Managing Human Resource – Impacts Of Recession On Employees And Organizations

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Discuss about the Managing Human Resource.
 

The work life balance has been a widely discussed issue since decades along with the growth in working population. The employees work under extreme conditions to achieve the targets and deadlines. In such situations it becomes difficult for the employees to manage their personal life and professional lives. The report focuses on the impacts of economical crisis or recession and its effects on the employees and organizations (Hye, 2014). It is very important for the organization to retain its talented employees by providing motivation, rewards and by remarking the importance of their work.

Flexibility and work life balance was considered previously with a positive impact so as both the parties are benefited such as employees and employers (Russell, O’Connell & McGinnity, 2009). As such talent acquisition is considered as an important aspect till date so that new recruits are trained for growth and development opportunities. Now employers are finding it reluctancy for the business sectors when talent acquisition is considered in a business. Currently, employers while considering the flexibility and work life, the part time work and flexible arrangements of work is instead carried out to retain the employees and engaging them as to the best level (Pina & Rego, 2009). At this instance, some employees are carrying the activities on the next level by reducing the staff, which may lead to better opportunity and designing a complete new structure for the roles and activities undertaken for the job. New ways are carried out so that job opportunities are fulfilled and maintaining the work life of employees with a balance of work and flexibility would be preferable. There are positive and negative consequences of the flexibility concept that has been discussed and many authors have an argument at this end.

Juliet Bourke has observed the negative image about the flexibility concept that employers use these days and there is a paradigm which has constantly moved up on a different context. The concept has reshaped eventually leading an entirely new phase. The argument heads about reshaping the contextual concept at a greater level and manages to enhance the productivity at the workplace. The flexibility issues can be reduced as far as reducing the overheads which may actually boost the productivity (Thomson, 2008). The way flexibility has shifted gives a negative impact over the business and the human resource department. It has not changed for good, in fact, it may lead to a negative circumstance that cannot be handled by employees, although considering the employment opportunities in a downturn market. What the market considers flexibility is different right now, and this makes a discussion regarding the employment opportunity and working hours (Casper & Harris, 2008).

Implications of excessive working hours on performance of managers and employees

Previously the concept of flexibility was a bit different and the paradigm instantly changed up by getting fewer people at work and utilizing the best with extra working hours. This is actually an unintended consequence that has a line which has to be thought presently. There was a launch of a website that made a clear concept of how the flexibility shows up with working hours. The employees at this end may generally visualize the crisis that takes place in an economy and may mold to the flexibility with a greater opportunity in a very nasty manner. Employers may reduce the working hours as such and employees may have a benefit at this end (Russell, O’Connell & McGinnity, 2009). Even an extra workload can put the employees into a workload that may not be a convincing structure as far as positive benefits are approached for a flexible concept. Staff may face an extra workload if this is the scene that too because of other employees who have been given a freedom for flexibility at times and for some job rotations. This situation may not always be a win win situation so it doesn’t sound well when these concepts are applied till date with a negligence and an overload that faces problems and issues in an organization (Baptiste, 2008).

There are benefits that are mutually expected by both the parties and as such the horizontal and the vertical structure of the organization chart may decide to support the working culture that is prevalent in an organization. The support is expected as a flexibility of working cultures. There are new requirements as such which may be well considered at this end and this may seemingly accomodate the business requirement and shall develop the solutions for job redesigning and for flexible working structure (Expert Group Meeting, 2010). At times the economic condition may not be worth and what happens is the downturn situation that the company faces, these are the hard times that may be faced by employers and flexible working hours may work well. The demand may decrease completely opposite at this end and the overall structure might change in this response. At this end people may reduce the working hours with a technique of flexible working hours in an organization. There are comprehensive programs that are the key strategies at this end and they may work well with the employee assistance and may work well. As such employee flexibility has to develop a diverse work performance  in an adequate manner and may not face any situations that are coronary at means (Pruyne, Powell & Parsons, 2012). The adaptive strategy is a current program that organization may adopt and go well at this stage by following the business needs and goals at this end. Strong work culture maintains a good relation and employees, therefore expect a better means of job satisfaction.

Subsequent situations for flexible working hours

Implications of excessive working hours on performance of managers and employees may have a clear concept of the use of flexibility in an organization (Kelliher & Anderson, 2010). As such, there are different employees who are working in a different work culture. The policy and the rules are formed indifferent and may have a depending personality as far as tasks and responsibilities matter for an organization. There are excessive working hours situations that can eventually be divided at this end, which may lead to a subdivision of the categories (Casper & Harris, 2008). 

As such there may be extended hours per day, commute timings, overtime and extended hours with an overtime. These are the categories and they have a negative approach when employees try to understand the business strategies as such. The indications that the researchers are moving towards having the perfect data that evaluate the long working hours in an organization with the complex situation as faced by an organization (Maertz & Boyar, 2009). This may involve the risk and attribution with  the variety of factors that may help to perform the social formalities as discussed. There are indications which relate to the negative feedback as such. In this context, the sleepless nights, overtime, family responsibility has a diverse effect. At last the adverse effects such as negative consequences that may lead to fatigue and turbulences are again a poor performance activity. The pitiable performance with effect to the managers review have a positive influence that may include production and productivity level that is far better than the regular revenues. Production cost has to be controlled at a higher rate and this may lead to an alertness which has to be errors and implies importantly in an organization (Casper & Harris, 2008).

There are subsequent situations for flexible working hours which may tend to be a negative impact towards an organization. Employees feel overworked and they face the unconditional situation at large while there are ventures that have a complete different policy for overtime. Overtime may even lead to a different policy as such and this tends to work even far better than the increase in productivity this may be a positive impact for the organization at large, but not for employees as these are actually an ill effects that employees face during these circumstances. Health and family issues may overlap the situation and make things hassle with a demotivation from work and even from family (Looker, 2011). Assessment at this end is an appropriate method that may work well and manager performs his duty at this end considering the authority and responsibility. Grievance handling must be handled by managers to make employee and employer relation on a stronger basis.

Assessment and grievance handling by managers

Managers should always focus on the duties and the responsibility that might be the priority for employees and the economic imbalance as such may be reduced with a negative movement when terms of revenues are considered equivalently. The recognition and the production systems may vary as per the flexibility issues is considered. Achieving the goal is the prime responsibility of employer and employee for its organization and therefore the rules and amendments that are mentioned should always be followed as far as other duties are matter at this end. To encourage employees, managers must carry activities that may indulge the employees in employee engagement and employee involvement pattern. Finishing the work while applying the standard sets of rules is an encouragement (Jain, Giga & Cooper, 2009). There are time management techniques that may be a very useful information and a program set for employees by managers. The important and the urgent activities may be very clearly generated at this end and this may be helpful for prioritization attitude. The openness and the effective communication with employers may be a great benefit if it is provided by employers whether in horizontal or vertical organizational chart. Mutual consensus may be a useful means to employer the confidence which has to be delivered to the organization.

So, at times when the working hours are getting extended or over time may occur, the employers shall make the work culture acceptable and encourage employees by motivating them with monetary or non monetary means. This may actually serve a better option and lead to the betterment of the organization and even for employees as job satisfaction is the basic need that matters on a priority basis (Kamau, 2013). The flexibility is the key for retaining the employees. Allowing the employees to work under favorable conditions, with extended deadlines and by providing part time or home based work would help the organizations to survive during the financial crisis. Also it has been witnessed that flexibility has considered as a negative aspect in some situations where the economic crisis results in heavy pressure on the employees. Thus the overall aim is to find effective measures to utilize economic downfall as a positive aspect (Guest, 2002).

Economic downturn is a slowdown in economic activities resulting in elevated unemployment, falling of shares and declining investments (Kossek, Kalliath & Kalliath, 2012). The downturn has vast impacts on the working structure of any organization. Organizations try to maximize the efforts to provide work – life balance and job flexibility to the employees for a balanced life, but the economic downturn destroys the complete cycle the organizations follow. Due to the recession periods, the employees, management and overall market suffer. In a scenario where it becomes difficult to maintain the work-life balance in regular basis, it becomes even more difficult when the economic downturn hits the market.

Different organizations understand the requirement and importance of its employees and try various measures to retain its employees. Various changes in the working structure like providing part time work, flexible working hours, reduction in working days of a week etc are proposed. The economic downturn is a traumatic phase for both, the organizations and the employees. The adverse effects of the economic downturn can however be reduced by planning, analyzing and monitoring the business. Economic downturn can be considered as both a negative as well a positive aspect for employees (Azeem & Akhtar, 2014). Though it is witnessed that organizations let the employees to cut back the flexibility in working hours yet it brings out the positive side as the employees are provided with flexible timings, to work from home or work part time without any loss of pay.

An important aspect that the employers can consider to manage the economic downturn is to provide flexibility to the employees. For the employers, it is very important to retain their employees in the company by providing strong reasons (Dissanaya & Hussain, 2013). If the employees cooperate with the organization, the effects of recession could be neglected or at least reduced. The employers can provide the options of working from home, working part time, or reducing the deadlines and providing flexible hours to complete the work. Due to this the employees would be able to balance their household matters as well the work matters. The Human Resource department plays a very significant role in managing the employees work life balance during recessions and financial crisis (Casper & Harris, 2008). The strategic involvement of human resource in managing the downturns is very important for the organization as if the companies do no put efforts on attracting and retaining the talented employees, they may face tough consequences (Dissanaya & Hussain, 2013). The ongoing recruitment of the organization should be stopped for the downturn period while the emphasis should be done on the current employees of the company. Also the employers should constantly motivate the employees, offer challenging and knowledgeable assignments, making the employers understand their importance and significance in the job and reward the employees for the work they do (Kelliher, 2005).

It is a big challenge for the employers to manage and retain the talents of the company during recessions. Also cost minimization has to be considered while managing the employees. Reduction can be done in incentives and focus on improvement in the quality can be practiced. Employee recognition programs can be undertaken to make the employees comprehend the importance and value of their work.  Also redeployment can be used to improve the efficiency of the employees. Instead of removing the employees of the company, the employers may focus of identifying the area of expertise and redeploy the employees (Casper & Harris, 2008). Communication plays a key role to make the employees understand the situation and work in accordance with the situation considering the positive aspects. Having a longer or broader vision for the situation would help both, the organization and the employees as well. The current downturn may result into future profits and benefits. A motivator approach towards downturn can lead into the inspiration for the employees and enthusiasm to enjoy the work life balance with satisfactory pays.

Conclusion:

Thus, it can be concluded that work-life balance plays an essential role in any organization or employee’s life. If both the aspects are considered and fulfilled, it would lead into quality work and satisfactory results. Flexibility term can be used to improve the work life balance by providing free and suitable conditions for work like part time jobs, home based work and flexible timings which does not have pressurized environment and deadlines to fulfill. 

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