The purpose of this study is to examine the role of HR function in supporting supervisors to implement FWA policy.
A case study was carried out in an Australian private sector insurance company where FWA policies had been in place for five years. Data was gathered from semi –structured and in-depth interviews with forty seven HR staff, managers and supervisors from four divisions within the organization covering a range of differing work roles. In addition seven corporate documents relating to flexible working were analyzed.
Five factors are identified as having an influence on the ability of managers to support FWAs through the meta-features of distinctiveness, consistency and consensus: policy alignment (strategic and operational), HR structure which provides support at senior and supervisory levels, influencing skills of HR staff, manager training and education on FWAs and supportive technology.
To improve practice organizations should consider both vertical and horizontal alignment of HR practices, give attention to operational alignment of HR practice, give training and support to supervisors and build direct access to expert advice into the HR structure.
This paper has an original approach in explaining how the HR function supports and constrain managers in implementing FWAs.
