What is the significance of flexible working system?

Flexible working system means that on the premise of completing specified work tasks or fixed working hours, employees can flexibly and independently choose specific work schedules to replace a unified and fixed commute to and from get off work. The system of time. It is understood that in Europe and the United States, more than 40% of large companies have adopted "flexible work systems", including well-known large companies such as Xerox and Hewlett-Packard; in Japan, large companies such as Hitachi Manufacturing, Fuji Heavy Industries, and Mitsubishi Electric have also adopted Similar reforms were carried out to varying degrees. In our country, in recent years, more and more factories and enterprises have emerged that are trying out this system. There are no relevant detailed regulations regarding employees' commuting hours, sick leave, personal leave and annual leave. The company's employees have the right to control their own working hours. In other words, if an employee feels that he is most productive from midnight to four in the morning, he can choose to go to work at that time; if the employee needs to stay at home to take care of his children next Wednesday, he can also choose to go to work on his own at that time. Decided not to come to the office that day. This approach is not a temporary measure for some companies to prevent SARS during the SARS period, but a flexible work system that already exists in many companies, especially technology companies, such as Microsoft in the United States and some domestic Internet companies. are all implementing this work system. At present, there are three main forms of flexible work systems: First, the combination of core time and flexible time. A day's working time is composed of core working time and flexible working time surrounding both ends. Core working hours refer to certain hours every day when all employees must be at work. Flexible hours refer to the time during which employees can freely choose to go to and from get off work. For example, a company stipulates that daily working hours are 8 hours, excluding the 1-hour lunch break. The core working hours can be from 9 am to 3 pm, and the actual opening hours of the office are 6 am to 6 pm. In the core working hours During this time, all employees are required to come to work, but during the flexible time before and after this core area, employees can choose to work for any 3 hours. The second is the results-centered system. The company only assesses the results of employees' labor and does not stipulate specific time. As long as the tasks are completed within the required time limit and with quality, the company will pay them accordingly. For example, American Technology Standard Interoperability Media Company allows its more than 200 employees to choose their own working hours after completing their tasks for the day. The third is the compressed working time system. Employees can compress the work in a week to two or three days, and the remaining time can be handled by themselves. For example, Microsoft requires the completion of work rather than the length of working hours. Employees are free to choose the time of day and how many days of the week they work. Implementing a flexible work system allows employees to manage their own working hours, and the benefits to employees are obvious. On the one hand, moderate work flexibility allows employees to flexibly handle the relationship between personal life and work, and at the same time, they can work in their own way and at their own pace; on the other hand, because employees feel that their personal rights and interests are respected, social and work satisfaction is satisfied. High-level needs such as esteem, thus creating a sense of responsibility and improving job satisfaction and morale. Microsoft does not regulate working hours. Employees can choose their own working hours. As a result, most people work longer hours than ordinary people commuting in order to complete their work. Some people think that by allowing employees to manage their own working hours, employees benefit and the company loses. In fact, this view is wrong. Companies can also share the joy of flexible working from the stimulation of employees' work enthusiasm. One study showed that among the companies surveyed, flexible working systems reduced the corporate procrastination image by 42% and increased labor productivity by 33%. The explanation for this result is that flexible working systems can enable employees to better work according to their personal needs. need to organize their working hours and enable employees to exercise a certain degree of autonomy in work arrangements. As a result, employees are more likely to adjust their work activities to their most productive hours and better coordinate their work time with their non-work schedules, thereby greatly increasing labor productivity. American Jibiao Interactive Media Company has demonstrated this through its four-year practice of implementing a flexible work system. The company's performance has not decreased but increased after the Internet boom. This year's sales revenue is expected to increase by 30% compared with last year, reaching 35 million US dollars. The company's CEO bluntly said that flexible working system is the company's most competitive weapon and a major factor in the company's success. Main reason.

In addition, the flexible working system can also reduce employee absenteeism, lateness rates and employee turnover; it can also directly reduce the company's overtime pay expenses. For example, after a domestic Internet company adopted a flexible working system, overtime pay was reduced by 50%. Of course, to give full play to the positive role of the flexible work system and allow employees to truly manage their working hours, we must pay attention to three points: First, we must adopt a new results management orientation. Many companies claim that employees' work performance is more important than attendance, but in fact they care about every minute an employee is late. Therefore, when implementing a flexible working system, a real results orientation must be implemented. The company sets weekly goals for each employee, Monthly goals or quarterly goals and completion timetables, employees are fully authorized to achieve these goals. The company only looks at the completion of goals and does not monitor what time employees come to the company every day to complete these goals. If the goals are set reasonably, employees' tasks will not be much easier because they can freely control their working hours. On the contrary, employees' working hours may be consciously extended. Second, employees and the company must maintain close contact. Regardless of the working hours, the employee supervisor or the company's human resources department should be able to find them at any time via email or mobile phone, otherwise the flexible working system will become unprincipled and free. The third is to pay attention to talent recruitment and performance appraisal. For companies that adopt flexible work systems, they should target employees with high self-awareness when recruiting; at the same time, they should lay off some unsuitable employees in a timely manner during performance appraisals.