Includes Flexible work arrangements, types & benefits of flextime, obstacles, steps to overcome obstacles etc

1. Guide - Mrs. Jyothi Singh
Presentation by- Archana Hegde
Dept. of Management Studies
M S Ramaiah Institute of Technology,
Bengaluru
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2. CONTENTS
Flexible Work Arrangements
Flextime
Types of Flextime
Flextime Schedule
Benefits of Flextime
Companies adapted Flextime
Obstacles
Steps to overcome obstacles
Conclusion
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3. Common flexible work
arrangements
Flexible work
arrangements
Compressed
Work Week
Job
Sharing
Flextime
Telecommut
-ing
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4. What is Flextime?
A work schedule with variable
starting and ending times, within
limits set by one’s manager.
Employees still work the same
number of scheduled hours as they
would under a traditional
arrangement. (7 am-3pm or 10 am-
6pm)
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5. HISTORY
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Haller founded a company in the UK in 1971
and registered the trademark "Flextime", the mark
remains the property of that company's successor
HFX Ltd.

6. Traditional Working Hours
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7. 7

8. Types of Flextime
• Staggered hours within a fixed schedule: (e.g.,
Monday–Friday,7–7).
• Core hours within a variable schedule: (e.g., set
coverage 10–2 everyday, but the other four
hours per day vary)
• Variable day: (e.g., Monday-Wednesday 10
hours, Thursday - Friday 5 hours)
• Mid-Day flextime: (e.g., work 8–12; break 12–
2;work 2–6).
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9. How is a flextime schedule created?
Develop a plan
Develop selection criteria
Submit a written request
Communicate and decide
Document 9
http://www.workforce.com/article
s/sample-flextime-policy

10. Benefits of Flextime
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• Offers a no-cost or low-cost initiative
with high ROI
• Reduces unplanned absenteeism
• Enhances reputation as an employer of
choice
Employer
benefits
• Increases job satisfaction, loyalty and
engagement
• Improves productivity and performance
• Lowers stress and health care costs
Employee
benefits

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12. STATISTICS
SOURCE-
Flexible Work Arrangements:
A Strategic Business Imperative in Any Economy
BY- Judi C. Casey, Work and Family Research Network Boston College
• 96% report that flexibility influences their decision to stay at the
company; 73% say that flexibility is “very important” in that
decision, and 23% say that it’s “somewhat important.”
• Employees who use flexible work arrangements scored, on average,
30% lower on stress and burnout.
• Bank branches with flexible work arrangements had attrition rates
50% lower than other branches.
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13. Flextime adapted companies
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14. General obstacles
• Nature of work
• Managers perceptions and abilities
• Understaffing
• Difficulty in arranging meetings, projects etc.
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15. Overcoming the obstacles
Effective steps to reduce obstacles at your organization:
• Train managers and co-workers about how flexibility can help them to
achieve their business goals
• Train managers and co-workers about how to implement and sustain
FWA
• Encourage communication about how work will get done and the
“rules of the game”
• Use evaluation to demonstrate impacts, make improvements and re-
measure
• Make managers accountable for creating a work environment where
employees can thrive at work or home.
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16. Conclusion
• Flextime can help you to achieve your business goals
• Flextime offer a wide range of business benefits
• Flextime provide an alternative to layoffs
• Research data documents the significant ROI of FWA
• Obstacles exist but can be overcome
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Yes, Flextime is working relevant today.**

17. Bibliography
• Flexible Work Arrangements:
A Strategic Business Imperative in Any Economy
BY- Judi C. Casey, Work and Family Research Network Boston College
• Times of India Article - http://timesofindia.indiatimes.com
• KMC Solutions- http://kmcsolutions.us
• Money - Fax- http://money-fax.com
• University of Technology Sydney -
http://www.hru.uts.edu.au/conditions/hours/support/flexible.
html
• Dublin City University-
http://www.dcu.ie/hr/FlexitimeRulesDec05.pdf 17

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