Pros and Cons of Job Sharing
Advantages to the employee
Job sharing allows the employee to balance between job duties and household duties by working less than full-time. Secondly, the employee enjoys benefits because job sharing splits the pay and benefits of the full-time worker into two. The part-time employee engaging in job sharing process enjoys benefits of the full-time employee such as profit sharing, travel and leaves allowances (Crampton, Douglas, Hodge, and Mishra, 2003).
Advantages to the organization/employer
Employees sharing same duties show more appreciation towards each other leading to competition, which in returns leads to increased productivity. According to Crampton, Douglas, Hodge, and Mishra (2003), high-performance appraisals are recorded through job sharing due to improved employees’ participation. Additionally, it acts as a form of motivation because the employee is given a chance to balance family and work responsibilities. Secondly, job sharing allows the organization to retain valued employees working part-time. Organizations in the today’s work environment overload their workforce leading to burnout. Job sharing helps prevent burnout. On the other hand, job sharing discourages absenteeism in work; hence, the organization is able to fulfill its production goals efficiently (Crampton, Douglas, Hodge, and Mishra, 2003).
Disadvantages to employee
Through job sharing, the employee has limited chances of career advancement if they continue working under the job sharing program for long. Additionally, the employee lacks training benefits associated with other full-time employees because sometimes training programs occur when they are on shift or during off-times. On the other hand, partial payments and benefits may lead to financial misappropriations. The employee engaged in job sharing does not have a fixed salary of the regular payment of benefits, which is capable of interfering with personal financial planning. Finally, job sharing may cause possible conflict between two partners.
Disadvantages to the employer
The negative attitude of human resource managers who see job sharing as an added expense to the company causes major downfalls to the company and employees engaged in the process. Secondly, the employer encounters difficulties deciding jobs to be shared. Finally, the human resource manager faces the greatest challenge of matching two compatible employees because of differences in culture, ethnicity, and family responsibilities (Crampton, Douglas, Hodge, and Mishra, 2003).
Should job sharing be optional for all employees?
Job sharing should not be an optional for all employees because of differences in qualification, responsibilities, and experience. The organization should first inquire from the employee whether they are comfortable with job sharing before engaging them in the process. An organization with a large workforce may find it hard practicing job sharing among all employees because of difficulties in management. The option should be limited to only interested employees (Cornell University, 2015).
Is it beneficial for the organization to allow job sharing
YES! Organizations that promote job sharing always enjoy greater benefits in terms of productivity and cost. Job sharing ensures the organization recruits and maintains only competent employees. The organization enjoys benefits of high productivity, efficiency, and limited recruitments and training. According to hrcouncil.ca (n.d), job sharing enables the organization to manage high-risk coverage at lower costs through benefits given to employees. On the other hand, the organization incurs little corporate expenses because it pays fewer taxes to revenue collection bodies.
I am pleased to announce that after a thorough consultation with managers from other departments we have decided to start the job sharing program. All employees are requested to show their willingness to participate in the program by writing letters addressed to their respective supervisors before the close of business on June 30, 2015.
The policy has been introduced to the organization to allow employees share duties and give adequate time for those with demanding household duties. It is worth noting that those willing to register for job sharing will no longer work as full-time employees, but part-time employees as per the rules and regulations of job sharing.
I am looking forward to your co-operation. Thank you.
References
Cornell University. (2015). Career/life: Job share arrangement. Retrieved June 25, 2015 from
https://www.hr.cornell.edu/life/support/job_sharing.html
Crampton, S., Douglas, C., Hodge, J., and Mishra, J. (January 1, 2003). Job sharing: Challenges
and opportunities. Seidman Business Review, 9(1), 20-22. Article 11. Retrieved June 25, 2015from http://scholarworks.gvsu.edu/cgi/viewcontent.cgi?article=1081&context=sbr
Hrcouncil.ca. (n.d). Compensation and benefits. Retrieved June 25, 2015 from
http://hrcouncil.ca/hr-toolkit/compensation-employee.cfm
Appendix: Assessment sheet
Assignment title: Job Sharing
Criteria
1. Inclusion of relevant knowledge and information
Excellent Highly Satisfactory Satisfactory Unsatisfactory
Comment:
The student include relevant information and knowledge
2. Ability to critically analyze knowledge related to situation
Excellent Highly Satisfactory Satisfactory Unsatisfactory
Comment:
The student demonstrated knowledge in analyzing the topic
3. Ability to identify learning experience
Excellent Highly Satisfactory Satisfactory Unsatisfactory
Comment:
The student understood the topic well and demonstrated it effectively in paper
4. Logical development of analytical description
Excellent Highly Satisfactory Satisfactory Unsatisfactory
Comment:
The paper was logically written and analyzed according to instructions
Comment:
The paper was well done and all necessary information included as instructed
Mark / Grade: ____________________
