Please enable JavaScript.
Coggle requires JavaScript to display documents.
Work-life Strategies and related government-funded programmes (Work life…
Work-life Strategies and related government-funded programmes
Work Life Harmony
Living a full life while pursuing career that a person enjoy
Work life strategies
Measures that can be put in place to help employees manage work and personal needs
Importance
Increase productivity
Reduce health related costs
Improve
Employee satisfaction
Attraction and retention of talent
Customer experience
4 steps process
Step 1: Establish the need to implement a work life strategy
Step 2: Assessing business needs and employees' work life needs
For business needs
Can be broken down according to functional and business units
For employees' needs
3 ways to find out
Workforce profiling
Employee Surveys
Focus groups
Step 3: Implement work life programmes
3 types
Flexible Work Arrangements(FWAs)
Leave benefits(LB)
Employee Support Schemes(ESS)
For implementation to be successful
Develop communication plan
Have a visible senior management support
Establish clear policies and guidelines
Step 4: Evaluate work-life programmes
2 types of data
Quantitative
Qualitative
Who is involved?
Employees
Organisation
Manager
Goverment Funding
Work-Life Grant
Flexible Work Arrangements Incentive
Flexible work arrangements applicable to government funding
Flex-time
Flexi-place
Part-time work
Others: case by case basis
Disbursements
Up to $40,000 per year over 3 years
Utilisation rate for FWAs
At least 20%
Up to $75,000 for total incentive
Up to $25,000 for annual payment
At least 30%
Up to $40,000 for annual payment
Up to $120,000 for total incentive
Requirements
Sustain the work-life practices
Appoint a work-life ambassador
Formalise 2 or more new FWAs in HR policies and communicate to employees
Should not have more than 6 in 10 employees on the same FWA type counting towards the 20% or 30% FWA utilisation requirement.
To develop better workplace cultures that support work-life harmony
Development Grant
Up to $40,000 for only one time
First $10,000
Piloting at least 2 new FWAs or substantially enhancing existing FWAs
Another $10,000
Formalise piloted FWAs into HR policies
Help to pay developmental costs
Reimbursement of expenses, can be up to $20,000
based on percentages
Up to 50% for infrastructures supporting FWAs and selected employee support schemes, such as lactation facilities.
Up to 80% for work-life training and work-life consultancy by Approved Work-Life Grant Consultants and Trainers
Requirements
Appoint a work-life ambassador from senior management
Have at least one employee to complete the work-life training course
Benefits
To reduce the cost of expenses
To support the employees
To sustain workplace friendly`