How to evaluate and implement the requirements of employees' flexible work arrangements, the changes in the mentality of employers and management are the key. The "guidance principle" can only cure the standards, hoping to gradually affect the behavior and mentality through the system and structure.This is a slow process, and there is already an epidemic in front of "Fortunately" to forcibly push it.
Perhaps, just like the plot in martial arts novels, before reaching the realm of no moves, you must practice the basic move.After all, how to teach like "no tricks" is also a big problem.
The working group jointly established by the Political Consultative Conference of the Labor -funded CPPCC has recently announced the principle of guidance for the requirements of the flexible work arrangement of labor and government, stipulating that all enterprises must formulate processes and evaluate the requirements of employees' flexible work arrangements.
The word "flexible", the explanation of the dictionary is: not rigid, not restrained, and good at random response.Therefore, guiding chess for the flexible work arrangement of the enterprise is essentially a bit paradoxical and contradictory.But everyone seems to be taken for granted. In fact, there are many companies that they hope to officially introduce some systems or standards so that they can make them the same.
Even if there is a new flexible work arrangement, the guidance principle should be in the "flexibility" rather than the "guidance principle".
The company's profit and loss situation, operation model, and even corporate culture have 101 types, all walks of life, various industries, different sizes, and different development stages of development will affect the requirements of flexible work arrangements.Therefore, when the new guidance principle was introduced, it also stated specifically that it had no legal binding power, and at the same time did not require employers to agree, but encouraged them to do so.
Flexibility is not allowed. Each company has its own rules and regulations. It is not easy to have an open and transparent system and a certain degree of flexible arrangements.
Local enterprises and government agencies originally lacked DNA, which originally lacked a flexible working system. If it wasn't for a century -old crown disease epidemic, forcibly pry open a gap. Perhaps most people are still working people in the nine to five.There is no room for discussing.
Yan Xiaofang, the Minister of Education and Minister of Personnel, pointed out at the press conference of the new guidance principle that some employees and job seekers do not understand why the company does not continue to implement the arrangement of at home when it is implemented.Flexible work arrangements have established ideas or unwilling to listen to relevant requests.
For these enterprises, the guidance principle can play a certain guidance and demonstration role, but if there is no further environmental factors, the so -called "flexible work" may only be reduced to the surface name of another hard system.
Flexible working system is an irreversible trend. Those employees who have experienced "flexible" benefits during the crown disease epidemic have been opened with a more bright window for the work system.
Instead, there are some employers who are still passing by the employees all the time before they are in love, and they are convenient to send them in the company.This mentality is understandable.In terms of level, the flexible work arrangement is obvious to employees, but for employers, it has increased the difficulty of control, supervision, and administrative difficulties.
However, when other peers are promoting flexible working systems, it is backward without follow -up.Therefore, at present, the implementation of a flexible working system for enterprises is to continue to attract talents and maintain competitiveness.
How to evaluate and implement the requirements of flexible work arrangements, the change of mentality of employers and management is the key. The "guidance principle" can only cure the standards. I hope that it can gradually affect behavior and mentality through systems and structures.This is a slow process, and there is already an epidemic in front of "Fortunately" to forcibly push it.
At present, many enterprises and institutions are gradually institutionalized for flexible work arrangements, such as allowing employees to work at home for two or three days a week, or stipulate that one day of week must be all available to facilitate meetings or handover.
In fact, the supervisors of various departments have always faced the challenges of flexible work arrangements to varying degrees.Every month, employees always need to be late or prematurely, change week leave, adjustment of work projects, etc.
When the supervisor makes a decision, in addition to the feasibility consideration, employees' usual work ability, integrity, responsibility, etc. will be more or less considered to be more or less considered.
Since there are flexible work arrangements, naturally there will be flexible arrangements.These are the processes that employers and employees must face together and run into each other.
It is impossible to find all the standard answers to all questions in the guidance principle."Principles" can only be used as a "guidance". In the end, like Zhang Wuji, grasping the most critical flexibility, and forgetting the taijian's moves.
(The author is the Deputy Director of the Morning Post Multimedia Editor)
