What Is a Work-Life Balance Program?

Work & Life Balance In addition to working professional lives, employees in an organization are also experiencing family life. The family has great significance for the employees themselves, and it also has many impacts on professional life. The impact of potential conflicts between work and family on professional life even exceeds the impact of personal development goals on occupation.

Work-life balance

Work & Life Balance In addition to working professional lives, employees in an organization are also experiencing family life. The family has great significance for the employees themselves, and it also has many impacts on professional life. The impact of potential conflicts between work and family on professional life even exceeds the impact of personal development goals on occupation.

Chinese name

Work-life balance

Foreign name

Work & Life Balance

Nature

Organization Association

Alias

Work-family balance plan

Work-life balance, also known as work-family balance plan, refers to a plan for organizations to help employees recognize and correctly view the relationship between family and work, reconcile occupation and family conflicts, and alleviate the pressure on employees due to imbalances between work and family. In general, the main problems for single adults are finding a spouse and deciding whether to marry and form a family. In the early stages of marriage, a long-term commitment to adapt to their lives, decide whether or not to have children, and make family and financial requirements becomes a priority. After the child is born, experience the experience of being a parent, and shouldering the responsibility of raising and educating the child becomes the first task. When their children are adults, they not only have to adapt to empty-nest life, but also start to provide food and clothing and financial care for their parents. Some of these pressures will affect employees 'work mood and energy distribution, while others will form strong professional needs and work motivation, and ultimately affect employees' participation in the work. The main measures to develop an effective work-family balance plan include: providing employees with consulting services on family problems and stress relief, creating opportunities for visits or networking to promote mutual understanding and understanding at home and work, extending some benefits to the scope of employees' families to Share employees' family pressures, factor family factors into consideration for promotion or job transition constraints, and design family-friendly

In Western countries, it is adopted for female employees who have outstanding talents and have the task of raising children.

Companies should adopt a work-life balance policy, as this policy can bring many benefits. For example, improving work efficiency, attracting talent, reducing turnover, and

Organizations are taking steps to help their employees achieve a better work / life balance. But it's important to note that supporting employees and their families is not why many employers take steps to work / life balance. The Families and Work Institute found that 47% of organizations support work / life balance programs to improve employee retention and recruitment levels, and 25% of organizations support these measures in the hope of increasing productivity and employee dedication. However, 39% of organizations report that they do mention measures to support their employees and their families on work / life issues. In essence,

Designing better work / life balance benefits is

With the changing demographics of the workplace, the increase in working hours and the general dissatisfaction of employees about their work, it is not surprising that human resources experts said that recruiting and retaining employees was the biggest challenge in 2005. Taking steps to create a better work / life balance in your organization is a way for human resources experts to seek out and ensure the success of your organization. Because each company's culture is different, HR professionals should decide what is the best way to introduce work / life balance programs to their senior executives. One strategy that can be particularly helpful is to recommend work / life balance programs as a way to increase organizational productivity, not just as "goodies" for employees. The previous approach was to recommend HR specialists and work / life balance as solutions to productivity issuesan important business concern. In addition, unlike adding other benefits, such as better health care or increasing the number of vacation days, this benefit usually does not require companies to invest in extra-budgetary expenditures.

To maintain a work / life balance plan and gain support within the organization, it is important to track the impact of the plan and demonstrate the business value of these measures. The way to do this is to count the numbers before and after implementing the work / life balance plan.

For many people, enjoying life at work is very important. But 2003 was not a good year for many Americans. Many employers 'cancellation of employees' leave and promotion of their work requirements have affected the personal and family life of employees.

With the dawn of the economic recovery on the horizon, the rebound in the workplace still looks far in the future. But signs of hope remain. Here are some analyses of work / life balance in the American workplace in 2004:

There are many signs that people in the workplace, especially high-end people, have been in a poor working and living state for a period of time. Increasing workload and noisy layoffs have spurred many people

Whether the balance between work and life of a professional exists and whether it is possible to achieve it is the key to our discussion of this issue. First of all, I will give several assumptions.

Premise

1. People are inert. That is, everyone is not a "workaholic". Everyone is willing to pursue a comfortable life. Life is valuable to individuals. If we insist that people are just a machine that hopes they can give up their lives and continue to work, then this balance is worthless.

2. Man is a rational person. Everyone can make his own evaluation of personal interests in work and life, and discern the magnitude of their effectiveness.

3. Utility is transferable. That is, an individual's lost utility due to reduced working hours can be compensated by the utility in life.

4. The individual's evaluation of the effectiveness of work and life is fixed for a certain period of time. The personal choice of work and life is phased, which is related to his age group and what he has achieved so far.

Thomas. Tripp is a manager of a Chicago bank. He quit his job last month. Because long-term work stress has threatened his health. In the past, Tripp loved his job very much, but the reduction of corporate expenses and layoffs affected the entire working atmosphere. Managers are beginning to limit their lunch time and work on weekends and evenings. When colleagues around him were laid off, his blood pressure began to rise. In the end he made the decision to leave and became a teacher in New Zealand, where his wife was born. Tripp didn't leave the bank for long, but his blood pressure has returned to normal and he feels very good. "Although the salary in the past was much higher than it is now, I don't want to drive Ferrari to death." He said.

Working from home: With the development of wireless technology, working from home is no longer out of reach. The number of people working from home is expected to increase by 9 million next year in the United States, about double the current number of people working from home. Relevant sources said that working from home can more effectively promote family harmony.

Newer competition models and competitors will appear in the selection of 'Best Employer'. The American Psychological Association plans to hold a nationwide "Mental Health Workplace Selection" in 2004. The selection will involve the personal development and health of employees , Security, and family benefits.