021). It may be opined that, the hybrid work culture is relevantly combined for employee health and well-being where it may run with ample of opportunity for balancing life and work and also quietly disrupting the employee well-being as compared to traditional work structure. The employee might consult with the health care professional and HRM for a routine to minimize the complexity in health and wellbeing to properly readdress the issues at different times.
Analysis the degree of discrimination in the workforce
It has been observed that, hybrid work culture is not out of the charge of discrimination where subsequent follow troughs are undertaken to understand the degree of the discrimination which leads to harming the well-being of the individual. Attitude, arrogance, and egoistic behaviour are causing the hybrid work culture to be polluted due to a lack of global mindset. The new entrants are often exposed to this vulnerability where the individual is not acknowledged with the cultural paradigm of the organization. In a broader note, the leadership quality and skills also posed a barrier for the new entrant to adopt the work culture where increased biases and inequality may create chaos in the organizational process to withhold the business objectives. Furthermore, the attentive focus on the workforce diversity is the core concept of corporate HRM policy to address the frequent discrimination in the ground of ethnicity, cultural disparity, religion, creed, race, colour and habits. The alarming issues on social movement as #Me Too, #Black Lives Matter are indicating the prevalence of harassment which may crippled the individual’s confidence even mental well-being and low performance (CIPD. 2022).
Other than that, the pay gap in the organizational hierarchy is also against the Economic Sustainability Goals (ESG) which prevents the bottom layer employees from earning a healthy livelihood compared to the payment benefit of the top layer employees. This difference also makes the individual employee disrespect to the organization and a kind of intolerance towards individual sustainability. The work-life balance of bottom layer employees is largely bounded due to the unsatisfactory payment where reports and metrics are continuously pressuring the performance of the employee for organizational growth. More specifically, the magnitude of engagement of high level managers and employees is quite low to transform a perfect visionary for the project which breaks self-confidence, individual strength and effort. The organizational approach in training and development also seeks better cooperation among the leadership and individuals to assess and perform according to the company objectives in the hybrid work model. The organizational attitudes on profit making negatively affected the society without getting support from the organization during the Covid-19 period. The health and safety guidelines remain adequate in the business firm’s of the United Kingdom (UK) which dramatically change millions of lives to withstand the severe health and economical disasters.
More concisely, UK is witnessing the inequality in a high magnitude where one third always in the support of discrimination to the fellow worker based on the individual identity which is a malign practice available in the society which needs to be eliminated for better coordination and cooperation for achieving the organizational goal conveniently. It needs to be mentioned that the lack of respect to the individual is affecting the morality, confidence, reliability, and motivation of individuals to contribute to the hybrid work culture. The maintenance of high work ethics and proper grievance address system is essential for maintaining the health and well-being of the individual in a hybrid work culture to grow and prosper in the organizational environment with securing personal as well as professional growth. On a brief note, special care to the women employees is essential for organizational value and ethics to support the growth perspective in a tangible way. The paid leave at the time of maternity leave might boost the brand value and popularity to strengthen the trust, credibility, and reliability of the employee for a better future perspective of the social aspects and job security.
On an appropriate note, family preferences are the basic need of the employee which needs to be cooperated for employee retention and performance management without any break where the leadership and management must engage with frequent communication with the employee. Leadership approach on ethical practice and employee management must be given preferences to withstand the time of medical emergency for encouraging the individual happiness according to the hybrid model of working with leave and bonuses for social and economic support. On the other hand, some employers are complaining about the remote or work from home procedure as the high distraction level due to less personal space in the home and the responsibility of children and old relatives. The office space is a relatively given comfort zone to peacefully accomplish the work and thus the hybrid work culture may be grossly adopted for different choices and benefits for lowering the level of stress with large participation. On a particular note, the high dependence on technology also makes the work structure vulnerable to cyber attack and phishing which may corrupt the existing information or damage the organizational reputation and expose the sensitive information (Kaufman et al., 2020). The dysfunction of certain tools or over inspection may mount pressure upon the employee which is a certain case of deteriorating mental health where the individual independence in completing the work is neglected.
Conclusion
From the above all discussion, finally it has been concluded that the business world is trying to be more affirm at the time of worst social, economic and environmental shifts due to the Covid-19 pandemic. The adoption of the hybrid working culture is the future solution to maintain the business goal in a competitive manner to betterment of livelihood through economic prosperity. It needs to be mentioned that, the hybrid working model is accommodating the flexible work culture for increasing productivity, better balance in life and employees growing confidence to defy any physical health complexity. On the contrary, heavy dependence on technology, lack of leadership quality and skills to manage a diverse workforce and psychological support with innovative thinking are the backdrops of the hybrid work culture. The existence of discrimination is also perceived in the hybrid work culture which is hindering the organizational growth in a projected way with lack of cooperation and collaboration from all the employees.
References
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