Managing 24/7 Operations: A Work-Life Perspective

Work Life Balance Conference 2006
Managing 24/7 operations: a work-life perspective.
Managing 24/7 operations: a work-life perspective

Presented by: Angela Kearney Employment Relations Manager Australian Hotels Association WA Branch

Hotel and Hospitality Industry Profile

More than 1000 hospitality businesses are members of the AHA (WA); The hospitality industry directly employs over 45,000 people in WA; Hotels contribute over $2 billion to the WA economy each year; The hotel industry is a major employer of apprentices and trainees and supporter of live entertainment

Key Employment Challenges

24 Hours, 7 day a week industry. Has peak times which are outside normal working hours. Employs unskilled through to highly skilled professional people.

Key Employment Challenges cont

Employs a number of people with English as a second language Provides flexibility in work arrangements e.g. parents, single parents, additional income and students. People make informed choice to work in the industry as it presents flexibility for family and personal needs. Lower paid employment Skill shortage issues

How do hotels provide a work life balance?
Proactive recruitment practices

Through more effective recruitment, hotels are able to recruit people knowing exactly their personal, family and social needs. The hotel is able from the beginning of the employment relationship discuss openly employee needs and attempts are made to accommodate needs at hiring. In addition hotels are then able to recruit employees to work around existing needs.


Evening and weekend work as requested The hospitality industry offers work to best meet the needs of staff through evening and weekend work to work around partners work patterns or study commitments. The industry also provides flexible arrangements for such times as school holidays, timetables and study blocks. Availability System


Providing work during school hours Hotels are structuring shifts moving where possible from the traditional 9 to 5 arrangement commencing 9:30 with employees completing at 2:30 to fit in with school hours, staff have the option to elect to work these hours.


Job Share Arrangements Several hotels have successfully introduced job share arrangements for employees to meet child care, home/work balance. One hotel has successfully negotiated a husband/wife job share arrangement. Working from home flexibility One business cited an example of an arrangement they provided for an administration based employee to work from home to meet child care needs.


Flexibility in working length of shifts/working days
Hotels where possible are encouraging staff to negotiate 4 day working weeks or more flexible work patterns (8 days on 6 days off).


Return to work after parental leave flexibility
Employees when electing to return to work are encouraged to undertake work patterns which suit their family, partners needs.


Family and social life in the workplace
Family Yoga Sports Days Family BBQs Family Picnics Staff Parties Staff social networking Invitation to stay at work.


Leading the way in proactive employment practices Pilot part-time apprentice arrangements Recognition of prior learning and experience Negotiating extra leave, Salary sacrifice time More flexible hours to meet commuting/career commitments

ACCOR Mums the Words As more people return to the workforce after giving birth, its now more important than ever that employers recognise the needs of new parents and their offspring. Some stories of their people

ACCOR Mums the Word

Mountain Mothers Queenstown NZ Flexibility with rosters Private nursing area Rostered feeding times Remote office solutions Increasing sick leave as hotel understands that pre-school children are more susceptible to illness.

ACCOR Mums the Word

The active and enthusiastic management of maternity leave has enabled us to retain key team members
People performance is about outcomes not about hours at work

ACCOR Mums the Word Best of Both Worlds

From conception the key stakeholders in my career have been nothing by supportive and positive. On arrival to Accor I was able to state what I was able to do in conjunction with my family commitments. The support and assistance from the field has also enabled me to get a work life balance - Clare, Training & Development Manger Victoria, South Australia and Tasmania

ACCOR Mums the Word

Mums in the Boardroom
A welcome epidemic has hit Sydney head office with eight babies born in the last six months.
Mums and bubs gathered to discuss plans for an Accor crche.

Finish

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Work Life Balance Conference 2006