HR Into I&O: Working 9 Till 5, What A Way To Make A Living? – Employee Contracts

Firstly, let me explain: I am not really a fan of Dolly Parton but I heard this song last night and this got me thinking further about my I&O FLB exclusive report on ‘Tomorrow’s I&O Leaders Require An Equal Blend Of Technology And Business Acumen, which addresses changing skills and recruitment practices. Specifically I asked myself:

“Do current I&O contracts of employment really support agile, customer centric IT operations?”

Now I know the majority of I&O professionals have never lived Dolly’s dream of ‘working 9 Till 5’ anyway but with the fast pace of technology innovation and demands by the business, will we see a time when I&O leaders ring the bell on current formal contracts of employment?

I also take into consideration that a signed employment contract is a legal requirement for a number of reasons but can I&O executives continue to state a set number of working hours, e.g., “you will work x hours per week” as a requirement? I am not advocating flexi-time contracts here but with I&O moving to customer-centric deliverables does this mean that I&O leaders need to align contracts of employment to specific customer I&O services/deliverables and take into account the social lives of their employees?

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