MBA401: Work-Family Balance Initiatives at Probuild Constructions

This presentation delves into Probuild Constructions' initiative to enhance work-family balance, stemming from a Victorian Government grant in 2005. The company aimed to improve employee satisfaction and productivity by addressing work-life pressures. A survey was conducted among 150 employees and their partners to gather insights and identify key areas for improvement. The training program, built on five core principles, divided staff into small groups to foster open discussion and collaborative problem-solving. Key goals included boosting productivity, creating a positive work culture, reducing employee turnover, and promoting better family relationships. The presentation outlines the training agenda, assessment methods, and four developed strategies to retain and attract employees, emphasizing flexibility, fair compensation, job security, and reduced Saturday work. Ultimately, the presentation concludes that a well-implemented work-family balance policy benefits both employees and the organization, leading to increased efficiency, improved reputation, and greater overall success.

Work Family Balance

Introduction
• A business gains its desired success only when it
gets proper support and productivity from its
employees.
• And when it comes to making supportive and
efficient the employees then considering proper
work life balance is the most fruitful option.
• A lot of leading business organisations regardless of
the industry type in all across the world prefers to
promote and maintain good work life balance.
• Actually, if the business organisation enable the
proper work life balance for the employees then it
automatically reciprocate in near future through
many ways as the employees become more
productive and efficient, the absenteeism
automatically gets reduced and the organisations
realizes a better and healthy working culture.

Background
•According to the scenario, Probuild
Construction is a leading business
organisation and was introduced into the
genre in 1987.
• It accelerated a lot of major projects
such as the new Grandstand at
Flemington Racecourse, the Victoria
Gardens Shopping Centre and Toyota’s
Corporate Headquarters in Port
Melbourne.

•All the business organisations prefer to lead the business to the next level and pave a
greater place in the industry.
•And it is also applicable to the mentioned constructional company, Probuild
Construction.
•In order to develop the working culture, efficiency and productivity of the employees,
Probuild Construction applied a Victorian Government Better Work and Family Balance
Grant.
•Actually, the intention was to explore how proper work-family balance helps the
employees as well as the company.
• In order to accelerate the regime it has developed a training program. Further facts and
steps of the training program will be discussed in the following parts of this assignment.

The training program
• According to the criteria of the
mentioned company, Probuild
Construction’s training program
regime the entire staffs are
divided into groups and in a
group there are three to four
members so that each opinion and
realization can get properly noted.
• All the training programs need to
maintain some specific principles
according to the requirement of
the present condition of the
company.

• The work-family policy is based on the five principles and the training
program for the managers in order to address individual’s work and
family needs also keeps the five principles in concern. The principles are:
 All the taken initiative in order to balance work-life should be of mutual
benefits to the company and the employees
 All the teams need to take part properly and need to involve managers
and individuals especially
 Availability of different types of solution in order to satisfy every
individual
 Perfect balance of work pressure and flexibility
 Proper communication between all the levels of employees

Goals of this training program:
•Increase productivity of all the employees
•Creating a better working culture
•Reduce employee turnover and attract a lot of candidates
•Let the employees maintain better family relationship
•And enjoy the fresh and efficient works from the satisfied employees
•Developing a better work-family policy for the company and
employees

Target Audience:
•The survey was distributed to
near about 150 employees in
Victoria.
•Actually, there were two
separate surveys first one was
on the 150 employees in
Victoria and the second one was
to the partners of the employees.

Planned Training Outcomes
•According to the scenario, the survey was able to manage good response from the
target audience.
•It is getting noticed that 57 percent employees properly followed the survey and
share their views and problems. And the return rate from the partners of the
employees is more than the employees and it is 70 percent.
•Near about all the employees said that they were happy to work with the mentioned
company, Probuild Construction but they found it problematic and difficult when
they needed to work for long hours and even on the Saturdays as it directly affected
their relationships. The partners of the employees’ preferred further discussion and
sixteen females took part in the focus group.

Forms of assessment to test the training outcomes:
•After the initial part, in order to evaluate the training outcomes all the
employees and their partners were invited to be present at a major launch.
• In that major launch all the invited members (the employees and their
partners) received an information pack where how the company can
develop its work and family culture was mentioned.
•In order to accelerate the regime there was a booklet for each staffs and
their partner so that they can better access their own needs in order to set
goals to enable better work life balance.

A training agenda with at least 8 training topics to be
delivered during the 1-day training program: