There is a cost to business when work and family come into conflict. Programs that balance work and family commitments can reduce costs learn how with this guide.
In today’s competitive marketplace, companies have to work harder to attract and retain the talent they need to succeed. According to the 1998 Business Work-Life study, 67% of employers find it difficult to fill vacancies for highly skilled jobs and 40% have difficulty filling entry level jobs. Many companies now function in a 24-hour global economy. As a result, an increasing number of jobs require non-traditional work schedules, which include early morning, late night, and weekend hours. To successfully manage these challenges, employers are addressing child care issues and are finding that it’s good business to invest in child care. Implementing policies and practices to support families can give the employer a competitive edge over those who do not. When supportive worklife policies and practices are available, employees exhibit more positive work outcomes, such as job satisfaction, commitment to employer and
retention. (Families and Work Institute, 2002) Eighty-two percent of people in effective, flexible workplaces are highly engaged and committed to their work. (When Work Works)
(Kansas Employer Tool Kit)
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