Do you need this or any other assignment done for you from scratch?
We have qualified writers to help you.
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.
Introduction
The introduction of flexible working arrangements is not such a straightforward issue as it seems at first glance. As we are still working under the supervision of the Civil Service Bureau, it can be complicated to make such a decision without consulting it, especially within the HRM process. Another point that should be considered is the mental condition of our workers who now undergo the transition process, and none of the departments did not facilitate this process for them. Lastly, as our hospitals are funded by the government and all the provided services are free to the citizens, it is imperative not to cause any decrease in quality because of already weak reputation, as SWOT analysis demonstrates.
Flexible Working Arrangements
Applying the PESTLE framework, special attention should be paid to the legal dimension as we are governed by CSB, which implies a strict regulation on the working hours of employees. According to Promulgating Civil Service Law (2017), “normal working days, work during public holidays, timings and conditions of work of Employees, pursuant to public interest, shall be determined in accordance with a decision from the Bureau” (art. 19). Therefore, in case we approve such a decision, it should be afterward approved by the Bureau. Moreover, the situation with the Covid-19 challenges the healthcare system, and it reduces the possibility of a positive reaction from the government to any innovations.
Another vital element is the desire of employees to work in new conditions. The situation of instability and insecurity, on the one hand, does not contribute to the willingness to work the new system. However, if applying specific measures now and explaining the benefits of FWA, this idea can be greatly supported. Furthermore, the pandemic and the introduction of the hybrid regimes made such changes less radical and more appropriate in terms of the convenience of the employees (CIPD, 2021). Hence, from this point of view, it seems that with the help of media and corporate meetings that explain the essence of the flexible working arrangements, the staff reaction to these changes should be mostly positive. In addition, it could indeed help attract new talented workers and increase the satisfaction with the workplace of the current employees, which would also contribute to a better reputation, which is our weak side.
As for the costs and quality side of this system, it indeed could lead to decreased costs for the hospitals related to absenteeism. Rather than taking leave, the employees would accommodate their schedule in accordance with their personal life. Another advantage is a lower staff turnover that reduces training costs (UN, 2019). As for the quality of services, based on the evidence from CIPD (2018), it is possible to assume that flexible working is one of the key motivators to productivity at work. Still, it is essential to remember that due to the nature of the healthcare industry, some employees should always stay at their place in order to deal with some unprecedented situations.
Conclusion
To conclude, the most appropriate solution from my point of view is to accept this idea and introduce flexible working arrangements in our industry. Still, it should be instilled gradually, with a particular focus on the staff members’ reactions. Moreover, such a procedure should necessarily have the approval of the Civil Service Bureau, which should be ensured first and foremost. Otherwise, these changes can be applied after the final transition to an autonomous system.
References
CIPD. (2018). Flexible working: the business case. Web.
CIPD. (2021). Could the right to request flexible working become a day-one right?Web.
Promulgating Civil Service Law, Law Decree No. 48/2010 (2017). Web.
UN. (2019). Flexible working arrangements. In Secretary-General’s bulletin. Web.
Do you need this or any other assignment done for you from scratch?
We have qualified writers to help you.
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.