Flexible Working: A Case Study on Diversity, Inclusion & HR Role

This case study examines the implementation and impact of flexible working arrangements on diversity and inclusion within an organization, highlighting the crucial role of human resources in promoting these initiatives. It discusses the benefits of flexible working, such as improved work-life balance, increased productivity, and enhanced employee morale, using Morrison's as an example of a company that successfully integrated flexible work options, especially during the COVID-19 pandemic. The case study further analyzes various flexible working models like flexitime and their impact on employee satisfaction and organizational outcomes, emphasizing the importance of a supportive and inclusive work environment. The report concludes that HR's proactive approach in creating policies and strategies that support flexible working contributes significantly to financial benefits and a safe, valued environment for employees, ultimately strengthening their loyalty and commitment to achieving organizational goals. Desklib offers a wealth of similar case studies and resources for students.

Managing people

Table of content
 Introduction
 Overview
 Case study of flexible working in relation to diversity and inclusion at work along with the role of
human resources in promoting the same
 Conclusion

Introduction
 Management of people can be defined as the ability to
resolve and manage the problems that arise in an
organisation.
 Hiring and training of potential individuals that ensure
smooth functioning of the organisation is termed as human
resource management.
 Human resource management is different from performance
management as HR management help in achieving
organisational goals by recruitment of talented candidates.

Overview
 Flexible working can be described as an operation
where employees work based on their own individual
preferences.
 This can include where to work, how to work and
when to work.
 Flexible working was introduced for effective
management of work life balance along with reducing
stress levels in exchange for achieving job
satisfaction.

Case study of flexible working in relation to diversity and
inclusion at work along with the role of human resources
in promoting the same
 Analysing a particular case study, where a certain profile is
flexible and the working cater to the needs of employee. The
working of this individual can be at any time from 9 am to 6
pm for six days a week.
 As the pandemic hit, work from home was initiated in every
organisation similar to Morrison's.
 Flexible working was already provided to the employees in
Morrison's, however, COVID gave boost to this type of
working.

Continue..
There are a number of shorts which have been described below:
 flexitime: Organisational working hours are totally flexible as they
can minimize or maximize their time in order to fulfil organisational
requirement.
 This privilege has given to all the employees that they can manage
their forty working hours in a week according to their convenience.

Benefits of Morrison in terms of diversity
and inclusion
 Organisation always have a number of benefits as it has buoyant
worker welfare as well as working hours.
 Work life balance: It is very difficult to manage the work as well as
own personal life but flexibility in working hours made it easy for
employees and they are to balance it nicely.
 Working is also appropriated by the company tin order to encourage
them for their upcoming achievements (Gatrell, Ladge and Powell,
2022).

Continue..
 Rise of productivity and job self-satisfaction: this
flexibility proven advantageous for remote employees
as they are not required any more to go to a particular
location where the company is established.
 They got the access of work from home and it does not
affect their productivity at all.

Continue..
 The moral of staff: Organisation always make sure that
employees are not having working stress at all to maintain
the well-being of workers.
 These moral and ethics strengthen the loyalty of employees
towards the company and make them target all the
occupational goal in given time.
 This acts as driving force to the speed and make them work
with their potential. The company offer job for different job
profiles and this diversity made it achieve all the success.

Conclusion
 From the above report, it is summarised that the aim and objective of human resource is
to make a strong bond with employees working in the company. Company makes
strategies and policies in order to meet finical benefits and provide a safe environment to
the employees. Company truly beliefs that all the working employees need to participate
in order to make any judgement and it make them feel valuable for the company.

References
 Ansari, N.Y., Farrukh, M. and Raza, A., 2021. Green human resource management and employees pro‐environmental
behaviours: Examining the underlying mechanism. Corporate Social Responsibility and Environmental
Management, 28(1), pp.229-238.
 Anwar and et. al., 2020. Green Human Resource Management for organisational citizenship behaviour towards the
environment and environmental performance on a university campus. Journal of Cleaner Production, 256, p.120401.
 Gatrell, C., Ladge, J.J. and Powell, G.N., 2022. A review of fatherhood and employment: Introducing new perspectives
for management research. Journal of Management Studies, 59(5), pp.1198-1226.
 Gil, A.J., Rodrigo-Moya, B. and Morcillo-Bellido, J., 2018. The effect of leadership in the development of innovation
capacity: A learning organization perspective. Leadership & Organization Development Journal.

Conclusion