HRMT11011 Human Resource Management -

Answer:

Introduction

In the news "Concerns inflexible working hours for men could be damaging women's careers". The discussion is made on the inflexible working hours of men with the real life examples related to Niki Vincent, Rick Breumelhof, Graham Eacott and Victoria MacKirdy. It is important to maintain flexible timings that should be given to the men so that they can maintain their personal life with their professional life. The human resources issues will be discussed by considering the overall models. The models which will be used are COR theory approach and compensation theory.

In this news, the emphasis is given on the work timings of the men so that it can be simple for them to maintain their personal life. In this news, Niki Vincent focused on taking care of the children and also they stated that it can be one of the barriers for the working women.

There are various companies like Deloitte who focus on considering the policies of flexible hours for women. The companies focused on giving flexible timings to the women so that they can take care of their children. In the recent scenario, it has been seen that people are more focused towards work-life balance so that it can be simple to maintain the parental life.

Also, there are policies which are taken into consideration by the organisations so that flexible hours can be offered to the women.  Also, it has been seen that flexible hours should be given to the men. The discussion is related to the pay in which it has been analysed that the national pay gap is related to 14.6% which converts the earnings of the men to the overall average income per week.

It is evaluated that men can be more careful in taking care of their children. In the recent case, it has been evaluated that women also attain the leadership roles in companies but these roles are not accepted by the women because they want to take care of their child.

There are many real examples which are discussed in the news. The first example is of Rick Breumelhof who is the manager at Deloitte and he took four months of parental leave and also when his wife was in the profession of teaching.

The next example is concerned to Graham Eacott who took four months parental leave when he was working with WA Government in Perth.  In this case, he worked for three days a week and his wife also works for the full time.

Also, the news stated that if people decided to have kids then it is important for them to spend time with the Kids so that their family life can be managed.  It is also necessary to give equal time to the kids as the person give time in spending time on their job. It is important to provide parental leaves to the fathers so that they can easily manage their family life by giving time to their kids.

It has also been investigated that parental role is one of the roles which can be shared between parents. According to the Victoria MacKirdy, it has been seen that she took the maternity leave and at that time only the offer came to be the general manager of the company and this type of opportunity do not take place in the routine basis. She stated that these types of opportunity do not take place on the regular basis so she wanted to grab that chance.

In this case, the support was given by her husband Hamish and he decided to do part-time jobs so that it can be simple for her wife to grab the opportunity prevailing in the market. Hamish was doing his job by reducing the working hours and he accepted the role of parenting.  So, by focusing on the entire case it has been seen that companies should focus on offering permission to the men to work for part-time and he takes care of the kids (Bratton and Gold, 2017).  He managed his job by taking care of the child which helped her wife to grab the opportunity of the manager. Also, this case stated that parenting is known as one of the roles which are shared and there are also men who want to give support to the partners so that it can be easy to manage the entire family life.

By analysing these real case examples it has been seen that men also supported their partners and it is important for them also to provide parental leaves so that they can manage the work-life balance. It is necessary for the companies to maintain the policies related to parental leaves and according to the situation it should be offered to the men employees (Eacott, 2018).

Human resource problems

The news "Concerns inflexible working hours for men could be damaging women's careers" states that the women career are affected just because there is no facility of giving parental leaves to the men. This is also one of the problems in which it cannot be simple to elaborate the role f men and women in a parental role. It has been investigated that both parents are essential for the child and also they have the important role in the life of the person (Lee and Lim, 2017). It is necessary for the parents to spend more time with the child but in the schedule, it has been seen that parents are not able to focus on managing their work-life balance (Stone, 2017).

 In this reference, it has also been considered that there are organisations that have the set framework of policies is concerned with the parental leaves for women but they are not offering it to the men (Armstrong & Taylor, 2014).  They are less majority of the companies who are giving leaves related to parental to men. Also, the problem is concerned with the working hours and it has been investigated that men are not offering the opportunity to manage the work in the flexible shift (Al Ariss, Cascio & Paauwe, 2014).

In the recent scenario, it can be seen that just because of the lack of inflexible working hours of the men the adverse impact can be seen on the women career. This case also relates to the women in which the opportunities are left by them because of want to focus on taking care of the child. So, it can impact the women career in the adverse manner (Bamberger,  Meshoulam & Biron, 2014).

There are huge numbers of companies who are not offering flexible hours to the men and in this manner; the impact can be seen in the overall life of the family. It is necessary for the people to maintain their family life so that it can be easy for them to give time to their kids (Chowhan, 2016).  In this news, it is necessary for the organisations or the top management to focus on considering the policies related to working hours for men and it also impacts the individual life of the people. It has been seen that flexible hours can help the women to focus on the right opportunity which is prevailing in the market and it is important for them to grab it at the right time (Bringezu & Bleischwitz, 2017).

This issue can also be solved if the focus is given on the theories related to compensation policy and COR approach. If companies do not emphasize on the flexible hours then it can give adverse impact on the overall operations of the company. It is necessary for the company to focus on the method related to compensation (Shin and Konrad, 2017). The theory related to compensation takes into consideration the efforts that should be considered so that negative impact can remain in the one domain and it also focuses on the efforts related to positive experience in the next domain (Meyer, Barton, Murphy, Zimmermann and Fritz, 2017). There are various compensations in concerned with supplemental and reactive. Supplemental compensation also focuses on the positive experience which is not sufficient in context to the work and it is considered at the home. Reactive compensation also focuses on the negative work which takes into consideration the overall home experiences (Collings, Wood & Szamosi, 2018).

In relation to the theory, it is seen that there is an interlinked relation between the work and life. Also, it is necessary to focus on the theory so that it can be easy for the people to contribute with dedication towards the activities of the company. It will also help the company to achieve success in the market (Chelladurai & Kerwin, 2017).

It has been analysed that the COR theory approach is considered as the best approach which is concerned with the overall problem (Vanhala and Ritala, 2016).  In this, the resources are transferred from one sector to the other sector in which the resources are limited in reference to time, money and attention. Also, the resources are shifted to the next domain which can be concerned with family (Pencavel, 2014).

So, by focusing on the case it has been stated that it is essential for the company to focus on managing the problem by offering flexible timings to the men.

Recommendations

By focusing on the case, it has been recommended that it is important for the companies to emphasize the policies which are concerned with the flexible working hours for the men. Also in the recent case, people focus towards the job. It also focuses on maintaining the overall efficiency and it is important to focus on the flexible hours so that it can be easy for the employees to maintain their personal life with the activities of the company. In the case, it has also been analysed that mend should be given chance in relation to the flexible timings.

Conclusion

It has been concluded that it is important to focus on managing the working hours of the men so that it can be easy to maintain the overall career of the women. Also, it is necessary to emphasize on the theories or the concepts related to compensation and COR.  With this, it can be easy for the company to manage the entire activities. So, it has been recommended that organisations should offer flexible working hours to the men.

References

Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179.

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Bamberger, P. A., Meshoulam, I., & Biron, M. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.

Bratton, J. and Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Bringezu, S., & Bleischwitz, R. (2017). Sustainable resource management: global trends, visions and policies. Routledge.

Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.

Chowhan, J. (2016). Unpacking the black box: Understanding the relationship between strategy, HRM practices, innovation and organisation al performance. Human Resource Management Journal, 26(2), pp.112-133.

Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.

Eacott,A., (2018). Concerns inflexible working hours for men could be damaging women's careers.https://www.abc.net.au/news/2018-08-31/calls-for-better-working-hours-for-men/10184968?section=business

Lee, D. and Lim, H., 2017. Multiple Thresholds in the Nexus between Working Hours and Productivity. Contemporary Economic Policy, 35(4), pp.716-734.

Meyer, A.N., Barton, L.E., Murphy, G.C., Zimmermann, T. and Fritz, T. (2017). The work life of developers: Activities, switches and perceived productivity. IEEE Transactions on Software Engineering, 43(12), pp.1178-1193.

Pencavel, J. (2014). The productivity of working hours. The Economic Journal, 125(589), pp.2052-2076. https://doi.org/10.1111/ecoj.12166.

Shin, D. and Konrad, A.M. (2017). Causality between high-performance work systems and organisation al performance. Journal of Management, 43(4), pp.973-997.

Stone. R. (2017). human resource management. Retrieved from https://www.wileydirect.com.au/buy/human-resource-management-9th-edition/.

Vanhala, M. and Ritala, P. (2016). HRM practices, impersonal trust and organisation al innovativeness. Journal of Managerial Psychology, 31(1), pp.95-109.