BSBHRM602: Work-Life Balance Report and Action Plan Analysis

This report focuses on work-life balance strategies and action plans, addressing employee stress and well-being within King Edward VII College. It begins by defining work-life satisfaction and its impact on employee productivity, referencing Armstrong and Taylor (2020). The report explores strategies such as setting goals, promoting smart work, fostering relationships, and supporting family life, referencing Chelladurai and Kerwin (2018) and Barrena-Martínez, López-Fernández and Romero-Fernández (2017). Recommendations include organizational support for employee entertainment and flexible leave policies. The report outlines an action plan with specific strategies, actions, priorities, timelines, and responsibilities, as well as updates on healthy and safety regulations. The report also addresses the implementation of work-life policies, HR strategic plan updates, and the importance of employee satisfaction, referencing Berman, Bowman, West and Van Wart (2019), Bratton and Gold (2017), and Sparrow, Brewster and Chung (2016). The report emphasizes the role of HRM in developing and implementing policies to create a healthy and safe work environment.

Running head: BSBHRM602
BSBHRM602
Name of the Student:
Name of the University:
Author note:

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Table of Contents
Introduction............................................................................................................................2
Work-Life Balance Strategies................................................................................................2
Work-Life Balance Strategies Recommendations.................................................................3
Actions to achieve recommendations.....................................................................................3
Action Plan.............................................................................................................................3
2. Updating a healthy and safety life......................................................................................5
3. Report on implementation of the work life/policies and procedures..................................5
4. Updating the Human Resource Strategic plan....................................................................6
Reference list..............................................................................................................................8

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1. Report on work life balance and action plan
Introduction
Work life satisfaction is an important aspect that has an impact on the working of the
employees. With work life, satisfaction there will be increase in the efficiency in the
production of work. Armstrong and Taylor ( 2020 ) clearly states, it their paper that there has
been significant changes in the life of the people who worked stressfully in the workplace.
Hence, the paper will help in the management of a healthy work life along with stress free
working environment.
Work-Life Balance Strategies
For running a healthy working environment, Chelladurai and Kerwin ( 2018 )
mentioned that setting specific goals in the beginning of the year would provide a blue print
to the employees the ways they need to work without being stressed. Ensure that every
employee works at workplace and no work is being carried to home. Smart working is better
than hard working as it will help in work management, which will be productive. Develop
relationship with colleagues, as the person will not be feeling lonely at the workplace
( Barrena-Martínez, López-Fernández and Romero-Fernández 2017 ). Moreover,
development family life is another important aspect that will make a person stay happy
reducing the stress level. It is the responsibility of the organisation to look into the working
process of the employees along with providing them with comfort zone that will make them
secure while working. The above five strategies are the ways that the organisation along with
the employees must ensure. According to Stewart and Brown ( 2019 ), the above five ways
are the keys that will help in the development of the activity of the employees keeping them
motivated towards the job. The employees must be made aware of their personal and
professional life.

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Work-Life Balance Strategies Recommendations
Both work and family is an important part of a person’s life that makes them lead a
happy and healthy life. One must be very particular and systematic while working that will
help the person to achieve their way of working and keep them motivated. The responsibility
of the organisation as well to maintain the health of the employees, as they are the main
stakeholders who play a major role in the development of the revenue of the organisation (
Berman, Bowman, West and Van Wart 2019 ). The organisation can also help in arrangement
of entertainment for the employees that will keep them refreshed the entire working session.
The organisation should arrange leaves that will help the employees remain motivated
towards the work as leaves refresh people. There can be entertainments provided for the
employees occasionally that will help them keep motivated.
Actions to achieve recommendations
In order to achieve the tasks that has been mentioned earlier both the management and
employees must take initiatives that will help in development of the workplace environment.
For making the workplace, a better place to work one must ensure that the people must be
comfortable with one another ( Marchington, Kynighou, Wilkinson and Donnelly 2016 ). The
leads must have a specific goal set for the employees that they have to achieve within the
limited period. This will help in the right estimation of the time that will required fulfilling
the job that will help in completion of the task. The organisation can divide time for the
employees wherein specific time will be provided to them that will help in time management
of the employees providing them with entertainment activities.
Action Plan
Strategies
( what)
Actions
(how)
Priority
(L/M/H)
Time
Frames
Responsibility
(who)
Performance
Indicators

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(when) (measurement
)
Work from
home
Providing
employees
to work
from their
home by
providing
the facilities
at home.
Medium Once or
twice in a
month
The team leads
must ensure
that the
employees are
efficiently
working at
home.
Medium
Fun-Fridays Pictionary Low Once in a
week
The
management
must ensure
that the task is
being done.
Medium
Chinese
whisper
Once in a
week
Passing the
parcel
Once in a
week
Picnics Once in six
months
Leaves Casual High 1-2 in a
month
Team leads High
Sick 1 in a
month
Early 1-2 in a
month
Half-day 1 in a

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month
Table 1: Action plan
(Source: Created by the researcher)
2. Updating a healthy and safety life
As directed by the officer of health and safety of the organisation, several changes are
needed to be brought in the policy and procedure of the paper. It is necessary to look into the
workload that is being provided to the employees that will ensure that there prevails a healthy
work life (Bailey, Mankin, Kelliher and Garavan 2018 ). The employees are the key
stakeholders who have an impact in the working process of the employees. Hence, it is the
duty of the organisation to ensure that the employees are efficient and enjoys workplace
environment. Motivating the employees is an important factor that will help in leading a
better workplace. In order to meet the necessity of the employee the organisation must
develop policies and procedure that will help leading a better life ( Barrena-Martínez, López-
Fernández and Romero-Fernández 2019 ). The policies must include code of behaviour, dress
code, working hours and working ethics. In case, anyone found to be guilty of not following
the rules, strict action will be taken by for them. In case, anyone finds any sort of
misbehaviour or anything that is unethical can report to the higher authorities. They can even
fill forms wherein they can complain about the people that they have issues with ( Bratton
and Gold 2017 ). The organisation must ensure its employees that the decisions will be taken
without being biased and for their good will. Hence, these are the few safety measures that
the organisation can take initiative that will help in the development of the workplace
environment and safety.
3. Report on implementation of the work life/policies and procedures
In the implementation of the policies and procedures, various activities have to be
performed by the HRM. They have to ensure that the employees are well aware of the

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policies and procedures that has been taking place in the organisation. It is the
responsibility of the Human resource management to look into the aspect of making the
employees aware of the policies and help in the improvement of the workplace
environment. The HR manager of the organisation must ensure that they arrange a
meeting or a session wherein there will be discussions held based on the policies that has
been implemented. It will give a clear view along with understanding of the things that
will help in the management of the policies and making people aware of the policies (
DeCenzo, Robbins and Verhulst 2016 ). The policy of working from home had been a
great success that has been motivating the employees to develop the way of working
along with increase in the efficiency as well as satisfaction of the employees. The main
objectives of the plan was to ensure better and satisfactory work of the employees There
has been great changes observed in the activity of the employees ( Brewster and
Hegewisch 2017 ). However, few lacking that has been due to the lack of equipment at
home. These lacking can be developed with right work management and time
management. There are pros and cons for working at home. The team leads must ensure
that every employee is working and productive. There are phases or steps that the
employee needs to follow in order to ensure the organisation that they are working and
have been productive during work form home.
4. Updating the Human Resource Strategic plan
Employee satisfaction is an important aspect that will help in the development of the
efficiency of working at workplace ( Sparrow, Brewster and Chung 2016 ). It is the duty
of the HRM of the organisation to ensure that every employee in the organisation is
feeling safe and secure while working in the organisation. In the maintaining of the
workplace, ethics there are some policies that has to be followed by the employees that
will help in the maintaining of a healthy workplace.

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Apart from that, the organisation must also ensure that there are some strategic
policies that are being developed by the organisation that will help in the right
management of the workplace environment ( Xie and Cooke 2019 ). Hence, the HRM is
being developed in every organisation to develop few policies that will help in the
development of the workplace and maintain a good relationship with the workplace. The
strategic plans are the policies that are being strategized for the development of the
condition of the employees and making more efficient working environment ( Armstrong
and Taylor 2020 ).
According to Parthiban and Krishnan ( 2017 ), the strategic plans help in the
development of the policies and meeting the needs of the employees. They continued that
the HR must list down the activities that the think are unethical and must develop policies
in the organisation that will help in biased free environment in the workplace. Every
employee must be provided with the best help that they deserve along with right working
environment. There must not be any sort of pressure created on the employees to be more
productive. Development of such policies will help in the reduction of stress among the
employees. It will help in meeting the needs of the employees and help the lead a healthy
environment in the environment.
Hence, it can be concluded that the HRM policies play a vital role in the development
of a healthy and safe environment in the organisation. The policies must be developed
crucially by the organisation that will help in meeting the objectives that has been
developed by the organisation ensuring that there prevails a healthy working
environment.

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Reference list
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Barrena-Martínez, J., López-Fernández, M. and Romero-Fernández, P.M., 2017. Socially
responsible human resource policies and practices: Academic and professional validation.
European research on management and business economics, 23(1), pp.55-61.
Barrena-Martínez, J., López-Fernández, M. and Romero-Fernández, P.M., 2019. Towards a
configuration of socially responsible human resource management policies and practices:
Findings from an academic consensus. The International Journal of Human Resource
Management, 30(17), pp.2544-2580.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J., and Gold, J. 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Marchington, M., Kynighou, A., Wilkinson, A. and Donnelly, R., 2016. Human resource
management at work. Kogan Page Publishers.

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Parthiban, N. and Krishnan, S.A., 2017. A conceptual framework of human resources
practices and policies in private sector. ZENITH International Journal of Multidisciplinary
Research, 7(9), pp.1-9.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Xie, Y. and Cooke, F.L., 2019. Quality and cost? The evolution of Walmart's business
strategy and human resource policies and practices in China and their impact (1996–2017).
Human Resource Management, 58(5), pp.521-541.