Program For Female Employees Work-life Balance Of Changchun Faw Yanfeng Visteon Electronics Co.,Ltd

Changchun FAW Yanfeng Visteon Electronics Co., Ltd. is a company with morethan50%of female employees. Its core staffs are mainly women who play importantroles in the development of the company. FAW-YFVE is now in the process of “thesecond enterprising” and new businesses bring both opportunity and load to femalestaff. The result of the survey showed that working positions are not suitable forfemale employees, lacking of training, and work atmosphere change is the mainreason leads to female employees’ work-life imbalance. Work-life imbalanceincreases mental pressure and does harm to family harmony, bringing negativeinfluences. FAW-YFVE must take immediate actions to achieve work-life balance forfemale employees.Program for female employees’ work-life balance is based on the theory ofhuman resources and psychology, coping with the development of the company. Itshould be practical and consider different employee segmentation. And we should bepatient to wait for the result of the program’s implementation.There are mainly three parts in the program. Firstly, job analysis and people-position matching will solve the problem that some positions are not suitable forfemale employees. Secondly, the establishment of tutor system and internal systemcompletes training channel, training classification and tracking enhances trainingeffects will solve the problem of lacking of training. Thirdly,“C-SPIRIT” corporateculture will minimize the influence of work atmosphere change. FAW-YFVE shouldencourage striving and improve staff motivation, create a tolerant environment inwhich staff can enhance self-esteem, use employee assistant program (EAP) to helpgeneral manager relieving working pressure, run regular management salon, advocate sports and establish connection with employees’ family to change female employees’work-life imbalance.To ensure the implementation efforts, FAW-YFVE should do the followingthings well. Firstly, keep working with follow-up work on people-position matching,ensuring employee dismissal is legal and carrying out Overall PerformanceManagement. Secondly, establish competency model to enhance training efficiency.Thirdly, develop positive influences of the Party, Union and Youth League Committeein corporate culture development. And lastly, provide necessary economic support.