Assignment Sample on P31796 Resourcing and Talent Management
Introduction
This is an essay that will discuss the advantages and disadvantages of a hybrid working environment along with an idealization of health as well as the wellbeing of the employees in an organization. Hybrid working has been showcased as significant shift of work culture with new associated practices and policies by the organization based on employee’s flexibility (cipd.co.uk, 2022). With reference to the context of hybrid working advantages, it has been notified that the employees in hybrid working showcase an emphasis on productivity and reduced operational costs. Based on the opinion of Zhang et al. (2020) it has been objectified that since the pandemic, the hybrid working environment has been idealize as a safe and smart working environment where the environment has been objectified with the employee’s activities on each stage for productivity. Argumentatively, the idealization of health and wellbeing of an employee in an organization has been objectified with specific regulation of laws for the idealization of corporate goals where safety has become the default principle globally (Radonić et al. 2021).
In conception to the disadvantages of hybrid working environment, it has been objectified that the essence of hybrid working has increased the facets of employee’s isolation. However, it has also been notified that the engagement of employees in the hybrid working environment has been idealized with faucets of diminished face-to-face communication. Moreover, the idealization of the two authors has ideally argued the positive and negative facets of the hybrid working environment of an employee in an organization in order to highlight the conceptualization of the health and wellbeing of an employee (global-integration.com 2022). On contrary to the above context of hybrid working, it has been objectified that the presence of hybrid working in an organization has been idealized with a requirement of technological improvements in order to enhance the facets of traditional workplace challenges of spatial distance maintaining (Radonić et al. 2021).
Main body
Hybrid working has been considered to be beneficial for much organization as an effective employee engagement with a concept of working in virtual community (Adisa et al. 2021).
Hybrid work has different modes, such as offline services that are serving to another site or online that is remote service from the home of the employers and they are supposed to choose different times such as morning or evening (Guo et al. 2018). It has been objectified that the involvement of an efficient hybrid working model can enhance the facets of employee’s retention in an organization. In conception to the following example of hybrid work, it has been objectified that the model of Split-week has identified with the involvement of two scheduled hybrid working options for the employees for flexible working on remotely and on-site as well (shrm.org, 2022). As per the view of Crozier et al. (2019), the pressure of the hybrid workers depends upon the organizational shifts and the model of the workforce.
Hybrid working needs collaboration among the employees and the management of the organization to serve better. As cited by Guo et al. (2018), around 95% of the employees have served from home every day, and the leadership management and team meetings have been done through online mode. Employee prioritization is a must-needed aspect to be focused and the employees who are serving from their home must be supplied the required items for their job. As remote jobs are supposed to hold cyber security issues, the company must secure their data and enhance the budget for “Cyber Security expenditure” (Xin et al. 2018). It has been observed that various hybrid jobs have been done by the remote workers and that has been marked safe for the pandemic situation.
The idealization of the above example model has fascinated the aspects of work-life balance of an employee where the model satisfies the facet of split working activities in an organization. Based on the specific survey of workplace analytics globally, it has been notified that maximum amount of the employees feel happy and glad due to the involvement of an efficient hybrid working mode. As per the words of “Chartered Institute of Personnel and Development (CIPD)” hybrid working must need different shifts as per the convenience of the employees to better serve the organization. As discussed by Lahti and Nenonen (2021), organizations sometimes face difficulty during hiring employees as the efficiency of the employees is not properly assessed online. With reference to the following context, it has been objectified that the involvement of the split week model in an organization assists in creating an efficient face-to-face meeting without any disruptions. The hybrid workers of health and wellbeing sectors had become the major frontlines during the pandemic situation who selflessly served to the patients.
On the other side, the actual cost of operating flexible working operations under the split-week model is highly expensive which lacks the facets of effective interactions between the inter teams of an organization (shrm.org, 2022). Furthermore, the context of a hybrid working environment has been identified with an idealization of specific benefits of minimizing social isolation along with the conceptualization of enhanced work-life balance. As per the words of Alexander et al. (2021), during the pandemic, the hybrid workers had increased their productivity more than before and also increased their period of service. It has been idealized that the essence of social isolation has been idealized with the facets of long-lasting implications on employees’ health and wellbeing. According to the initial research of hybrid working environment, it has been notified that maximum percentage of the employees are idealized with lower satisfaction of life where the employees are showcased with long hours of working due to hybrid working environment (Charalampous et al. 2019). On contrary to the above facts, it has been notified that the positive impact of hybrid working environment has been idealized with less committing of employees to the public transport.
With reference to the following context, it has been stated that the involvement of hybrid working in an organization has allowed the employees to minimize maximum time commuting to the public transport. It has been notified that the idealization of an average-salaried American worker used to waste maximum time by stuck in traffic where the symptoms’ of stress-related issues along with respiratory problems are noticed due to the pollutions which causes serious of the mental and physical well-being. The leaders who are entitled to the management of the Work from home (WFH) employees must acquire the knowledge of great collaboration. As cited by Bosua et al. (2017), these aspects include the connectivity among the employees. Based on the above-stated disadvantage of a hybrid working environment, it has been objectified that it has created a negative aspect to the employee and organizations as well. From time to time the challenge faced by the employees rectifies the work ethics of the organization. Digitalization has improved the skills related to technologies among the hybrid workers and the “workforce analytic tools” such as Microsoft teams are required to be upgraded regularly (Hancock and Schaninger, 2020). Digitalization has also improved the digital experience and employee success has been boosted.
In this context, this is needed to develop the technology-related infrastructure better to secure the confidential information of the organizations. As per the words of Harney et al. (2018), another impact of hybrid working has been the immense workload on the employees that leads to different illnesses and lower back pain is one of the major ones from them. It has been idealized that the essence of a hybrid workplace has increased the facets of cyber risks. Cyber-attacks along with other critical problems of data loss are idealized among the employees due to the frequent changes of locations in hybrid working and communicating environment (right-hand.ai, 2022). Another classic example of the hybrid workplace model has been highlighted with an idealization of the week-by-week model where the objectification of specific tasks and work is assigned specifically to the group of employees on a specific week for completion. It has been notified that the involvement of the week-by-week model has been effective and flexible for the employees who allow them to switch with other employees in a respective work on a specific week after the selection of employees for the specific task.
The idealization of the above model has been objectified as satisfactory for the employees for solving unprecedented issues of specific assignments or tasks in both the way of working remotely and on-site. In conception to the positive facets of hybrid working environment, it has been notified that working from home has been identified with specific benefits as a facet of positive impact on the employees. It has been notified that a hybrid workplace has showcased the essence of the WFH environment which has been determined with effective opportunities for building an effective and efficient team. Based on the anticipation of the Harvard business review, it has been notified that a hybrid workplace by an organization offers cultural space to the employees that enable the facts of learning and development along with team building as well as collaboration (shrm.org, 2022). However, the conception on health and wellbeing of an employee, it has been idealized that the positive side of the hybrid workplace offers the employees a healthier and happy life. It has been notified that the involvement of statistical report has highlighted an astonishing fact where the employees have stated their perceptions on high employee retention due to the involvement hybrid workplace
Moreover, an employee subjected to a WFH environment has been idealized with a positive impact on the facets of health and well-being where employees have more time for doing physical activities. With reference to the following context, it has been identified that the organizations are exclusively addressing the facets of health and wellbeing of employees where the idealization of effective hybrid workplace models has allowed them to eat and live a healthy life with the creation of work-life balance. “Effective space management” had a great impact during the time of COVID-19 curbs that are supposed to maintain a safe distance among the employees. However, the objectification of negative aspects has also been idealized in a hybrid workplace which has showcased the technology disruptions along with poor performances of the networks has created a drastic effect on the employees as well as organization. As argued by Nielsen et al. (2017), the health workers have also served in times of emergency regardless of the work pressure that has been appraised by the governments of all the countries. During the period of lockdown, cooperation among the patients and the frontline workers improved the relationship between them.
“More engagement in the workplace” results in more flexibility in the workplaces of the employees. The hybrid workers have been seen to be more satisfied in their work as compared to the other workers due to refreshment in between their duty shifts. These employees can maintain a proper balance among the work activities, workloads, and satisfaction towards their work. As argued by Pollock et al. (2020), around 52% of employees were looking for new opportunities in their job thus wished to leave their previous job.
“Improvement of company culture” has been the most imperative impact as the advantage of the healthcare and well-being employees had shown improvement in their services (Ford et al., 2021). As argued by Veld and Alfes (2017), hybrid works facilitate their employees with several environments that remove monotony from their work routine and they get involved in different works that is why they produce effective results. However, the hybrid workers of different industries had faced severe challenges in their work places due to the severity of the pandemic. As they had to work as a frontline worker, they need to serve the COVID-19 patients very closely and many of them got affected from the virus. In the healthcare and well-being sectors, the hybrid employees are shifted in different departments and with rotational shifts. This removes mental stress from their work routine and they serve better to the patients.
It has been objectified that 35% of the employees are idealized with a negative impact on health and well-being due to the involvement of technology disruptions due to network failures. 31% has been highlighted with an idealization of poor performances in collaborations and inter tea relationships (computerweekly.com, 2022). This flexibility in the online services sometimes causes physical harm to the employees as continuous working in front of computers causes several difficulties such as headache, eye problems, and back pains. As argued by Von et al. (2017), “Remote employees are supposed to be at a disadvantage” as they are allocated with the extra workload that can lead to depression of the workers. Although, the monotonous structure of their work and the extended time of their service caused mental health issues such as depression for the hybrid workers of health and wellbeing sectors.
“The workplace may feel dull” and this possesses disadvantage for the hybrid workers of healthcare and well-being departments (Rojas‐García et al. 2018). Monotonous schedules in-service cause mental depression and delay in completion of work within deadlines. Another aspect regarding this issue is the dull co-workers who are not as experienced and professional towards their work as a result of hazardous situations taking place among the colleagues and the team leaders. As argued by Maben et al. (2018), the hospital authorities had to attend their work regularly and they got a few leaves during the pandemic. This causes a monotonous effect on their work and sometimes delays in the services and unpleasant situations in the workplaces. The leaders of the healthcare organizations are needed to be more specific about the job allotment and duty shift of such workers.
“People may struggle to know who’s on-site and when” and is supposed to cause unnecessary confusion in the workplace. This issue also results in frustration and miscommunication among the hybrid employees. As argued by Loon et al. (2019), the workplaces, which do not prepare proper planning and work ethics as per the employees, hired then hazard in the work completion is supposed to take place. This phenomenon resulted in increased pressure for the flexible workers for the health care benefits along with wellbeing. In the healthcare and well-being departments also, similar phenomena cause delays in the treatment of patients and sometimes-extra work pressure causes difficulty for the doctors (Galbraith et al. 2021). On the other side, the involvement of a hybrid-working environment has been highlighted with the aspects of employees’ performance improvements on specific aspects of an organization such as client or customer satisfaction, employee engagement. In accordance to the following context, it has been observed that maxim rate of the employees are idealized for the enhancement of customer satisfaction whereas minimum rate of the employees are objectified with an effective employee engagement (Zasa et al. 2020). On contrary to the above facts of the hybrid workplace, it has also been showcased as a negative facet that the employees who are subjected to remote and on-site working are idealized with the crucial issue of maintaining an efficient and productive routine in order to satisfy the facts of health and well-being. In conception to the following, it has been stated that the efficient leaders in an organization are responsible for providing a satisfactory work-life balance, which holds effective communication along with healthy and happier life. An idealization of new challenges with new habits has been objectified as critical for the employees where the idealization of power naps has been highlighted as a positive impact on the employee in order to concern the facets of burnout in the workplace (blog.jostle.me, 2022). With reference to the context of negative facets, it has been showcased that the objectification of visibility of end-to-end along with the idealization of cyber security has been channelized as a core issue in the hybrid workplace. Based on a survey, it has been objectified that 57% of the employees are idealized with critical challenges of cyber security and visibility gaining (computerweekly.com, 2022).
As cited by Peccei and Van (2019), job satisfaction is a much-needed quality that every employee, especially the hybrid healthcare and well-being employees must inherit from the success of their work and day by day improvement.
There is evidence that conveying favorable attitudes in job places provides favorable results and mental readiness for the next job. There has been a relationship between work satisfaction and the employees where incentives are directly proportional to job satisfaction. Job satisfaction comes with employee management and proper leadership that lead to a systematic sequence of every job allocated to the employees. As described by Windle et al. (2018), the managers’ autonomy leads to more satisfaction for the employees that helps in the betterment of their work quality. Job satisfaction makes better understanding among the managers and the employees that helps to enhance the popularity of the organization (wrike.com 2022).
The study is based on the hybrid workers’ efficiency and a critical evaluation of the advantages and disadvantages of hybrid working for the health and well-being of employees has been given (Kowalski and Loretto, 2017). As per the assessment of Veronese et al. (2017), it has been suggested that the work frame must be aware of the COVID-19 protocols and the employees must follow the rules and regulations as per the guidelines of hybrid working. It has been recommended that the working shifts must be shuffled among all the employees so that the excessive work pressure does not harm the psychological balance of any employee.
Conclusion
Hybrid Working is a framework where employees are responsible for serving their work with flexibility. The hybrid work in healthcare and well-being conveys flexibility in the service of the healthcare department. During COVID-19, the hybrid workers have served selflessly in the healthcare departments that have helped many people to get well from their contaminated condition. In this study, the concept of Hybrid working has been furnished briefly and the effect of the healthcare department on the well-being of people has been discussed. The impact of hybrid working for the health and well-being of employees has been described based on various healthcare departments. The aspect of mental health for healthcare and well-being has also been described in the study. A critical evaluation has been given on the advantages and disadvantages of hybrid working for the health and well-being of employees.
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