Flexible Working and Diversity: Role of Human Resource in Encouraging Diversity

This article discusses the concept of flexible working and its benefits and drawbacks in terms of diversity and inclusion. It also determines the role of human resource in encouraging diversity by including flexitime. The article analyzes the favorable study of flexible working in link of diversity and including at workplace and determines the negative points related with the flexible hours in connection of insimilarity at workplace. The subject is people management and the course code is not mentioned.

People Assessment 1

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Analyse the favourable study of flexible working in link of diversity and including at
workplace and determine the role of human a resource in encouraging diversity by
including flexitime ...............................................................................................................2
Advantages for Tesco, In terms of diversity and inclusion -.............................................3
Determine the negative points related with the flexible hours in connection of insimilarity
at workplace and determine the role of people management that may arise from flexible
operations...............................................................................................................................4
CONCLUSION................................................................................................................................6
References:.......................................................................................................................................6

INTRODUCTION
People management is a broad notion that encompasses what it means to develop, manage,
resolve issues, and raise the employee side of a company. These abilities range from the ability
to arbitrate interpersonal issues among team members to the ability to create an exceptional
performance management policy for a company. It differs from performance management in that
it considers more than the activity of employees and focuses on their health and safety
(Helgadóttir, 2018). While it is a continuous process of setting and evaluating worker progress in
comparison to setting goals, it is all about helping workers to resolve difficulties and engage
impressively with other team members. Tesco is the subject of this report, which is in the retail
industry. It was established by jack Cohen. It is a store that sells household items. On the basis of
organisation, the paper will discuss the concept of flexible working and its benefits and
drawbacks.
MAIN BODY
Employees that work in a flexible environment have the freedom to decide when they start
work, where they work and when they stop working. The thought is to assist and run work-life
equilibrium, with the remuneration of being less stress and increased overall job satisfaction.
Certain individuals, for example, refrain from using their, which might be seen as operations
affecting family responsibilities and operations affecting job responsibilities. It can also help
persons with health problems or who are responsible for providing acute care. It is also known as
flex time or flexitime, and it refers to a non-conventional operating arrangement that takes into
account a specific personal requirement, and is frequently used to analyse any operations events
other than regular working hours. Some organisations in the United Kingdom are required by
law to provide flexible working arrangements. In 2003, parents with children under the age of six
and parents of disabled children under the age of eighteen were granted the legal right to work
from home. Some of the advantages of this include a better work-life balance, fewer absences,
and lower levels of work pressure (Gopinath, 2021). The management benefits from high
motivation and productivity, low overheads, and a growth in trust, as well as the employer's
employee benefits. Flexible workings segments concepts and is provided by the directors, rather
than the commonly stated advantages.
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Analyse the favourable study of flexible working in link of diversity and including at
workplace and determine the role of human a resource in encouraging diversity by
including flexitime .
Flexible working hours have gone from being an option to a requirement for some
employment roles. This has incalculable benefits for both employees and managers. If the
choices were made earlier, the pandemic would have brought greater benefits of flexible
working diversity, especially if the manager wishes to lower the staff turnover ratio (Day,
2020). It might be anything that isn't typical 9 to 5, six-day workweek working timings for
the employees. This can be linked to the routine, which allows workers to choose when and
how they accomplish their jobs. When the covid 19 appears, this type of working flexibility
becomes critical. According to that point, it continues to grow tremendously, and
management has all of the necessary tools and automations to make this possible. Tesco
adapts flexible working arrangements and provides a plethora of benefits, which are outlined
below:
1. Extra winning preservation.
2. Improved employee retention rates.
3. Decrease office space and commute value.
4. Access to global top talent pools.
It consist a various kinds that is described in below -
 Flexitime: In jobs where time zones are immaterial, the concept of flextime is popular
(jobs with no customer contact like designers, content writers, etc.). As a result, the
individual will work 40 hours a week on their own schedule in this situation. Instead of
working 9 to 5, they can choose to work some hours at lunchtime and the rest after
midnight. It doesn't matter as long as the work gets done.
 Remote work: The 2020 epidemic opened our eyes to the benefits of remote
employment. Businesses realised they weren't paying for seat warmers, but for a job well
done, because they had no choice but to allow their staff to work from home.
 Compressed work weak: A compressed work schedule is another type of work
arrangement that may be suited for specific job profiles. Simply explained, a compressed
work week means working excessive hours on some days in exchange for extra vacation
days.
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 Job sharing: Both employees and employers benefit from job sharing. Employees that
are not able to work a full-time schedule can "share" their job with some other part-time
professional. As a consequence, rather than one full-time employee, two part-time
workers will be hired. (Chakraborty and Upadhyay, 2018).
 Reduce Cost: One of the most significant advantages of flexible working arrangements,
especially for large companies, is the possibility to save money. If a person works from
home or has limited office hours, direct costs that contribute to keeping an employee at a
desk, such as internet use and general office expenses, are dramatically decreased. The
Tesco plc can also save money on real estate by reducing the number of individual office
spaces and instead using a shared or co-working facility.
 Diverse Team: Diverse teams have been shown to be more productive and creative, and
flexible working arrangements allow people from various walks of life to be included and
work together productively. Working parents, those with physical disabilities, and anyone
who are unable to work in a typical workplace can contribute their skills, perspectives,
and ideas from the comfort of their own home. The management of the organisation is
encouraging a more diversified talent pool to apply by giving a flexible working
arrangement, resulting in a lot more creative and productive firm.
Advantages for Tesco, In terms of diversity and inclusion -
Workers, as well as companies, reap the benefits of flexible working hours. The advantages
of flexible operation for someone are numerous, as described below.
 An improved work life balance: One of the most crucial parts of a job nowadays is the
work-life balance. Employees often regard it as more important than their real pay salary.
Employees with a strong work-life balance have more time for leisure lives, family time,
and other things they like.
 Developed health and well being: Employees who have flexible work schedules are less
stressed and more calm than those who have rigid work schedules. Regardless of whether
they are anxious about job or personal difficulties, scheduling flexibility can help
(Lerbaek and et al., 2019).
 Raised productivity and job satisfaction: It's not like remote employees spend their
days sitting around in their pyjamas. Remote workers, contrary to popular belief, are able
to work longer hours and are usually unable to unplug. It's a paradox: once people have
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more independence, they become more enthusiastic about their jobs and work even
harder.
 Developed employee engagement: Employees that have more flexibility in their work
schedules have better levels of engagement. This is due to their gratitude for having the
creative freedom to work at their own speed. Employees who are trusted to work flexible
hours are more likely to be engaged and productive as a result of this "favour."
 It helps in recruitment: Employers' reputations in the labour market can be enhanced by
establishing an image as an empathetic manager who is adaptable and who both respects
and supports their employees. By making flexible working a success, the manager of
business organisation may help the firm improve its reputation.
 Improve employee morale: Flexible working arrangements can increase employee
well-being by reducing stress and enhancing loyalty. Reduced absenteeism and increased
production can both benefit from a rise in morale. Different working hours and increased
technological use may enable the company firm to provide clients or consumers longer
hours, services, or a wider range of possibilities.
 Increase productivity: This is the polar opposite of what the management previously
stated. The reality of life is that different people react differently to operating freedom.
What allows one employee to take their time and subtract their operational procedures so
that they can have the space and freedom they need to truly express themselves and get
sunk in? This will allow Tesco to provide each team member with a workplace
environment that is most appropriate for their needs in order to be productive. Introduce
an open statement with the management on what they believe will help them perform at
their best (Mirror, 2019).
 Better company reputation: Working from home or at a co-working space can
significantly decrease commuting time and costs. A shorter commute, for example, might
have a substantial positive influence, such as lowering stress and lateness, because the
flexible arrangements of the company allow workers to take the train from outside busy
times and so reduce transit time of employees in the organisation. Employer costs and
overheads may be lowered as a result of flexible working because less office space and
equipment is required, and employee travel costs are minimised (Zhao, 2021).
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 Build trust among workers: Companies that foster an atmosphere in which employees
feel free to express themselves openly and honestly have a distinct advantage over their
competitors. Their personnel have enough faith in the management to express themselves
openly. Employees are at ease with being vulnerable and witnessing their coworkers in
similar situations. They will feel free to share their thoughts if they are in an environment
where the group evaluates all ideas and nothing is disregarded out of hand. Employees
learn to be patient and tolerant of each other's points of view, and the organisation
benefits from more creative ideas.
That is where the most innovative ideas are exchanged. When people keep their thoughts to
themselves, they deprive their employer and themselves of some of their best ideas. Some
people become extremely worried when they believe their ideas will be ridiculed or rejected
by their coworkers.
Tesco uses workplace diversity to create an inclusive work environment by focusing on a variety
of elements such as age, gender, competition, religion, political viewpoints, trends, and many
others. According to this, every employee must be treated equally and fairly (Livingston and et
al., 2019).
Determine the negative points related with the flexible hours in connection of insimilarity at
workplace and determine the role of people management that may arise from flexible
operations.
There is no suitable answer. Behaving in such a way that there is no breakdown of
operations in flexible working conditions will benefit both the team member and the company.
While some employees may do better in a flexible environment, others require a system of
established operating working hours to perform at their best (Borglin and et al., 2019). It is
critical to identify and comprehend a few important possibilities for having flexible working
hours. It has certain negative effects on Tesco, such as lowering the brand's reputation, which
leads to the brand's reputation being ruined. These points are given below:
 This can tend to less productive: There will be less emphasis on the operating system,
and there will most likely be more solo working learnings. It doesn't take a genius to see
that these things have the potential to lower worker productivity. Many businesses, such
as Tesco, work in teams for a variety of reasons. It is fairly common for employees to
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lose their motivation and drive when they are unable to see the results that would
ordinarily provide a piece of joy to their activities. Employee productivity can be
impacted by covering the floe of a typical operational day (Malik and Sanders, 2021).
 It can lead to more procrastination: Working from home requires a great deal of self-
control. It's all too easy to procrastinate and delay getting down to work. It's easy to lose
track of time when no one is looking over employees' shoulders. This may result in
employees spending extra evening hours catching up on missed work hours, when they
should be spending time with their families. By leaving their work too late, those who
procrastinate create tighter deadlines for themselves, which adds to their stress. What
appeared to be a realistic set of goals at the beginning of the week quickly turns into an
overwhelming mountain to climb. Because procrastination may cause a plethora of other
issues for the entire team, preventing it in a flexible workplace is a key priority for any
manager.
 This often means work from home: While allowing the staff members to work from
home has its own set of advantages, it also poses a number of concerns. Employees may
find it difficult to work from home. It's not always simple to get into the correct mental
zone outside of the office to work effectively (Tonga and et. al., 2021). After all, there are
numerous distractions at home, whether it's the requirements of children or the allure of
home comforts like television. Before introducing a flexible work policy, it's crucial to
evaluate the working demands of employees; the management of business organisation
can find that some employees require the peaceful environment of the office to be able to
provide their best to the team.
 It is hard to track the employees that exactly what they are doing: It's difficult to
judge personnel activity and operations using activity from a specific location. As a
result, the person's retention and acquisition are reduced as they become apathetic to the
company's operations and actions. Workers' creativity is also harmed as a result of this.
Tesco had supplied majority of their employees with work from home options, but they
were not performing well, therefore they needed to take certain actions to support and
assess employee performance (Astek, Sheeran, and Sparkes, 2020).
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CONCLUSION
From the above report, it has been concluded that the It is the responsibility of human
resources to develop good and improved policies so that employees are satisfied with their jobs,
which increases worker sustainability and working flexibility, both of which are beneficial to the
company in order to increase brand value recognition in the marketplace. The main goal of
people management is to keep employees engaged in the organisation. According to the above
study, the company is modifying work time flexibility with the perspective of various employees
in order to accommodate a large number of employees and other activities. It contains a variety
of benefits that are listed in the preceding report, as well as negative factors that are discussed in
the preceding study.
References:
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Tonga and et. al., 2021. Managing depressive symptoms in people with mild cognitive
impairment and mild dementia with a multicomponent psychotherapy intervention: a
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