International and Comparative Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
International and Comparative Human Resource Management
Name of the Student
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Author Note

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction......................................................................................................................................2
Work-Life Balance and Health Issues.............................................................................................2
Flexibility in workskpace................................................................................................................3
Types of flexibility..........................................................................................................................5
Groups in flexibility model..............................................................................................................8
Conclusion.....................................................................................................................................10
Reference List................................................................................................................................12

2HUMAN RESOURCE MANAGEMENT
This report will help in outlining the various types of non-standard works and the major
trends and patterns that are taken up by the organizations to manage it in a proper manner.
According to DeStefano (2016), it will further discuss the level of flexibility that will help the
employers in restructuring the strategies that will analyze the non-standard jobs. Non-standard
work is very common in the United Kingdom, as it is a dominant form of employment that is
adopted by the people.
Introduction
According to Cooke and Jiang (2017), the major types of non-standard work that can be
identified are temporary jobs, casual and seasonal employment, part-time work and fixed-term
work. There has been a rise in agency work as well, which involves the companies going in a
contract with another for the supply of labor. Stirpe, Bonache and Revilla (2014) had stated that
the factor of employing oneself is also considered to be non-standard in nature and it has been
expanding on a global manner and more in the UK. The country is mainly dominated by the
larger firms that are present in the economy of the European Union. It can be seen that the public
sector accounts for a higher amount of temporary work, as most of them work under contracts
and casual manner.
Work-Life Balance and Health Issues
Kalleberg (2015) was of the opinion that there has to be balance in the work and life of
the employees so that the workers can be retained within the industry, which will provide the
employers an advantage of staying within the firm. The elderly population does not have the
capacity to work for long hours and is dependent on the flexible hours so that they can work for a
stipulated period. Brown (2016) stated that the employees that are least skilled also have a poor

3HUMAN RESOURCE MANAGEMENT
health due to their ailing age, which makes them to retire at an early age. The age of the
employees is a big factor, as most of the skilled workers are retained within the company for a
longer period due to the fact that they can work in an efficient manner for the years of experience
that they have. This allows the employers to hold on to their old employees so that it can help
them in increasing the level of output within the organization. According to Gallie et al. (2017),
the reduction in the hours of work among the older workers is an important factor for the fact
that the employers are switching to a model that is flexible in nature. This has helped the
organization in managing the labor force in an effective manner, which has helped in increased
productivity as well.
Flexibility in workskpace
Murphy and Turner (2014) are of the opinion that the employers are flexible towards the
health issues that the employees have along with their age. They try to allocate the work to the
healthy population of employees that are available to them by shifting the opportunities towards
these employees. This helps them in maintaining the culture within the organization, which has
led to the increased output within the firm. According to Koch and Fritz (2013), the employers
also enjoy the lateral movements that are taking place among the employees so that it can help
them in being motivated within the work place. This has led to the increase in the opportunities
among the employees so that they can find better alternatives within the organization to perform
their work in an effective manner.
Knox (2015) stated that the survey, which was conducted in the United Kingdom,
showed that the employees are shifting more towards the work that is non-standardized in
format. The employment that is peripheral in nature was seen to be growing but at a slower rate.