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Work-Life Balance & Strategies (Benefits of work-life balance to…
Work-Life Balance & Strategies
Definition
(Work-Life Balance)
level of prioritisation between personal and professional activities in an individual's life and the level to which activities related to their job are present in the home
Importance
Maintain mental health
Increased productivity
Ensure physical health and well being
Enjoy work and have more personal time
Benefits of work-life balance to organisations
Improved attraction and retention of talent
Raise morale
Increased productivity and shareholder value
Save on real estate and overhead expenses
Reduce health-related costs
Provide work flexibility in response to changing employee needs
Increase commitment
Combat burnout
Be an Employer of Choice
Stay ahead of competition
Improved employee engagement and satisfaction
Improved customer experience
Definition
measures and initiatives which the employer puts in place to enable employees to better manage responsibilities at work alongside their family and personal needs
Implementation process of a successful work-life balance strategy
Step 1
: Establish the need to implement/modify a Work-Life Strategy
Step 2
: Assess business needs and employees' work-life needs
Focus groups
Workforce profiling
Employee surveys
Step 3
: Implement work-life programmes
Flexible Work Arrangements (FWAs)
work arrangements where employers and employees agree to a variation from usual work arrangement
Flexi-time
Flexi-place
Flexi-load
Leave benefits
those over and above statutory requirements
can be paid or unpaid and subsumed under the annual allotment of leave schemes
Employee Support Schemes
Step 4
: Evaluate work-life programme
Quantitative
Qualitative
Work-Life Grant
Definition
provides funding and incentives for companies to offer FWAs for employees
Development Grant
helps companies take steps towards implementing FWAs and other work-life programmes, and to defray part of the costs incurred
Eligibility
Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for employees and to communicate the organisation's work-life policies to employees
Have at least one employee complete the work-life training course
FWA Incentive
encourages companies to support more employees on FWAs and to provide and sustain work-life friendly workplaces
Total incentive disbursed depends on the percentage of employees utilising the FWAs
Eligibiity
Appoint a work-life ambassador from senior management to champion a work-life friendly workplace and communicate the organisation's work-life policies to employees
Have formalised 2 or more new FWAs in HR policies and communicate them to employees
Have no more than 6 in 10 employees on the same FWA type counting towards the 20% or 30% FWA utilisation requirement
Implementation process for FWA pilots
Step 1
: Conduct needs analysis to identify
suitable FWAs that meet company's and employee's needs
Step 2
: Develop a FWA implementation plan that includes a communication plan to engage employees
Step 3
: Send at least 1 employee/employer to complete the work-life training and be trained in implementing FWAs and managing employees on FWAs
Step 4
: Pilot at least 2 new FWAs involving 10% of total workforce/minimum of 5 employees. Must be piloted for at least 3 months
Step 5
: Consult relevant stakeholders on the trial of FWAs
Step 6
: Monitor FWAs to see if they work and make suitable refinements
Application
download application form which can be found in MOM website and approach SNEF and NTUC for more information