Lisa faces a dilemma of selecting the most appropriate approach that will enhance the productivity of the organization. One possible strategy is to implement a policy on the condensed work week. However, she can decide to conduct a workflow analysis and a job analysis. Her four years as an HR Generalist might be useful in the current position but the new position is more demanding. Lisa conducted a survey to establish why productivity has declined in the past three quarters and had all the employees undertake a survey. The results on employee climate and work life indicated that the employees were either overworked or burnt out. The employees had 200 hours of unused sick time and 400 hours of unused vacation time. Lisa should conduct a workflow analysis and a job analysis.
A workflow analysis and a job analysis will enable Lisa to determine the strengths and weaknesses of the company. It will enable her to identify any inconsistencies as well as inefficiencies that might be forcing employees not to take their leave days. It will ensure that Lisa makes appropriate changes that will reverse the trend and therefore enhance the productivity of the company (Beutell, 2010). Liza should also identify and determine the duties and requirements for each job in addition to understanding their importance. Doing so will enable her to make a judgment on the best course of action that should be taken to improve the productivity of the company.
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Company XYZ lacks an effective succession plan as shown in the case where Lisa was promoted from an HR Generalist to vice president of HR. Her education alone should not be the only consideration for promoting her to the prestigious position. Lack of a succession plan can lead to uncertainties or even chaos. Similarly, it can result in business failure in the worse case if a senior position falls vacant and there is no immediate replacement. Lack of succession planning affects the employees of a company, its clients, and the owners. The three groups need such a plan to ensure continuity and uninterrupted operations of a company. Lack of a succession plan makes them more vulnerable to the unknown which will ultimately affect the operations of a business. The company might be sold at a lower value or power struggles might ensue which will shift the focus of a business from its core activities. Employees might start leaving the company in search of other opportunities.
The plausible solution to the situation in company XYZ is a combination of job rotation, job sharing, and job enrichment. Job rotation involves the movement of employees from one job to another in the company to enhance the performance of the employees in addition to preventing boredom or even burnout. Job sharing will ensure that two employees are retained for part time for a job they used to perform individually on a fulltime basis. In job enrichment, Lisa will motivate self-driven employees through additional responsibilities especially performed by employees at a higher level. High performers, in this case, feel that the company appreciates their work and therefore are likely to improve their performance leading to enhanced productivity (Wadsworth & Facer, 2016).
The best way to gauge the feelings of the employees about telecommuting policy is through an anonymous survey. This approach ensures that the employees give out relevant and unbiased information with no fear of victimization. Similarly, the employees are aware that the information will not be used against them in any case. Similarly, they may give out more information which might be helpful in other policy works. Some of the pros and cons of a condensed work week include its ability to give employees more time to spend out of the work environment. It gives them an opportunity to work for less than five days, reducing absenteeism, giving the employees some extra free time, leads to longer working hours and enhances customer service (Dizaho, Salleh & Abdullah, 2017). It also reduces the cost of commuting and other expenses while working. A compressed work week, however, can lead to lower productivity, fatigue, additional costs like childcare for the employees. It can also lead to understaffing when more employees are not working. It can also be difficult for the company to communicate with its employees given that some are away during meetings.
Telecommuting is an appropriate technique that can promote a work-life balance. Its success, however, depends on the ability of an organization to establish a framework that promotes such arrangements. It is, therefore, necessary to understand the limitations of working from home. There should be clear guidelines and objectives that must be met by all employees (Dizaho, Salleh & Abdullah, 2017). It is necessary that employees work from the office at least once or twice each week.
References
Beutell, N. J. (2010). Work schedule, work schedule control, and satisfaction in relation to work-family conflict, work-family synergy, and domain satisfaction. Career Development International, 15(5), 501-518. http://dx.doi.org.ezproxy.trident.edu:2048/10.1108/13620431011075358
Mizuho, E. K., Salleh, R., & Abdullah, A. (2017). Achieving work-life balance through flexible work schedules and arrangements. Global Business and Management Research, 9(1), 455-465. Retrieved from https://search-proquest-com.ezproxy.trident.edu/docview/1903433226?accountid=28844
Wadsworth, L. L., & Facer, R. L. (2016). Work-family balance and alternative work schedules. Public Personnel Management, 45(4), 382-404. http://dx.doi.org.ezproxy.trident.edu:2048/10.1177/0091026016678856
