| In a knowledge economy that celebrates innovation, diversity and corporate values, it is imperative for employers to "walk the talk" and "put their money where their mouth is" when it comes to creating and sustaining a healthy, viable culture for their greatest asset: their people.
With her latest book, nationally known work-life expert Karol Rose has responded directly to the growing demand and challenges of employer-sponsored, work-life initiatives. The book, Work-Life Effectiveness: Bottom-Line Strategies for Today's Workplace, updates and illuminates the concepts presented in Rose's previous effort, Work-Life Effectiveness: Programs, Policies and Practices, a book often referred to as the work-life profession's "bible."
The new book culls down and assimilates mountains of information and years of research to build a strong business case for designing, implementing and enhancing work-life programs. It arms the novice with facts, uncovers trends and reinforces the significance of a frequently overlooked and underappreciated component of total rewards.
The book encompasses a broad range of work-life and HR-related topics, such as how to:
- Develop a work-life strategy
- Conduct a needs assessment
- Implement dependent care programs
- Encourage workplace flexibility
- Design management training initiatives.
Clearly, work-life is not an easy concept to get one's arms around, and subsequently, responsibility for work-life can be found in several areas of a company including human resources, benefits, employee relations, training, diversity and health and wellness.
This book unravels the complexity of the work-life subject and provides concrete examples, guidelines, how-to information and case studies, as well as current research and statistics. It begins with a strong preface and introduction by two of the profession's most respected voices: Alliance for Work-Life Progress (AWLP) director Kathie Lingle, and Sandra Burud, Ph.D., co-author of the popular book, Leveraging the New Human Capital.
The remaining chapters cover various topics, such as:
- How work-life programs have changed in the last five years
- Ways that work-life initiatives relate to other company initiatives, such as benefits, wellness, diversity and organizational change
- Types of resources and tools used to develop, manage, promote and evaluate work-life initiatives
- Ways to deal with resistance from management
- ROI, impact studies and other collected data, including AWLP survey briefs.
The work-life field has existed for more than two decades, and it has never faced a more challenging, yet promising time. Organizations are working harder than ever to understand and address changing business and employee needs.
This book provides an invaluable resource for rewards professionals who want to enter the discussion informed and confident — and remain engaged with their employers on a whole new level by proposing bottom-line strategies for today's workplace.
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| "This book provides a clear description of the tactical and strategic approaches employers can take to provide a work environment that enables all employees to contribute to their highest potential. The compilation of definitions, guidelines, case studies and statistics from the most relevant research make this an invaluable resource for HR professionals." |
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Shayne Parker
Senior Manager, Diversity and Employee Engagement Programs, Lucent Technologies |
| "This new book is the ultimate field guide for smart organizations that want to respond to the dynamics of today's workforce. It is the practical information that all types and sizes of organizations need to plan and implement critical work-life activities." |
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Sandy Burud, Ph.D.
Author, Leveraging the New Human Capital: Adaptive Strategies, Results Achieved and Stories of Transformation (Davies-Black, 2004) |
| "This book is guaranteed to make you think and debate and discuss what kind of workplace you want to be known for and then get on with creating the strategy and action steps to get there." |
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Kathie Lingle
Director, Alliance for Work-Life Progress |
| "[This] book provides, in one convenient volume, a wonderfully detailed and practical guide to work-life programs and practices including a review of the history and lots of supporting research data. The approach fits very nicely with the way I prefer to teach my graduate course — now in its seventh year. The makeup of these graduate classes consists of students with a mix of HR and work-life experience so I especially like the fact that [this] book addresses the needs and interests of readers whether they are new to work-life and need to know how to introduce a program or have many years of experience and are looking for ways of sustaining existing programs or enhancing them with 'the next best thing.'" |
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Helen H. Solomons, Ph.D., Adjunct Professor, Human Resource Development (HRD) Programs, Villanova University |
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| Author(s): |
Karol Rose |
| Publisher: |
WorldatWork (2006) |
| Pages: |
175 |
| Cover: |
Soft |
| ISBN: |
1579631444 |
| U.S. and Canada |
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| List $54.95 USD | Member $39.95 USD |
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| A pdf version is available for this book instead of a printed copy. |
| List $44.95 USD
| Member $32.95 USD |
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| If you choose the e-book option, after the payment stage of checkout a receipt will be displayed with buttons to download your selections. A link to the receipt also will be e-mailed to you. |
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Outside North America
Download the e-book (if available) or call WorldatWork Customer Relationship Services at +1 480 922 2020 to order a hard copy. |
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Table of Contents
Acknowledgments
Preface by Sandy Burud, Ph.D., author of Leveraging the New Human Capital
Introduction by Kathie Lingle, director of Alliancefor Work-Life Progress
Figure A: The New WorldatWork Total Rewards Model
Work-Life Effectiveness as a Business Imperative for Attracting, Motivating and Retaining Talent
Work-Life Effectiveness: Why ‘Balance’ Does Not Suffice
Figure B: Differential Impact of HR Practices on Business Outcomes
The Notion of a Work-Life Portfolio
• Caring for Dependents (Child Care and Elder Care)
• Proactive Approaches to Health and Well-Being
• Creative Uses of Paid and Unpaid Time Off
• Workplace Flexibility
• Community Involvement
• Financial Support
• Managing Cultural Challenges
Challenging the Status Quo
Chapter 1: Why Work-Life Effectiveness?
Changing Demographics
The Evolution of Work-Life Initiatives
Work-Life Effectiveness: A Definition
Figure 1: The Evolution of Work-Life Initiatives
Figure 2: 8 ‘Ps’ of Work-Life Effectiveness
Why Companies Address Work-Life Issues
• No. 1: To Attract and Retain Valued Employees
- Companies Want to Retain Women
• No. 2: To Raise Morale and Job Satisfaction
• No. 3: To Increase Productivity
• No. 4: To Increase Commitment and Engagement
• No. 5: To Reduce Health Care Costs
• No. 6: To Combat Burnout
• No. 7: To Attract Investors
• No. 8: To Be a Good Corporate Citizen
Ways to Address Work-Life Issues
• Programs
• Policies and Benefits
• Practices
Supportive Work Environment
Company Culture
Work-Life Strategy
• Developing a Work-Life Vision
• Marketing Work-Life Initiatives
- How to Begin
- Source of Commitment
- Anticipating Problems
- Developing an Appropriate Marketing Strategy
Calculating the Return on Investment
• Figure 3: Documenting Work-Life Initiatives
Using the Quadrant Approach
• Cost and Value
The Future of Work-Life Effectiveness
- Putting It All Together — Checklist
Chapter 2: Assessing and Evaluating Work-Life Strategies
Needs-Assessment Task Force
• Work-Life Needs Assessment
- Company Goals, Business Needs and Resources
Collecting General Demographic Data
- Employee Needs
- Community Services
Interviews and Focus Groups
• Structure of Focus Groups
• Content of Focus Groups
Workshops and Seminars as a Source of Data
Designing and Disseminating an Employee Survey
• Process
• Figure 4: Minimum Sample Sizes Required for Different Target Population Sizes
• Survey Structure and Format
• Survey Sampling
• Survey Construction Tips
Analysis of Results and Recommendations
Implementation Plans
How the Company Responds
Developing Survey Questions
Benchmarking
• Figure 5: Measure of Awareness
• Figure 6: Measure of Scope
• Figure 7: Measures of Effectiveness and Efficiency
Evaluating Work-Life Initiatives
• What Should Be Measured
• How to Measure
• Calculating the Return on Investment
• Figure 8: ROI Calculations Based on Survey Results
Chapter 3: Flexible Work Arrangements
Experimenting with Flexibility
• Persistence of Resistance
• Making It Work
• Changing the Way Work Is Done
Creating a Flexible Workplace
Types of Flexible Work Arrangements
Advantages of Flexible Scheduling
Potential Obstacles to Flexibility
• Corporate Culture
• Management Skepticism or Lack of Support
• Concerns about Matters Related to Supervision and Impact on Clients
• Role of Middle Management
• Policy, Administration and Systems Issues
• Work Overload
Roles and Responsibilities
• The Role of the Organization
• Responsibilities of Human Resource Managers
• Responsibilities of Managers/Supervisors
• Responsibilities of Employees
Guidelines for Managers
• Some ‘Do’ and ‘Don’t’ Tips for Managing Flexibility
• Nitty-Gritty Issues
- Work Processes
- Budget/Cost
- Equipment/Office Setup
- Vacation, Sick Days, Holidays and Overtime
Guidelines for Employees
• Skills Assessment
• Employee Proposal
General Checklist for Flexible Work Arrangements
Flex-Time Guidelines
• Concerns about Flex-Time
• Manager’s Checklist for Flex-Time
• Employee’s Checklist for Flex-Time
Compressed Work Schedule Guidelines
• Concerns about Compressed Work Schedules
• Manager’s Checklist for Compressed Work Schedules
• Employee’s Checklist for Compressed Work Schedules
Part-Time Guidelines
• Advantages for the Company
• Advantages for Employees
• Compensation and Benefits
• Indicators of Need for Part-Time Schedules
• Part-Time Options
• Manager’s Checklist for Part-Time Arrangements
• Employee’s Checklist for Part-Time Arrangements
• Concerns about Part-Time Arrangements
Job-Sharing Guidelines
• Advantages
• Job-Sharing Options
• Concerns about Job Sharing
• Manager’s Checklist for Job Sharing
• Employee’s Checklist for Job Sharing
Telecommuting Guidelines
• Advantages
• Telecommuting Options
• Concerns about Telecommuting
• Manager’s Checklist for Telecommuting
• Employee’s Checklist for Telecommuting
Conclusion
Chapter 4: Child-Care Issues
Direct Child-Care Services
Assessing Child-Care Needs
• Figure 9: Advantages and Disadvantages of Various
Corporate Child-Care Options
On-Site and Near-Site Child-Care Centers
Consortium Child-Care Centers
Back-Up (Emergency) Child Care
Care for Sick Children
School-Age Child Care
24-Hour (Odd-Hour) Care
Other Child-Care Options
• Providing Information and Support
• Policies and Customized Work Arrangements
• Providing Financial Assistance
Chapter 5: Elder-Care Issues
Description of Elder Care
Cost of Elder Care and the Needs of Working Caregivers
Employers’ Responses to Employees’ Elder-Care Needs
• Figure 10: Potential Employer-Sponsored Elder-Care Supports
• Information and Support
- Elder-Care Consultation and Referral
- Elder Care Workshops/Support Groups
- Elder-Care Resource Expo
- Work-Life Resource Area
- End-of-Life Supports
• Policies
• Financial Assistance/Financial Planning
- Subsidized Emergency or Respite In-Home, Elder-Care Services
- Direct Elder-Care Services
- Geriatric Care Managers
- Supports for Community-Based Services
- Adult-Care Centers 138
- Intergenerational Care Programs
Implementing a New Elder-Care Program
Evaluating an Elder-Care Program
The Future Of Corporate Elder Care
Chapter 6: Work-Life Effectiveness as a Catalyst for Organizational Change
What Is Organizational Change?
• Organizational Change Today
Work-Life Perspective on Organizational Change
Organizational Change: Work-Life and Diversity, Health/Wellness and Human Capital
• Work-Life and Diversity
• Work-Life and Health and Wellness
• Work-Life and Human Capital
Where Do We Go from Here?
Appendix
Flexible Work Schedules Survey Brief
State of the Work-Life Profession 2005: An Alliance for Work-Life Progress Survey Brief
Employee Work-Life Survey Sample
The Seven Categories of Work-Life Effectiveness
Selected References
Glossary
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