Applying HRD Fundamentals for a Successful WLB Strategy

www.buildingbsolutions.comScottsdale, AZ 2008

Session W107Applying HRD Fundamentals

for a Successful Work Life Balance Strategy

Michelle Sterling

building b solutions

Scottsdale, Arizona

June 4, 2008


Applying HRD Fundamentals for aSuccessful Work Life Balance Strategy

• Create a blueprint for a relevant work life balance curriculum that produces measurable results

• Leverage the appropriate organizational partnerships to identify needs, determine objectives, develop content, and measure success

Objectives


Australia

• 75% satisfied…but more “feel anxious”• WorkChoices• Australian Work + Life Index (AWALI)



United Kingdom

“Work and Life: How Business is Striking the Right Balance” by the British Chambers of Commerce



Europe

“The Future of HR in Europe: Key Challenges Through 2015” by the Boston Consulting Group, SHRM, and the European Association for Personnel Management found “managing talent” to be the most critical challenge.



Asia

• Hong Kong culture and lifestyle• India’s reverse brain drain



North America

• ConAgra foods national survey• Canada’s “Blackberry Blackout”



Human Resource Development (HRD) is defined as the integrated use of:• training and development• organizational development• career development

To improve the performance of the:• individual• group• organization



3 Key HRD processes for improved performance:

• conduct needs assessments

• identify objectives

• define evaluation criteria



The Business Case for Work Life Balance

Absenteeism

Recruitment and Retention

Productivity

Employee Engagement


1

2

3

4


Make your business case a business imperative:

• Link to organizationalorganizational goals and objectives

• Consider tangibletangible and intangibleintangible benefits

• Design to meet real real needs

• Identify accountabilityaccountability measures




Five categories of work life balance programs:

• Reducing work time• Health and wellness • Flexible working arrangements• Employee and family support • Leave and benefit options


Reducing Work Time

Limiting the amount of hours per week spent at work or on work-related activities

• Limit overtime• Provide comptime

• Proactive intervention • DDD policy

.



Flexible Working ArrangementsAllowing employees to have greater scheduling freedom in how they fulfill the obligations of their positions.

• Flextime• Telecommuting• Compressed work week• Part-time work

• ROWE• Lifecycle phases• Job sharing



Leave and Benefit Options

Providing employee plans and policies that cover items such as health care, insurance, and time away from work to use for personal or family reasons that go beyond legal requirements.

• Vacation days• Sick Leave

• Sabbaticals• Duvet days• Mandated vacation



Employee and Family Support

Providing support for employees and their families in their roles and responsibilities outside of work.

• Dependent care• EAPs• Day cares

• Concierge services• Life maintenance services



Health and Wellness

Offering encouragement and opportunities for employees to protect their health and overall well-being.

• Smoking cessation• Health management• Workout facilities/gym memberships• Subsidized healthy meal choices

• Wellness centers with yoga and meditation• Dual purpose learning



Activity

• Inventory your organization’s current work/life balance initiatives

• Identify strengths and opportunities

• Discuss:– What programs do you have that are successful?– What areas need work?– How clear are your program objectives?– How are you evaluating their effectiveness?



3 Key Questions

Does it matter?

Does it require employees to apply new KSAs?

How will you know it’s successful?



Activity

• Pick one current or proposed initiative

• Answer the 3 key questions for that initiative

• Discuss:– What information is available to help you determine if it

matters?– Are there any KSAs that need to be addressed? What

SMEs can you leverage to help with that?– What are your success factors? Is there data already

available that you can use to benchmark against?


Applying HRD Fundamentals for a Successful WLB Strategy

Economy & Finance

Transcript of Applying HRD Fundamentals for a Successful WLB Strategy