Any (reasonable) HR Professional will tell you that offering flexibility in the workplace is rapidly becoming as much a business imperative as paying your employees every two weeks. If you aren’t keeping up with today’s trends in flexibility, you are a laggard. The sooner you accept that, the sooner you’ll fix it.
More and more companies are offering everything from traditional telecommuting arrangements to the more dynamic flextime and job-sharing arrangements and more and more employees are taking advantage of them. But I cannot for the life of me find any information whatsoever on what percentage of HR professionals – I’m talking Generalists here – take advantage of them. Do you know why? I’m guessing it’s because HR Generalists don’t use them. That’s right. Once again, “the cobbler’s children have no shoes.”
It’s late, I’m tired, and the last thing I really want to do right now is pull together the finishing touches on what is already a pretty lame blog post. So I’m going to just throw a couple of questions out there to fuel the fire. And maybe some of you will add the insight I’m having trouble providing.
1) Can HR Generalists operate effectively remotely?
2) Do the hours of the broader workforce dictate the hours of the HR professional?
3) Does an HR professional need to be in the building “to get a seat at the table?” (sorry…I tried and tied, but just couldn’t resist).
Image Credit: Darwin Bell (via Compfight)