In addition, การตระหนักถึงความแตกต่

In addition, การตระหนักถึงความแตกต่างของการรักษาความสมดุลของชีวิตการทำงานของแต่ละบุคคล
includes men, women, managers) but case-by-case decisions based on
individual, organisational and legal considerations are required
An equitable process does not mean that all requests for flexible work
will result in the same outcomeความยืดหยุ่นสำหรับสมดุลชีวิตการทำงานเป็นตัวเลือกสำหรับพนักงานทุกคน
รวมถึงผู้ชายผู้หญิงผู้จัดการ แต่การตัดสินใจในแต่ละสถานการณ์ขึ้นอยู่กับแต่ละบุคคล หรือองค์กรโดยถูกต้องตามกฎหมาย นอกจากนี้การพิจารณาจะต้องมีกระบวนการเป็นธรรมและการร้องขอสำหรับความยืดหยุ่นแต่ละกรณีจะให้ผลลัพธ์ที่แตกต่างกัน

ประเภททั่วไปของการทำงานที่ยืดหยุ่นคือส่วนหนึ่งเวลา: ทำงานน้อยกว่าเวลาปกติอาจจะโดยวันทำงานน้อยลงต่อสัปดาห์ยืดหยุ่นเวลา: เลือกเมื่อการทำงาน (มักจะมีระยะเวลาหลักในระหว่างที่คุณต้องทำงาน) ชั่วโมงต่อปี: ของคุณ เวลาจะทำงานออกไปเป็นปีที่ (มักจะอยู่ในการเปลี่ยนแปลงการตั้งค่ากับคุณตัดสินใจเมื่อการทำงานชั่วโมงและอื่น ๆ ) การบีบอัดเวลา: ชั่วโมงการทำงานตกลงของคุณในช่วงวันน้อยเซชั่วโมง: เริ่มต้นที่แตกต่างกันทำลายและการตกแต่งครั้งสำหรับพนักงานในที่ทำงานเดียวกันร่วมกันงาน : การแบ่งปันงานออกแบบสำหรับคนคนหนึ่งกับคนอื่นทำงานบ้านทำงานจากที่บ้าน(Nidirec 2014)
Flexible working arrangements can help employees balance the changing demands of work and
personal life and can benefit the employer by contributing to improved performance and
productivity. Flexible work opportunities may also assist to attract and retain people with valuable skills and is an important contributor to the optimal participation of diverse groups in the workforce such as older workers, employees with disabilities and those with family and caring responsibilities. In multi-generational workforces, differing life cycle demands may result in any staff member requesting flexible work arrangements(Education State Government Victoria 2011)
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Flexible working opportunities can benefit everyone: employers, employees and their families. Most employers now recognise that it makes good business sense to provide flexible working opportunities for their staff.

'Flexible working' is a phrase that describes any working pattern adapted to suit your needs. Common types of flexible working are: part-time: working less than the normal hours, perhaps by working fewer days per week
flexi-time: choosing when to work (there's usually a core period during which you have to work)
annualised hours: your hours are worked out over a year (often in set shifts with you deciding when to work the other hours)
compressed hours: working your agreed hours over fewer days
staggered hours: different starting, break and finishing times for employees in the same workplace
job sharing: sharing a job designed for one person with someone else
home working: working from home(Nidirec 2014)

Results (English) 1:

In addition, be aware of the difference in keeping the balance of working life of each person.includes men, women, managers) but case-by-case decisions based onindividual, organisational and legal considerations are requiredAn equitable process does not mean that all requests for flexible workWill result in the same outcome for work life balance options for all employees. Including men, women, Manager, but a decision in each situation, depending on the individual or organization is required by law. In addition, consideration will need to be fair and to process requests for flexibility in individual cases, the results are different. Common types of flexible working is one less working hours: regular time could be reduced by working days per week flexible: when (often with a period in between where you want to work). Hours per year: of you. Time is running out as the year (usually in order to change the setting to you decide when work hours, and so on), the compression of time: hours working your agreed during the initial hours of semiconductors: little different and break times for employees in the same workplace together: sharing a job designing for one person with others, work, home, work from home (Nidirec 2014).Flexible working arrangements can help employees balance the changing demands of work andpersonal life and can benefit the employer by contributing to improved performance andproductivity. Flexible work opportunities may also assist to attract and retain people with valuable skills and is an important contributor to the optimal participation of diverse groups in the workforce such as older workers, employees with disabilities and those with family and caring responsibilities. In multi-generational workforces, differing life cycle demands may result in any staff member requesting flexible work arrangements(Education State Government Victoria 2011)////Flexible working opportunities can benefit everyone: employers, employees and their families. Most employers now recognise that it makes good business sense to provide flexible working opportunities for their staff. 'Flexible working' is a phrase that describes any working pattern adapted to suit your needs. Common types of flexible working are: part-time: working less than the normal hours, perhaps by working fewer days per weekflexi-time: choosing when to work (there's usually a core period during which you have to work)annualised hours: your hours are worked out over a year (often in set shifts with you deciding when to work the other hours)compressed hours: working your agreed hours over fewer daysstaggered hours: different starting, break and finishing times for employees in the same workplacejob sharing: sharing a job designed for one person with someone elsehome working: working from home(Nidirec 2014)

Results (English) 2:

In addition, recognizing the distinction of maintaining the balance of the working life of each person
includes Men, Women, Managers) but Case-by-Case decisions based on
individual, organizational and Legal considerations are required
An Equitable Process does not. Mean that all requests for Flexible Work
Will Result in Same outcome the flexibility for work-life balance as an option for all employees
, including men, women managers. But the decision is up to each individual situation. Or by legitimate organizations. Also considered to be a process and fair requests for flexibility, each case would result in different types of flexible working part time work less than normal hours, perhaps days less work on. week time flexibility: choose when to work. (Usually the period during which you have to work) hours per year: your time is running out for a year. (Usually in the setting changes you make decisions on working hours and more) compression time working hours agreed in the early days at least seven hours: From a different break and finishing times. For employees working in the same job sharing: sharing a job designed for one person to other work, working from home (Nidirec. 2,014) Flexible working Arrangements Can Help employees balance the changing demands of Work and Personal Life and Can Benefit the Employer by Contributing to improved Performance and Productivity. Flexible Work opportunities May also Assist to Attract and retain people with Valuable Skills and is an important Contributor to. the optimal participation of diverse groups in the workforce such as older workers, employees with disabilities and those with family and caring responsibilities. In multi-generational workforces, differing life cycle demands may result in any staff member requesting flexible work arrangements (Education State Government Victoria. the 2011th) //// Can Benefit Flexible working opportunities everyone: employers, employees and their Families. Most employers now recognize that it Makes Sense to provide good business Flexible working opportunities for their staff. 'Flexible working' is a phrase that describes any working. Pattern adapted to Suit your Needs. Common types of Flexible working are: Part-time: working less than the Normal hours, perhaps by working fewer days per Week flexi-time: choosing when to Work (there's usually a core period during which You have. to Work) annualized hours: your hours are worked out over a year (often in SET shifts with You deciding when to Work the Other hours) Compressed hours: working your agreed hours over fewer days staggered hours: different Starting, Break and Finishing times for. Same Workplace employees in the job Sharing: Sharing a job designed for one person with someone Else Home working: working from Home (Nidirec 2 014).

Results (English) 3:

In addition, aware of the differences of the balance of the working life of the individual
includes men women managers) but,,, Case-by-case decisions based on
individual organisational and, legal considerations are required
An equitable process does. Not mean that all requests for flexible work
.Will result in the same outcome flexibility for work - life balance as an option for all employees
.Including men's, women's manager. But the decision in each situation, depending on the individual. Or organization by legitimate.
the general type of flexible work is part time:? Less than the normal time may be less flexible work week time: choose when working. (usually the main period during which you must work) hours per year:Your time to work out a year. (usually in the setting changes with you decide when working hours, etc.) the compression of time:? Working hours your fall during the little hours: the se