Doris Palz

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First found May 22, 2018

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WORK
FAMILY
Multifaceted Compatibility
Working time "flexible, fair, family-friendly"

Flexible working time for parents
 Part-time jobs also for men and managers
 Jobsharing
 Telework
Statutory protected period and return management

Planned statutory protected period since early pregnancy
 Qualification during the statutory protected period
 Cooperation upon projects and stand-in during holiday leave
 Mentoring for women returning to work
Multifaceted Compatibility
Culture and management principles




Integration of “family“ in the corporate model
Consideration for family-friendly management in corporate targets
Sense of family as a constituting element of qualification
Asistance to employees with care obligations upon management tasks
Childcare results in effective reduction of the parent's burden

Corporate kindergartens
 Daily mothers in a company
 Flexible leisure time, adventure programmes and care schemes
 Support to care in urgent cases
Because Compatibility Pays
Good Practice: Count it
Compensation of staff and IT with 80 employees

Family and work compatibility constitutes a corporate principle
• top-down felt
• and supported

Family and work compatibility pays
• 100 % return rate within statutory protected period
• in average 2 sick-leave days/year
Create It Together
General family-friendly conditions are tailored not for but
with the employees.
An ideal management tool in this case:
berufundfamilie audit (work and family audit).
Background
The basis - historical development
 the 80's - family friendly index, USA
 1995 development in Germany
 1998 adaptation in Austria
 2001 application throughout Europe
"european work & family audit"
berufundfamilie audit
The “berufundfamilie“ audit (work and family audit) is a
management tool to optimize family-friendly corporate
policies in order to balance corporate interests and
employees' concerns upon development and implementation
of family-friendly measures
Principles
Individuality

There is no generally applicable concept of the family-work compatibility!
 The key factor consists in individual corporate strategies
Flexibility

Burden variations may result from professional, as well as from private situations
 Both parties are required to be flexible
Transparency

Transparency creates confidence, understanding and acceptable solutions even
in complicated situations
 Any occurring needs are discussed in a team as required, which enables
innovative solutions
Win-Win-Win Situation

Achievement of set business targets and support to employees with care
obligations
 Measures and solutions must be balanced and may not be adopted at expense
of a single group of employees
Topics in the work & family audit
Fields of Action
 corporate culture
 working time
 parenthood, protected period and return to work (reemployment)
 work organisation
 working place
 information and communication policy
 management culture
 staff development
 remuneration components/financial benefits
 family services
Course of the process
Effects of berufundfamilie audit
Internal effects:
specification of employees' needs –
feedback on current general conditions and measures
increased motivation and satisfaction of employees
increased loyalty and stronger relation to the company
- reduction of unwanted turnover rate
positive effects on the return rate after statutory protective period
for mothers and parental statutory protected period
career even with a family thanks to clear planning
reduction of (family-related) stress burden
reduction of absence and sick-leave rates
in general: efficiency increase
Effects of berufundfamilie audit
External effects:
positive impact on the corporate image
strengthened position of an attractive employer
increased competitiveness
The sense of family always proves to be the key regional
element:
The more employers involved in family and work
reconciliation, the more attractive competitive advantage of
the entire region.
The berufundfamilie audit not only helps companies to
develop family-friendly HR policies but also makes this
issue visible for all due to the quality brand.

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