Report on Planning and Managing Flexible Workforce at Oakman Inn
VerifiedAdded on 2024/06/28
|21
|4855
|326
Report
AI Summary
This assignment provides a detailed overview of Oakman Inn's approach to planning and managing a flexible workforce, particularly in the context of its corporate social responsibility (CSR) program focused on tree plantation. It covers the scope of workforce requirements, including the need to reconfigure existing staff and hire additional personnel to meet program goals without disrupting daily operations. The report addresses key aspects such as strategic planning, flexible working arrangements, and labor engagement options (buy, build, or borrow). It identifies potential issues related to flexibility, such as fragmentation of teams and reduced customer service coverage, and outlines strategies to mitigate these challenges. Furthermore, the assignment emphasizes the importance of employee engagement through a participative approach, support, and coaching to ensure the successful integration of flexible working staff. It also highlights the use of technology, such as cloud-based applications, to track performance and compliance with flexible work arrangements.
Plan and manage the flexible
workforce
workforce
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
TABLE OF CONTENTS
Task 1...............................................................................................................................................1
Section 1: Scope of workforce requirements...............................................................................1
Section 2:..................................................................................................................................... 5
Section 3: Manage the flexible workforce...................................................................................9
Task 2 Questionnaire..................................................................................................................... 12
1- Discuss how you would plan for the workforce, in particular, mention what planning
methods you would use............................................................................................................. 12
2- Address how legislation, regulation and policy relate to the flexible work arrangements.. .13
3- What typical challenges would you face when implementing flexible work arrangements. 13
4- What strategies would you employ to address the challenges that you have identified.......13
5- Discuss how you would support the flexible workforce to:..................................................13
References......................................................................................................................................15
Task 1...............................................................................................................................................1
Section 1: Scope of workforce requirements...............................................................................1
Section 2:..................................................................................................................................... 5
Section 3: Manage the flexible workforce...................................................................................9
Task 2 Questionnaire..................................................................................................................... 12
1- Discuss how you would plan for the workforce, in particular, mention what planning
methods you would use............................................................................................................. 12
2- Address how legislation, regulation and policy relate to the flexible work arrangements.. .13
3- What typical challenges would you face when implementing flexible work arrangements. 13
4- What strategies would you employ to address the challenges that you have identified.......13
5- Discuss how you would support the flexible workforce to:..................................................13
References......................................................................................................................................15
LIST OF TABLE
Table 1: Coaching session...............................................................................................................9
Table 1: Coaching session...............................................................................................................9
⊘ This is a preview!⊘
Do you want full access?
Subscribe today to unlock all pages.
Trusted by 1+ million students worldwide
LIST OF FIGURES
Figure 1: Performance matrix analysis.......................................................................................... 12
Figure 1: Performance matrix analysis.......................................................................................... 12
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Task 1
Section 1: Scope of workforce requirements
Scoping workforce requirements
Oakman inn is an organisation in the UK that intends to provide good food, and drinks along
with positive ambience to its customers. The organisation is going to organize a new program of
5 days under its corporate social responsibility practices that focus on tree plantation in different
areas near the organisation. Following are the key goals of the program:
To contribute to the environmental conservation
To inculcate a sense of responsibility among the stakeholders towards the environment
To improve brand recognition
To create awareness among the people towards environment protection
To inspire other business organisation to contribute their efforts in similar programs
Scoping
The program of tree plantation requires Oakman inn to reconfigure its existing workforce and
hire some additional workforce as the goals of the program is to be attained with the set working
hours of employees without disturbing the daily targets (Camps et al., 2016). Hence, it is
essential to reallocate the work and manage the working schedule so that the organizational goals
can be attained along with the accomplishment of program goals. In addition, the organisation is
intending to provide appropriate flexibility to their employees so that they a spirit of willingness
and dedication towards the work can be improved. However, the major challenge faced by the
HR manager of Oakman inn in implanting the program is to manage the workforce and relevant
time schedule Therefore workforce planning is required to be developed that focuses on how
employees will manage their daily routine and program-related work.
Scope of the workforce requirements and planning:
1
Section 1: Scope of workforce requirements
Scoping workforce requirements
Oakman inn is an organisation in the UK that intends to provide good food, and drinks along
with positive ambience to its customers. The organisation is going to organize a new program of
5 days under its corporate social responsibility practices that focus on tree plantation in different
areas near the organisation. Following are the key goals of the program:
To contribute to the environmental conservation
To inculcate a sense of responsibility among the stakeholders towards the environment
To improve brand recognition
To create awareness among the people towards environment protection
To inspire other business organisation to contribute their efforts in similar programs
Scoping
The program of tree plantation requires Oakman inn to reconfigure its existing workforce and
hire some additional workforce as the goals of the program is to be attained with the set working
hours of employees without disturbing the daily targets (Camps et al., 2016). Hence, it is
essential to reallocate the work and manage the working schedule so that the organizational goals
can be attained along with the accomplishment of program goals. In addition, the organisation is
intending to provide appropriate flexibility to their employees so that they a spirit of willingness
and dedication towards the work can be improved. However, the major challenge faced by the
HR manager of Oakman inn in implanting the program is to manage the workforce and relevant
time schedule Therefore workforce planning is required to be developed that focuses on how
employees will manage their daily routine and program-related work.
Scope of the workforce requirements and planning:
1
The HR manager of Oakman inn needs to develop a strategic plan that must encompass how
different department will manage various activities on different days of the program. According
to strategic planning, an action plan is developed for the workforce requirements that must focus
on flexible working arrangements for the employees in terms of working hours and time shifts
(Qin et al., 2015). For example, the flexibility to the workforce can be provided in choosing the
time shifts for their work and the availability of options in which they can change their start and
finish time. This helps the Oakman inn to improve employees’ productivity, performance, and
reduce employee’s turnover. In addition, to this, ten external workforce is hired to manage the
day to day operations of the restaurant along with the effective execution of program activities.
The HR manager of Oakman inn is responsible for considering various factors in reconfiguring
the existing workforce and appointment of additional employees to ensure smooth working of
organizational activities and better scope of attaining the organizational goals (Spaulding and
Martin-Caughey, 2015). Scoping the workforce requirements must consider the role of
leadership, employees’ capabilities and specialization so that work of the specified program and
other organizational activities can be attained efficiently. The workforce requirements can be
managed within the Oakman inn by identifying the availability of the internal and external
resources.
The scoping of the workforce requirements of Oakman inn includes the involvement of different
stakeholders that are required to participate in the planning and development of the new program
under CSR policy. CEO and senior management of Oakman inn are responsible for developing a
strategic plan for the program while the HR managers know what best practices, knowledge, and
talent which are required to implement the tasks of new programs and hence, they are
responsible to develop a specified schedule and work allocation for the workforce planning
(Allvin et al., 2013). The employees are the major participant in the program that shares their
creative, practice, and collaborative experience in the program to attain the specified goals. The
managers of Oakman inn are responsible for managing the entire work of employees so that their
daily work requirements can be managed along with the program execution.
2
different department will manage various activities on different days of the program. According
to strategic planning, an action plan is developed for the workforce requirements that must focus
on flexible working arrangements for the employees in terms of working hours and time shifts
(Qin et al., 2015). For example, the flexibility to the workforce can be provided in choosing the
time shifts for their work and the availability of options in which they can change their start and
finish time. This helps the Oakman inn to improve employees’ productivity, performance, and
reduce employee’s turnover. In addition, to this, ten external workforce is hired to manage the
day to day operations of the restaurant along with the effective execution of program activities.
The HR manager of Oakman inn is responsible for considering various factors in reconfiguring
the existing workforce and appointment of additional employees to ensure smooth working of
organizational activities and better scope of attaining the organizational goals (Spaulding and
Martin-Caughey, 2015). Scoping the workforce requirements must consider the role of
leadership, employees’ capabilities and specialization so that work of the specified program and
other organizational activities can be attained efficiently. The workforce requirements can be
managed within the Oakman inn by identifying the availability of the internal and external
resources.
The scoping of the workforce requirements of Oakman inn includes the involvement of different
stakeholders that are required to participate in the planning and development of the new program
under CSR policy. CEO and senior management of Oakman inn are responsible for developing a
strategic plan for the program while the HR managers know what best practices, knowledge, and
talent which are required to implement the tasks of new programs and hence, they are
responsible to develop a specified schedule and work allocation for the workforce planning
(Allvin et al., 2013). The employees are the major participant in the program that shares their
creative, practice, and collaborative experience in the program to attain the specified goals. The
managers of Oakman inn are responsible for managing the entire work of employees so that their
daily work requirements can be managed along with the program execution.
2
⊘ This is a preview!⊘
Do you want full access?
Subscribe today to unlock all pages.
Trusted by 1+ million students worldwide
An estimated budget for scoping the flexible workforce requirements of Oakman inn and other
resources is taken as $ 25000 so that the program goals can be effectively attained. The timeline
is required to be developed to identify the requirements of workforce, employment, and
reconfiguration of the existing workforce.
Analysis and assessment of labour engagement options
The governance structure of the program is scheduled by the HR manager of Oakman inn in
which different activities are allocated to different departments on different days so that the
overall goals of the program can be successfully attained within five working days. The first day
of the program will be administered by ten employees from housekeeping and staff department,
five employees from the administration department, and three new recruited workforces. The
work of programme on the second day will be managed by five employees from housekeeping
and staff department, ten from the human resource department, and five from the marketing and
sales department (Liu et al., 2017). The third day will be administered by five employees from
the food and beverages department, three new hired employees, and five from the accounting
department. The duty of the fourth day will be assigned to the 20 employees from the
administration department, housekeeping department and food and beverages department. The
last day of the programme was the closure and therefore, requires 30 employees from all the
departments of Oakman inn.
The goal of the program is to plant trees in all the nearby areas of the Oakman inn, and hence to
manage different activities of the program, a range of 20 to 25 employees were required on each
day. Hence, the HR manager has appropriately managed to fulfil the supply and demand of
workforce requirements with appropriate allocation of work to different employees of different
departments along with the time flexibility (Ludwig and Frazier, 2013). The workforce was
readily available for the programs as appropriate flexibilities are provided to the workforce to
retain the talent within the organisation. For example, the working time of housekeeping
employees are 8 hours, in which 1 hour will be allotted to the program, and hence the remaining
work needs to be managed within a limited time period. However, the linear gap between the
supply and demand of the internal workforce was managed with the external workforce supply.
3
resources is taken as $ 25000 so that the program goals can be effectively attained. The timeline
is required to be developed to identify the requirements of workforce, employment, and
reconfiguration of the existing workforce.
Analysis and assessment of labour engagement options
The governance structure of the program is scheduled by the HR manager of Oakman inn in
which different activities are allocated to different departments on different days so that the
overall goals of the program can be successfully attained within five working days. The first day
of the program will be administered by ten employees from housekeeping and staff department,
five employees from the administration department, and three new recruited workforces. The
work of programme on the second day will be managed by five employees from housekeeping
and staff department, ten from the human resource department, and five from the marketing and
sales department (Liu et al., 2017). The third day will be administered by five employees from
the food and beverages department, three new hired employees, and five from the accounting
department. The duty of the fourth day will be assigned to the 20 employees from the
administration department, housekeeping department and food and beverages department. The
last day of the programme was the closure and therefore, requires 30 employees from all the
departments of Oakman inn.
The goal of the program is to plant trees in all the nearby areas of the Oakman inn, and hence to
manage different activities of the program, a range of 20 to 25 employees were required on each
day. Hence, the HR manager has appropriately managed to fulfil the supply and demand of
workforce requirements with appropriate allocation of work to different employees of different
departments along with the time flexibility (Ludwig and Frazier, 2013). The workforce was
readily available for the programs as appropriate flexibilities are provided to the workforce to
retain the talent within the organisation. For example, the working time of housekeeping
employees are 8 hours, in which 1 hour will be allotted to the program, and hence the remaining
work needs to be managed within a limited time period. However, the linear gap between the
supply and demand of the internal workforce was managed with the external workforce supply.
3
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Labour engagement options
To improve the labour engagement and to hire new candidates within the Oakman inn, there are
three options available to buy, build, or borrow. To buy the talent refers to the hiring of
employees, building involves provisions of appropriate training to the employees to improve
their capabilities, and borrow the use of external outsourcing services on a contract basis.
Oakman inn is needed to maintain a level of buying in its recruitment strategy as it helps to bring
creativity, knowledge and a good external experience within the organisation. The other option
of building talent requires more time and money; however, appropriate training to the employees
helps to build their internal strength and capability (Sharlyn Lauby, 2018). The external
assistance from borrow strategy is required for temporary basis and therefore does not require for
daily activities. The appropriate strategy for Oakman inn is to adopt the mixture of buying and
building to support the organizational goals and objectives.
Potential issues
Although the flexibility in working offers wide benefits to the Oakman inn, however, there are
some potential issues that may be faced in relation to it. For example, the organisation requires
team oriented people to deliver good food and drinks to the customers; however, more flexibility
in working leads to fragmentation of employees due to different time schedule and working
hours. Hence, the spirit of working in a team decreases among the employees of Oakman inn that
may impact their overall performance adversely (Michielsens et al.,2013). In addition, Oakman
inn is intending to deliver exemplary services to its customers; however, the flexible workforce
can reduce the coverage of customer services in the restaurant at different times. In addition, the
HR manager will face difficulty in implementing the discipline within the restaurant that also
affects the training and other program arranged by the organisation.
4
To improve the labour engagement and to hire new candidates within the Oakman inn, there are
three options available to buy, build, or borrow. To buy the talent refers to the hiring of
employees, building involves provisions of appropriate training to the employees to improve
their capabilities, and borrow the use of external outsourcing services on a contract basis.
Oakman inn is needed to maintain a level of buying in its recruitment strategy as it helps to bring
creativity, knowledge and a good external experience within the organisation. The other option
of building talent requires more time and money; however, appropriate training to the employees
helps to build their internal strength and capability (Sharlyn Lauby, 2018). The external
assistance from borrow strategy is required for temporary basis and therefore does not require for
daily activities. The appropriate strategy for Oakman inn is to adopt the mixture of buying and
building to support the organizational goals and objectives.
Potential issues
Although the flexibility in working offers wide benefits to the Oakman inn, however, there are
some potential issues that may be faced in relation to it. For example, the organisation requires
team oriented people to deliver good food and drinks to the customers; however, more flexibility
in working leads to fragmentation of employees due to different time schedule and working
hours. Hence, the spirit of working in a team decreases among the employees of Oakman inn that
may impact their overall performance adversely (Michielsens et al.,2013). In addition, Oakman
inn is intending to deliver exemplary services to its customers; however, the flexible workforce
can reduce the coverage of customer services in the restaurant at different times. In addition, the
HR manager will face difficulty in implementing the discipline within the restaurant that also
affects the training and other program arranged by the organisation.
4
Section 2: Engage the flexible workforce
Task 1 ENGAGE THE FLEXIBLE WORKFORCE
The CSR program of Oakman inn includes the activities pertaining to the plantation of trees. In
which an event and campaigns are arranged to promote the sense of responsibility among
employees towards the environment and their job. The HR manager of Oakman inn has
developed a flexible workforce schedule, so the requirements of the program can be fulfilled
along with the daily working hours of employees. There are two shifts available to the workforce
from which theory can choose a specific shift for their job performance. In addition, they are also
provided to choose their beginning and ending hours so that they can manage their personal and
professional lives effectively (Myerson and Bichard, 2016). To manage the flexibility of the
workforce, a computer device is required along with a specific team that keeps all the records of
chose time hours and shifts of the employees. In addition, the organisation requires an
application system through which the presence of employees and compliance of regulations
pertaining to working flexibility can be monitored and controlled.
Different departments perform different roles in the program; for example, the development
implementation of policies pertaining to flexible working arrangements is formed by CEO and
senior management of Oakman inn. The managers of each department are responsible for
identifying the potential employees that will be responsible for executing the programme
activities in a defined manner (Michielsens et al., 2013). The HR team is manager to allocate
different activities of program and associated events according to the chosen working hours by
employees. in addition, the integration of different departments is also essential for the HR
manager along with appropriate records of flexibility provisions so that the collaboration of
employees efforts for the specified program can bring fruitful outcome.
To review the work and ensure no employees takes advantage of flexibility, and it can be
integrated in the normal day to day activities, HR manager and its team has developed a
mandatory process and procedures that are circulated to employees for their compulsory follow
up. In addition, a cloud-based application solution helps the HR manager in tracking the
performance and flexibility of employees in Oakman inn efficiently.
5
Task 1 ENGAGE THE FLEXIBLE WORKFORCE
The CSR program of Oakman inn includes the activities pertaining to the plantation of trees. In
which an event and campaigns are arranged to promote the sense of responsibility among
employees towards the environment and their job. The HR manager of Oakman inn has
developed a flexible workforce schedule, so the requirements of the program can be fulfilled
along with the daily working hours of employees. There are two shifts available to the workforce
from which theory can choose a specific shift for their job performance. In addition, they are also
provided to choose their beginning and ending hours so that they can manage their personal and
professional lives effectively (Myerson and Bichard, 2016). To manage the flexibility of the
workforce, a computer device is required along with a specific team that keeps all the records of
chose time hours and shifts of the employees. In addition, the organisation requires an
application system through which the presence of employees and compliance of regulations
pertaining to working flexibility can be monitored and controlled.
Different departments perform different roles in the program; for example, the development
implementation of policies pertaining to flexible working arrangements is formed by CEO and
senior management of Oakman inn. The managers of each department are responsible for
identifying the potential employees that will be responsible for executing the programme
activities in a defined manner (Michielsens et al., 2013). The HR team is manager to allocate
different activities of program and associated events according to the chosen working hours by
employees. in addition, the integration of different departments is also essential for the HR
manager along with appropriate records of flexibility provisions so that the collaboration of
employees efforts for the specified program can bring fruitful outcome.
To review the work and ensure no employees takes advantage of flexibility, and it can be
integrated in the normal day to day activities, HR manager and its team has developed a
mandatory process and procedures that are circulated to employees for their compulsory follow
up. In addition, a cloud-based application solution helps the HR manager in tracking the
performance and flexibility of employees in Oakman inn efficiently.
5
⊘ This is a preview!⊘
Do you want full access?
Subscribe today to unlock all pages.
Trusted by 1+ million students worldwide
Task 2 SUPPORT THE FLEXIBLE WORKFORCE
The HR manager is required to adopt a participative approach to get the engagement of
employees in Oakman inn. The participatory approach emphasis on taking the input from
employees so that a better flexible working plan can be developed (Maxwell et al., 2007). In
addition, appropriate support and coaching are needed for the employees so that they can
understand the entire procedure required to be followed to avail the benefits of flexibility in their
working hours.
Following is the plan to integrate flexible working staff at Oakman inn:
Onboard well: The HR manager of the organisation is required to provide adequate resources to
the flexible workforce, and a positive environment is required to be developed so that they can
better develop an understanding with the permanent employees of the Oakman inn.
Behaviour with the flexible staff: The HR manager of Oakman inn is required to make feel their
flexible workers as an important part of the restaurant so that they can deliver a better outcome.
In addition, the permanent employees are also required to develop a positive relationship with
the flexible staff as treating them with exclusions or as a on demand staff can affect their
performance (Lewis, 2003).
Communications: The flexible work staff works in different shifts, and therefore, they can miss
getting vital information within Oakman inn; hence, it is essential to develop strong
communication channels for the existing as well as the flexible workforce.
Feedback: The HR management of Oakman inn is required to get feedback from their existing
as well as contingent staff on the ongoing management practices in relation to the blended staff
so that appropriate strategic policies can be developed and improved based on their suggestions.
The contingent workforce is added to the organisation to get the advantage of low labour costs,
and good talent. However, such benefits come with the risk of poor management, leaked
information and discrimination within Oakman inn. Hence, the management of the restaurant is
6
The HR manager is required to adopt a participative approach to get the engagement of
employees in Oakman inn. The participatory approach emphasis on taking the input from
employees so that a better flexible working plan can be developed (Maxwell et al., 2007). In
addition, appropriate support and coaching are needed for the employees so that they can
understand the entire procedure required to be followed to avail the benefits of flexibility in their
working hours.
Following is the plan to integrate flexible working staff at Oakman inn:
Onboard well: The HR manager of the organisation is required to provide adequate resources to
the flexible workforce, and a positive environment is required to be developed so that they can
better develop an understanding with the permanent employees of the Oakman inn.
Behaviour with the flexible staff: The HR manager of Oakman inn is required to make feel their
flexible workers as an important part of the restaurant so that they can deliver a better outcome.
In addition, the permanent employees are also required to develop a positive relationship with
the flexible staff as treating them with exclusions or as a on demand staff can affect their
performance (Lewis, 2003).
Communications: The flexible work staff works in different shifts, and therefore, they can miss
getting vital information within Oakman inn; hence, it is essential to develop strong
communication channels for the existing as well as the flexible workforce.
Feedback: The HR management of Oakman inn is required to get feedback from their existing
as well as contingent staff on the ongoing management practices in relation to the blended staff
so that appropriate strategic policies can be developed and improved based on their suggestions.
The contingent workforce is added to the organisation to get the advantage of low labour costs,
and good talent. However, such benefits come with the risk of poor management, leaked
information and discrimination within Oakman inn. Hence, the management of the restaurant is
6
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
required to standardize the contracts and policies pertaining to the hiring of a flexible workforce
(Dex and Scheibl, 2001). In addition, the HR manager is required to develop a background
screening policies for the contingent workers to limit the risk of poor management, employees
turnover, discrimination, etc. at the workplace.
TASK 3- ALIGN FLEXIBLE WORKFORCE ARRANGEMENTS WITH
ORGANISATIONAL REQUIREMENTS
Within Oakman inn, productivity and employees performance is a major factor to satisfy the
needs of customers and enhance the customer base. Hence, the flexible workforce is responsible
for aligning their activities according to the organisational processes and innovation policies
(Sprague, 2016). The Oakman inn has started a new service of online ordering, and therefore, it
is essential to deliver the food and drinks to the customers on right time along with the
management of all the work associated with the five days program. The HR manager of an
organisation is required to follow an appropriate plan that helps the flexible staff to well acquaint
with the organisational requirements:
The plan encompasses identification of corporate and program knowledge, which is required to
be communicated to all the staff at Oakman inn (Qin et al., 2018). The second step focuses on
the classification and allocation of work along with the time schedule to the employees. The next
phase is the development of a dedicated and qualified team that consists of a blend of the flexible
and permanent staff of Oakman inn. The team support the organisation in attaining the set goals
of the organisation as well as the program. In the next step, the HR manager is needed to
evaluate the requirements of technology and other resources for the employees, and accordingly,
prioritise them among different employees based on their flexibility hours and specialisation.
Appropriate training and coaching are required to provide to help flexible staff in understanding
the organisational needs and goals (Halpin, 2015). The last step is to develop a monitoring
process that ensures actual outcome matches the specified standard work.
Some of the intellectual property rights that HR manager must consider while hiring flexible
workforce includes a database of Oakman inn, writing marketing content, the content of training
brochures, and dealing with sensitive information of the organisation. The rights associated with
7
(Dex and Scheibl, 2001). In addition, the HR manager is required to develop a background
screening policies for the contingent workers to limit the risk of poor management, employees
turnover, discrimination, etc. at the workplace.
TASK 3- ALIGN FLEXIBLE WORKFORCE ARRANGEMENTS WITH
ORGANISATIONAL REQUIREMENTS
Within Oakman inn, productivity and employees performance is a major factor to satisfy the
needs of customers and enhance the customer base. Hence, the flexible workforce is responsible
for aligning their activities according to the organisational processes and innovation policies
(Sprague, 2016). The Oakman inn has started a new service of online ordering, and therefore, it
is essential to deliver the food and drinks to the customers on right time along with the
management of all the work associated with the five days program. The HR manager of an
organisation is required to follow an appropriate plan that helps the flexible staff to well acquaint
with the organisational requirements:
The plan encompasses identification of corporate and program knowledge, which is required to
be communicated to all the staff at Oakman inn (Qin et al., 2018). The second step focuses on
the classification and allocation of work along with the time schedule to the employees. The next
phase is the development of a dedicated and qualified team that consists of a blend of the flexible
and permanent staff of Oakman inn. The team support the organisation in attaining the set goals
of the organisation as well as the program. In the next step, the HR manager is needed to
evaluate the requirements of technology and other resources for the employees, and accordingly,
prioritise them among different employees based on their flexibility hours and specialisation.
Appropriate training and coaching are required to provide to help flexible staff in understanding
the organisational needs and goals (Halpin, 2015). The last step is to develop a monitoring
process that ensures actual outcome matches the specified standard work.
Some of the intellectual property rights that HR manager must consider while hiring flexible
workforce includes a database of Oakman inn, writing marketing content, the content of training
brochures, and dealing with sensitive information of the organisation. The rights associated with
7
the intellectual properties must be communicated to the employees by stating a clause in the
employment contract.
The HR manager of Oakman inn is required to ensure appropriate onboarding of flexible
workforce to the permanent employees, through a positive organisation culture (Hoque, 2013).
To ensure effective engagement of flexible workforce within the organisation culture, following
points are required to be considered:
The HR manager is required to understand the needs of existing employees and adopt a
participative strategy to engage them in developing flexibility policies to get their views
and ideas on it.
The HR manager of Oakman inn is required to prioritize their product quality over
quantity and develop strong communication among all the employees
8
employment contract.
The HR manager of Oakman inn is required to ensure appropriate onboarding of flexible
workforce to the permanent employees, through a positive organisation culture (Hoque, 2013).
To ensure effective engagement of flexible workforce within the organisation culture, following
points are required to be considered:
The HR manager is required to understand the needs of existing employees and adopt a
participative strategy to engage them in developing flexibility policies to get their views
and ideas on it.
The HR manager of Oakman inn is required to prioritize their product quality over
quantity and develop strong communication among all the employees
8
⊘ This is a preview!⊘
Do you want full access?
Subscribe today to unlock all pages.
Trusted by 1+ million students worldwide
1 out of 21
Related Documents
Your All-in-One AI-Powered Toolkit for Academic Success.
+13062052269
info@desklib.com
Available 24*7 on WhatsApp / Email
![[object Object]](/_next/static/media/star-bottom.7253800d.svg)
Unlock your academic potential
Copyright © 2020–2025 A2Z Services. All Rights Reserved. Developed and managed by ZUCOL.