Work-Family Policy Training for Managers at Probuild Construction

This presentation outlines a training program for managers at Probuild Construction to improve work-family balance strategy, provide flexible working opportunities, and understand the importance of work family policy in the workplace. The target audience is primarily managers, but the entire workforce will benefit from the training. The planned outcomes include adequate knowledge about work family policy, successful incorporation of the policy within the workplace, improved communication with subordinates, and better work-life balance. The assessment process includes theory-based and practical-based assessments. The training agenda covers topics such as the introduction and importance of work family policy, addressing the needs of employees, and working in groups. References are also provided.

PEOPLE, CULTURE AND
LEADERSHIP
Name of the student
Name of the University

GOALS
 To improve the work-family balance strategy
of the company.
 To include several strategies under work
family policy.
 To provide flexible working opportunities to
the employees.

GOALS
 To help the managers understand the
importance of work family policy in
workplace.
 To help them in understanding how the work
family strategies can be implemented.

GOALS
 The primary objective would be incorporate
good communication within the workplace.
 The outcome of the training and
development will enable the managers of the
company to understand the need of every
employee.
 To assist the manager to balance work as
well as personal life and make their
subordinates understand about the same.

TARGET AUDIENCE
 The target audience of the training and
development program primary will be
managers. However, the main object of the
training and development program will be
making the mangers learned about the work
and family policy, thus the secondary
audience will be the entire workforce of the
company named Probuild Construction.

PLANNED TRAINING OUTCOMES
 After attending the training program, the
managers will have an adequate knowledge
about work family policy.
 The managers will be able to incorporate
work family policy successfully within the
workplace of the Probuild construction.

PLANNED TRAINING OUTCOME
 The managers will learn how to communicate
with their subordinates.
 The training will make the mangers
understand about the work and personal life
management.

PLANNED TRAINING OUTCOME
 The angers will be enable to work in groups
rather than individual working.
 Accordingly, the mangers will be encouraging
their group members or the team members
to work in groups and cooperating each-
other.

ASSESSMENT PROCESS
 The main process through which the
managers will be theory based.
 The managers will be asked to give
responses of multiple choice questions.
 The questions will be set in accordance with
the training deliverables.

ASSESSMENT PROCESS
 The secondary form of assessment will be
practical based.
 The manger will be given some examples in
order to assess their practical approach to
the issues an challenges of work family
policy.

TRAINING AGENDA
 Introduction of work family policy.
 Importance of the policy within the
workplace.
 How to address the need of every
employees.
 How to balance work life and family life in
order to work effectively.

TRAINING AGENDA
 Examples of work family policy in well known
companies.
 Communication strategies to interact with
the subordinates.
 How to provide flexibility to employees un
terms of working hours.
 How to work in group with team members.

REFERENCES
 Milkman, R. and Appelbaum, E., 2013. Unfinished
business: Paid family leave in California and the
future of US work-family policy. Cornell University
Press.
 Halpern, D.F. and Murphy, S.E. eds., 2013. From
work-family balance to work-family interaction:
Changing the metaphor. Routledge.
 Allen, T.D., Lapierre, L.M., Spector, P.E., Poelmans,
S.A., O'driscoll, M., Sanchez, J.I., Cooper, C.L.,
Walvoord, A.G., Antoniou, A.S., Brough, P. and
Geurts, S., 2014. The link between national paid
leave policy and work–family conflict among
married working parents. Applied
Psychology, 63(1), pp.5-28.

REFERENCES
 Berg, P., Kossek, E.E., Baird, M. and Block, R.N.,
2013. Collective bargaining and public policy:
Pathways to work-family policy adoption in
Australia and the United States. European
Management Journal, 31(5), pp.495-504.
 Morgan, K.J., 2012. Promoting social investment
through work-family policies: which nations do it
and why?. Towards a social investment welfare
state, pp.153-80.
 Budig, M.J., Misra, J. and Boeckmann, I., 2016.
Work–family policy trade-offs for mothers?
Unpacking the cross-national variation in
motherhood earnings penalties. Work and
Occupations, 43(2), pp.119-177.

THANK YOU