Workforce Planning: Flexibility in Workforce Management

Abstract

In recent years, the increase of the number of global organizations,which provide products and services with quality and improvements in technologyand competitiveness, caused significant changes of working arrangements andflexibility of working place and durations. Additionally, employees demandflexible working practises for improving their work-life balance. On the otherhand, increase in the number of flexible employees in workplaces leads tochallenges for organisations. Flexible work can be effective if usedconsistently throughout the organisation. Flexible work improves organizationalperformance as employees work at the most productive hours and increaseorganizational commitment. On the other hand, flexible labour policy can leadto perceptions of injustice and disrupt labour relations. In addition, it helpsreduce occupational stress due to fewer work-life conflicts for employees.However, it can create stress if the flow of information is impaired. In this context, although labour flexibility can be defined as astrategy for adapting to the changing needs of organizations both internallyand externally, it presents challenges for both employers and employees. Inthis article, the aim is to examine the types, content, effectiveness, advantagesand disadvantages of labour flexibility methods and to show the effect on theemployees. The induction method is applied in the study.