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14 th May 2008

Flexible working: leadership in managing work/life balance Martina Platts Partner Human Capital Management Global Business Services. 14 th May 2008. The drive for flexibility and work/life balance. social and demographic factors environmental factors

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14 th May 2008

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  1. Flexible working: leadership in managing work/life balanceMartina Platts Partner Human Capital ManagementGlobal Business Services 14th May 2008

  2. The drive for flexibility and work/life balance • social and demographic factors • environmental factors • need for efficiency and cost reductions • substantial improvement in enabling technologies and infrastructure • changing nature of work (for knowledge workers)

  3. IBM… the move to a “New Normal” Integrated, variable global teams collaborating remotely across geographies and time zones Explosive expansion of work at home, mobile and client location workforce Low cost technology driving 24/7/365 culture Evolving family and social structures

  4. Work/life integration ….Transforming “work/life balance” into “work/life integration” • Training & Support • Managers • Employees • POWR tool • Flexible Culture • Work Schedules • Work Location • Culture • Collaboration Tools: • Instant messaging • “Jams” • “Wiki’s”/Portals, • Social Networks, Virtual Worlds • Second Life • Global Work /Life Fund • $50 Million • Dependent care programmes • Global Survey • How are we doing?

  5. Insights into the flexible working experience: • Key challenges for remote workers: • Difficult to communicate and collaborate effectively • Disconnected from informal networks • Need reliable, easy-to-use technology • Need support in balancingdemands of work and home life • Recommendations • Outcome-based performance measurement system • Improve the reliability and functionality of mobile technology • Ensure employees and managers have appropriate skills and capabilities to work in a mobile environment • Provide visible corporate and managerial support

  6. Kent County Council: engaging flexible workers Two day on-line event engaging support staff, inc remote staff Ideas exchanged about internal culture, ways of working and service improvement Participation was higher than usual physical seminar Delivered broader, cross-organisational collaboration Many suggestions fed into Council Initiatives CEO comment.. “Ideation illustrates that when the corporate support functions within the council join up, the outcome can be very powerful indeed….” “An Innovative, thought-provoking “ideation” (ideas generation) event.”

  7. The “Carbon trade off” between home working and commuting Investigating balance between office based and home based, flexible working Modelled different home v commute scenarios Identified significant seasonal differences A light, radio and wireless router have same net environmental impact as “significant” public transport travel distance ……but…… For majority of home-workers there is a lower carbon impact …at least outside the “winter” months. (Nov to Feb.) Defra:

  8. Flexible working: work/life balance in summary Why it matters…. • Critical to attract and retain top talent in the 24/7/365 world • Expectations of “next generation” talent • Increases efficiency, reduces costs • Reduces environmental impacts • Source of competitive advantage Think Smarter, Work Smarter………. Work/life integration

  9. Further information: • martina.platts@uk.ibm.com • ibm.com/gbs/uk/ • http://www-935.ibm.com/services/uk/bcs/html/bcs_hcm.html

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