HRM Report: Work-Life Design and the New Balance Dynamics

This report delves into the concept of work-life design, emphasizing its significance in modern Human Resource Management (HRM). It highlights the need for employers to adopt creative solutions that cater to the diverse interests of employees, considering factors such as age, gender, and geographical location. The report underscores the importance of harmony between employers and employees, promoting flexibility and proactive work environments. It discusses the benefits of integrating personal and work interests, fostering innovation, and effective communication. The report references the article by Kelly Web Time (2019) and Awan & Tahir, (2015), emphasizing the impact of work-life design on employee productivity, innovation, and organizational growth. It concludes by highlighting the value of these concepts and theories for HRM professionals and scholars, providing a comprehensive overview of key HRM aspects and serving as a reference for research.

Running head: WORK-LIFE DESIGN-THE NEW BALANCE 1
Work-life Design-The New Balance
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WORK-LIFE DESIGN-THE NEW BALANCE 2
Work-life Design-The New Balance
According to Kelly Web Time article, there is no universal set of ideas or options to be
exploited every time a new challenge emerges in the workplace. The employer needs to be
creative enough to create unique solutions to address problems and concerns as they emerge.
Besides, employees of a company have diverse individual interests based on their unique life
experiences. The employer needs to be creative in considering individual interests while at the
same time ensuring that the cost of cultural mismatches is minimal. Every employee needs to
know about how best they can advance with the employer’s support in their work-life. There
exist different groups of workers in an organization, for example, employees differing in age,
gender, and geographical location. And thus the interests of these groups need to be understood
and addressed by the organization independently.
There is a need for harmony between employers and employees. Each of the two groups must
play their roles to complement the roles of the other group. Acting in unison promotes flexibility
and the workers are more proactive. There is a need for the employer to understand that an
employee has priorities outside the workplace which may differ with the interests at work. An
organization which adopts work-life design is able to design a new culture whereby personal and
work interests are integrated. There is a difference in the elements of work-life design desired by
workers differing in terms of age, gender, and geographical location. Workers who are loyal and
committed to their employers take part in the implementation of the work-life elements.
Concurrently, employers who implement work-force elements understood their employees
better.
From this article, I have learnt that employers who have adopted work-life design principles have
a deliberate diminished control over their employees. The need for control becomes insignificant

WORK-LIFE DESIGN-THE NEW BALANCE 3
since the employees become more responsible and resilient for their own development in the
skill building opportunity they have got. I have also discovered that it is inevitable for an
organization to grow without the promotion of innovation and change which are the core
interests of employees nowadays. Awan & Tahir, (2015) support this argument by pointing out
that innovations contribute to the growth of workers career and also results in minimized cost of
production and increased productivity. What is more, communication is a crucial aspect of any
organization. The employer needs to communicate with employees frequently to ensure smooth
running of the organization. These employers also need to respect and support the priorities of
the workers, for instance, personal empowerment programs such as giving back and involvement
in special projects, lifestyle amenities such as childcare support, wellness programs, and
caregiver support. They also need to provide them with flexible working plans such as working
at home, part/full-time working and paid time off (Kelly Web Time, 2019).
The concepts, theories, and general teachings in this article are very vital in the field of Human
Resource Management (HRM). They have provided the reader with a comprehensive overview
of the key or primary HRM aspects any person dealing with employees and other organizational
stakeholder must understand. In addition, scholars studying HRM can use this article by Kelly
Web Time to advance their knowledge on pertinent HR concepts and theories and at the same
time use it a reference material when carrying out their research activities.

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References
Awan, A. G., & Tahir, M. T. (2015). Impact of working environment on employee’s
productivity: A case study of Banks and Insurance Companies in Pakistan. European Journal of
Business and Management, 7(1), 329-345.
Kelly Web Time, (2019). WORK LIFE design- the new balance. Retrieved on 3/29/2019, from:
https://www.kellyservices.ca/ca/siteassets/uploadedfiles/canada_-_kelly_services/
content_marketing/business_resource_center/market_trends/2016_articles/
kgwi_worklifedesign_ebook_ca.pdf