The recent job advertisements those are visible on a regular basis that shows the future of the work. As commented by, that in the past the types of job offerings that were available in the market were typists, technicians, operators and others, but the recent list has changed and the jobs that are offered in the recent time are all related to the latest technology (Goodwin & Graebe, 2017). For example, it is a common scenario that the employers are looking for a different group of people for the job. They are LAN Operators, Desktop publishers, digital phone and personal digital assistants and others. It is clear that the present workforce is not the same that used to be some years ago. This has definitely created great issues for the present organizational people to tackle the situation and come up with a different approach (Deepika & Rani, 2014). Thus, the challenges for both the employers and the human resource management have increased to a large extent.
The aim of this report is to consider the changing work pattern that has created for opportunity and challenges for the employees and the human resource. The topic selected for this report is the impact of using apps by the employees in order to maintain a work life balance. A detailed analysis of the implication of the same on the current or future leaders and managers to manage the work place shall be carried on in this report. Based on the analysis, certain recommendations can be made that would eventually help in developing better HRM policies that would support the employment in the current work place.
As commented by Shanafelt et al., (2015), creating a work life balance has become a dream for many in the recent time due to the increasing pressure of work and the benefits that work brings in terms of economy and social life. The focus on improving the lifestyle of the employees has been made not only to create a better work life balance for the employees but the intension is to improve the situation of work for them. This would improve the employee health and reduce the rate of absenteeism in the workplace (Freeburg et al., 2014). In addition to this, it is important that the employees would find some better ways to increase productivity. If the future prospects are taken into consideration, it can be said that the employees might use a number of apps that would eventually help them to improve their work life balance.
There is no doubt that the life without smart phones had ended. People cannot live without it. The smart phones are definitely the friends for the users but their usage is not limited to the calling or gaming but the same can be used to carry out variety of other options as well. In fact, these apps can eventually help to improve the work life balance of the people who are actually struggling to get one (Lyness & Judiesch, 2014). The app that would help in creating a work life balance among the people can be described here. There are apps available at the iStore that would let you know the current position of the person in terms of maintaining the work life balance. The app is named as TimeTune or the ATracker that help you to identify the need of carrying out the work life balance in life. This app shows the exact ratio of time that is needed in order to keep a balance in life. The ratio related to the time spends at work and the time that they devote for themselves (Warren, 2017).
There are stress managing apps as well that helps in monitoring, relaxing and keeping a track of the well being of the people. These tools eventually help in managing stress for the people who the app because it keeps on telling how one feels by sensing the changing activities of the person (Filimon, 2015). The Keep in touch app is another idea that helps in creating a good bonding with the people because it alerts the people who stay nearby and send them signals or messages that a known people is nearby and that one should go and visit them. This is a great application that helps in creating a good work life balance and also helps to create a bonding with others. The plan your time app has the best intension to serve to the people (Oosthuizen, Coetzee & Munro, 2016). This app keeps on remanding that one has to eat or do other things and that work is not the only thing left in their life. Therefore, it can be easily said that there are high chances that the employees would start using apps as a part of their daily routine in order to create a work life balance.
The changing intension of the people and their better approach towards creating a better work life balance has created an alarming situation for the human resource management practitioners to consider certain aspects that would help them to cope up with the changing pattern of the work and how the people are dealing with the changing pattern. In fact, as commented by Beer, Boselie and Brewster, (2015), that it shall also be the responsibility of the employers to consider the fact that there should be a work life balance for the people who work for their company. As it has been evident that the days might come when the workers would depend on the use of application for carrying out their work life balance in life, it also falls in the part of the major human resource managers to think of better ways that would help them to help the employees to maintain a work life balance (Zikic, 2015).
The HR definitely has to work differently in order to cope up with the changing pattern of work life balance because people who are working in the major firms and organizations are considering their part in creating a better work life balance for the employees. Some of the easily applicable processes that the HR can easily undertake in order to achieve these goals and aims can be stated below:
The HRM implications have to be changed because both the employees and the employers need to focus on balancing the life of the employees and at the same time gaining the productivity of the organization as well. As commented by Budhwar, Varma and Patel, (2016), one cannot be psychologically balanced if the person only has work life and no personal or family life. Therefore, in order to create a psychological balance it is important that the employees should consider the major elements that actually help to create a balance in their life. In fact, as commented by, that the women are more focused towards achieving a better work life balance than the men because women are the ones who are majorly responsible for taking care of the families and the members (Zikic, 2015). Therefore, the HR policies can be made different for the women and the men. Better opportunities can be given to women and that would also help in creating women empowerment as well.
The manager and the leaders also need to play similar crucial roles in the organization to maintain a life balance along with carrying out the work at the work place. As commented by Beer, Boselie and Brewster, (2015), that it is right that the competition in the market has increased that has automatically created the need for looking at the work perspective more than the personal life. In addition to this, when one works hard for their company or organization, they are benefitted by certain major terms. For instance, the employees get more amount of money and other health or family care related facilities. However, the managers or the higher authorities are also responsible to check out that the work that the employees do not hamper their personal lives as well. This is when their role becomes extremely important. For the same reason, the managers should also undertake detain approaches to create a better work life balance.
As it has been proposed that in the future the employees would use apps to support a work life balance, the approach that the managers and the leaders would undertake should focus on the similar approach (Goodwin & Graebe, 2017). One of the important perspectives of considering the work life balance is that work life balance is important for maintaining one’s psychological well being. Sometimes, it happens that the employees are given appraisals considering their roles and outcome of the result that they have done for the organization approach (Deepika & Rani, 2014). However, ultimately they are actually snatched out of the better work life balance that they deserve as a part of their appraisal. In such situations, the managers or the leaders could undertake certain approaches that would help them to achieve in order to maintain a work life balance.
Major approach has to be made on the fact that the employees focuses on achieving the target of the work but the managers should be responsible in considering the life activities of the employees. It has to be understood that they are the ones who are responsible for taking care of the employees and that it is on the basis of their order that the employees work (Freeburg et al., 2014). Therefore, it also falls in the implications of the managers to undertake better approach that would create better options for the employees to work for the organization and maintain a work life balance as well. The leaders should be responsible for taking care of the people who work under him because if this would not happen, there might be other situations as well that would eventually lead to the situation that would cause the employees to leave their work and there would be increasing rate of turnover. This would create more problematic situation for both the employees and the organization. Therefore, it should fall under the work responsibilities of the leaders to take care of the work life balance of the employees.
Conclusion:
The analysis made on one of the major issues of debate in the recent time, work life balance among the employees, has created a clear image that although people have become more focused towards their professional and career objectives. People are making huge contributions for the purpose of gaining a good work that would provide them all the major amenities to support a good life. However, at the same time when they are earning good amount of money and at the same time they are gaining certain advantages in their life, they are definitely losing their personal life. It would certainly create great impact on the psychology of the people because one cannot live only on the basis of the work place but people do need to have a personal life as well. It is for the same reason the importance of maintaining a work life balance is increasing. This situation has certainly created great challenges for the human resource practitioners and that they have to focus on the part of the employees to help them achieve a considerable level of work life balance.
The implications on the employers and the managers of using the apps by the employees in order to create a work life balance have been clear. Keeping this instance into consideration, a number of recommendations can be made here that would help the HR practitioners to carry out certain activities that would help in maintaining a work life balance.
References:
Beer, M., Boselie, P., & Brewster, C. (2015). Back to the future: Implications for the field of HRM of the multistakeholder perspective proposed 30 years ago. Human Resource Management, 54(3), 427-438.
Budhwar, P. S., Varma, A., & Patel, C. (2016). Convergence-divergence of HRM in the Asia-Pacific: Context-specific analysis and future research agenda. Human Resource Management Review, 26(4), 311-326.
Deepika, M., & Rani, M. M. (2014). WORK LIFE BALANCE.
Filimon, R. (2015). The impact of work life conflict on job satisfaction in the Bank Industry in Addis Ababa: focusing on selected banks in Addis Ababa (Doctoral dissertation, AAU).
Freeburg, M., LaBrozzi, R., Mamberg, M., O’Connor, E., & Wu, T. C. T. (2014). Work/Life Balance?.
Goodwin, G. C., & Graebe, S. F. (2017). Work-Life Balance. In A Doctorate and Beyond (pp. 179-185). Springer International Publishing.
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Li, S., & Nesbit, P. L. (2014). An exploration of the HRM values of Chinese managers working in Western multinational enterprises in China: Implications for HR practice. The International Journal of Human Resource Management, 25(11), 1529-1546.
Lyness, K. S., & Judiesch, M. K. (2014). Gender egalitarianism and work–life balance for managers: Multisource perspectives in 36 countries. Applied Psychology, 63(1), 96-129.
Oosthuizen, R. M., Coetzee, M., & Munro, Z. (2016). Work-life balance, job satisfaction and turnover intention amongst information technology employees.
Shanafelt, T. D., Hasan, O., Dyrbye, L. N., Sinsky, C., Satele, D., Sloan, J., & West, C. P. (2015, December). Changes in burnout and satisfaction with work-life balance in physicians and the general US working population between 2011 and 2014. In Mayo Clinic Proceedings (Vol. 90, No. 12, pp. 1600-1613). Elsevier.
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Zikic, J. (2015). Skilled migrants’ career capital as a source of competitive advantage: implications for strategic HRM. The International Journal of Human Resource Management, 26(10), 1360-1381.
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