AKC Architectural Firm - Flexible Working System

Running Head: MANAGEMENT 0
HUMAN RESOURCE
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Table of Contents
Executive Summary...................................................................................................................2
Introduction................................................................................................................................2
Discussion and Investigation......................................................................................................2
Conclusion..................................................................................................................................3
Recommendations......................................................................................................................3
References..................................................................................................................................4

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Executive Summary
This report outlines about injecting flexible working system in AKC Architectural Firm to
solve their personal and family problems. For this purpose, different factors have been
analysed such as what resources should be provided to them, what type of training will be
needed, how it will cost savings to the firm and so forth. In the end, appropriate
recommendations are being presented to support the system positively.
Introduction
In this report, the discussion is about the architectural firm AKC, a mid-size firm based in the
inner suburbs of Melbourne. The working environment in the company is confronting too
much absenteeism of the firm employees as most of them are married and have children’s.
Irrespective of absenteeism, they are giving good productivity in the company and therefore,
this report aims to explore the issue explicitly and discover an appropriate solution.
Discussion and Investigation
To carry out the process effectively, telecommunicating software such as team viewer can be
used where the supervisor can manage projects and tasks with the team effectively while they
are sitting at home or at any other place. In relation to purchasing of additional resources, the
firm required to buy high end laptop as well as professional license subscription of
telecommunication software for the employees so that they can face no challenge to work at
home. In relation to the cost savings of firm, there is much reduction in office overhead cost
including transportation and office refreshment cost and also the fixed cost such as
accommodation, electricity and administration cost. Training will also be required so as to
educate the employees on how to use telecommunication software like team viewer and make
them positively engage with the job role. To work from home, the time span of standard
working hour will be increased as employee’s time of transportation from home to work will
be saved and therefore, they can easily dedicate 54 hours per working week. To stop from
abusing the flexible work procedure, webcam can be setup properly allowing a supervisor to
manage them effectively and on company website, attendance panel can be changed where
employees need to log in every half an hour (Galea, Houkes and De Rijk, 2014). The issues
that can occur due to flexible working system includes ineffective engagement of staff

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towards work, lack of discipline, longer working hours and various interruption in the
communication.
To ensure that there are adequate staff numbers on site, proper webcam can be linked
allowing supervisor to handle the staff face to face via camera (Fiksenbaum, 2014). To
handle various forms of flexible working arrangements in business for different staff, there
might be needed some extra planning and will include job sharing, locations, modifications in
work patterns and working hours. In relation to administration staff, this flexible work hour’s
system will definitely work as they agreed these time slots and deprived of these staff
permission, no alternations can be prepared in flexible work hours (Sok, Blomme and Tromp,
2014).
Conclusion
In the limelight of above discussion, there will be a lot of saving in terms of cost and time
with the flexible working system and it also solves the problem of staff absenteeism in AKC
Architectural Firm. The rate of job satisfaction will also be increased and to ensure that the
staff does not take advantage of this system, webcam and other infrastructure setups can be
made.
Recommendations
The administrator of a flexible working system must discover the way to stay nearby with
employees and communicating information short of concern for work schedule. The
resources that will be given to the staff including laptop and team viewer subscription must
be re-evaluated within the firm appropriately so that later on, employee can face no such
issues.

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References
Fiksenbaum, L.M. (2014) Supportive work–family environments: implications for work–
family conflict and well-being. The International Journal of Human Resource
Management, 25(5), pp.653-672.
Galea, C., Houkes, I. and De Rijk, A. (2014) An insider's point of view: how a system of
flexible working hours helps employees to strike a proper balance between work and personal
life. The International Journal of Human Resource Management, 25(8), pp.1090-1111.
Sok, J., Blomme, R. and Tromp, D. (2014) Positive and negative spillover from work to
home: The role of organizational culture and supportive arrangements. British Journal of
Management, 25(3), pp.456-472.