HYBRID WORK IN HRM
Hybrid Work in HRM
Figure 1: Hybrid work in HRM
Hybrid work is a people-first strategy for managing the
workforce that boosts output and job satisfaction while tackling the main
drawbacks of distant work, such as loneliness and a lack of community.
Employees that operate under a hybrid work paradigm have more freedom to work
from home or any other location where they may be effective. With hybrid work,
the workplace is no longer confined to the four walls of the corporate office;
instead, it is a network of people who work at the office, from their homes,
and in coworking spaces. Depending on the tasks they need to do, team members
might move between different places. Depending on the company and the sort of
work being done, the hybrid work paradigm can take on numerous forms
Hybrid Work Schedule
The hybrid work schedule is one element that is
especially exclusive to the hybrid organizational model. The physical on-site
cadence that firm personnel will adhere to is determined by this timetable.
Frequently, a department, a manager, or a company policy will determine the
specific cadence. The two types of hybrid work schedules that are most
frequently used are rigid and flexible.
·
Rigid Workplace Schedule
The company or management lays out the days that
employees must report to work in detail. There is therefore little room for the
employees to tailor their workdays to fit their personal lives. The advantage
of this schedule is that it makes it easier for other workers to plan when they
will be physically with their colleagues and hybrid team members and assures
staff rotation to promote mingling. The most typical fixed schedule structure
is 3 2 or 2 3, which means that a person works in the office for three days
before working remotely for the next two days, or vice versa.
·
Flexible Workplace Schedule
Under this form of timetable, the employee has complete
discretion to determine their own on-site work schedule. Companies typically
provide employees with some sort of direction on how many in-person days they
should work during a specific time frame. This figure is determined on a
weekly, monthly, quarterly, or annual basis, depending on the organization.
Despite being less common among hybrid businesses, this hybrid work schedule
has some distinctive advantages. Many organizational psychologists and
workplace experts advise against having a rigid schedule. This is so because
the advantages for the employee frequently result in advantages for the company
that are higher. Employees appreciate this arrangement because it gives them
more flexibility in their lives and, more significantly, gives them more
control over how they do their in-person job
Advantages of hybrid work
Figure 2: Advantages of hybrid work
·
Less attrition
Employee engagement is often higher among those who value
the flexibility a hybrid work model provides, and they are also less likely to
become burned out or look for other employment opportunities. In contrast,
Gallup discovered that when companies force workers to stay on-site all the
time, they are less engaged, suffer from greater levels of burnout, are more
likely to look for opportunities at other companies, and have lower levels of
wellbeing.
·
Fewer or no commutes
Due to the fact that employees no longer have to go by
car each day, a hybrid work model greatly reduces commuting times for workers,
which benefits both the environment and their well-being.
·
Reduced operating costs
Due to the reduced need for office space purchases or
leases, businesses that employ a hybrid work model can lower their operational
costs. They save money on transportation, which benefits the workforce as a
whole.
·
Increased productivity
Because remote workers can frequently concentrate more on
head-down work, a hybrid work model has the potential to increase productivity.
Additionally, there is a chance that absenteeism will decline because staff
members who have minor illnesses might choose to work from home rather than
take a sick day. Additionally, there is less chance that they will infect their
coworkers as a result.
·
Access to an expanded talent pool
Organizations that adopt a hybrid work model can recruit
employees from virtually anywhere in the world
![](https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgyLw6kZy56xOxozfkplcRXWZ0XOF2AkK001QSv_xi3u1dtPyZEtiAHCWDpphkb9RiWWtO7aL65tadgUJaUFb-z7Pu-8MGW6xwnBDe5yF2BPcy-zpnH8nMR9MjpqCQ-02QAhrLFzYue3mTur_CfQW4mCUHYxIIdTf1c6czpx8RNnp9E-9XC8nK479xeCQ/w453-h297/hybrid3.jpg.png)
Figure 3: A framework for the ultimate hybrid model
Disadvantages of hybrid work
·
Harder to collaborate with remote employees
There isn't a perfect virtual replacement for impromptu
conversations at the water cooler or bump-ins at work. It could be more
difficult for remote workers to communicate with those working on-site, and
vice versa. It's possible that you have no control over the WiFi signal of your
distant team or the noise level of their neighbor's lawnmower.
·
Faster employee burnout
Even under a hybrid approach, the culture of burnout may infiltrate the workplace if left unchecked. Your remote crew may put in more time and take fewer breaks than the people who work on-site. They might even feel worse about taking the afternoon off for themselves and overcompensate by staying at work later.
·
Difficulty keeping up with hybrid schedules
The schedules of your employees will be more varied as
you have greater freedom. You can experience resource problems if there isn't a
reliable and simple way to keep track of personnel scheduling. Additionally, it
can be challenging for workers who arrive on site to determine which of their
teammates will be there.
·
Not suitable for all industries
Not all industries could benefit from hybrid work
structures. Some organizations, like those in the medical or educational
fields, require a fully remote or fully on-site environment to operate
Conclusion
A hybrid work environment combines office and remote work
to give employees flexibility and assistance. Employees often have greater
work-life balance and more autonomy in hybrid workplaces, which results in
higher levels of engagement. Building a more productive, healthy, and stable
workforce is advantageous to employers. The hybrid workplace, however, is
neither a quick fix nor a solution to every problem at work. Utilizing
contemporary HR technologies that foster connection, collaboration, and
employee engagement, today's hybrid workplace must be implemented
strategically.
References
Akhter, M., 2022. Envoy. [Online]
Available at: https://envoy.com/blog/pros-and-cons-of-hybrid-work/
[Accessed 2 May 2023].
Heinze, C., 2023. Tech
Target. [Online]
Available at: https://www.techtarget.com/searchhrsoftware/definition/hybrid-work-model
[Accessed 2 May 2023].
Moffitt, D., 2023. Kumospace.
[Online]
Available at: https://www.kumospace.com/blog/what-is-hybrid-work#:~:text=Hybrid%20(2021)%3A%20A%20workplace,the%20hybrid%20strategy%20was%20developed.
[Accessed 2 May 2023].
Webex, 2023. Webex.
[Online]
Available at: https://www.webex.com/what-is-hybrid-work.html#:~:text=Definition%3A%20Hybrid%20work%20is%20a,however%20they%20are%20most%20productive.
[Accessed 2 May 2023].
Figure 2: Advantages of hybrid work
Figure 3: A framework for the ultimate hybrid model
Good selection of topic. In today's context, Hybrid work enables several advantages to the company as well as its employees. Work-life balance could also be managed successfully.
ReplyDeleteThis is very important content related to HRM.Well done.Thank you for sharing this.
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ReplyDeleteThis post delves into the concept of hybrid work and its impact on Human Resource Management . It explains how hybrid work integrates both remote and in-office work to offer flexibility without sacrificing productivity. The post examines different hybrid work schedules and highlights benefits such as lower attrition rates and higher productivity, as well as challenges like collaboration issues and the risk of employee burnout. Overall, it provides insight into the complexities and opportunities presented by hybrid work arrangements in modern workplaces
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