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Sloan Center News

Stimulating Innovation in Time and Place Management

center to connect flexible work arrangements with economic/business outcomes

31 May 2011—Amidst a languishing economy and concerns of an aging workforce, President Obama asserted in his 2011 State of the Union address that our nation is currently facing a “Sputnik moment.” Our country’s future will be won, the President declared, through research and business innovation.

Many companies are already experimenting with approaches to engage older employees. The availability of flexible work arrangements, for example, can help companies remain competitive while retaining valuable talent.

Now, the Sloan Center on Aging & Work is seeking employer partners to launch an 18-24 month study to accomplish just that—stimulate the innovative management of “Time & Place” to maintain and even increase productivity.

“We have consciously chosen ‘Time & Place Management,’ or ‘TPM,’ to focus attention on the fact that employees, supervisors, and work groups manage the use of these resources for maximum benefit,” explains Marcie Pitt-Catsouphes, Director of the Sloan Center on Aging & Work. “The current problem is that little evidence exists about the economic benefits or costs associated with introducing strategies for successful implementation of TPM policies, or about how age factors into this equation.”

To address this research gap, and to help employers manage time, place, and their human capital, the Center is currently seeking partnership with up to 6 employers at the forefront of innovative human resource practices. Pitt-Catsouphes anticipates that formal invitations will be extended to a limited number of organizations by the end of June.

For more information, or to be considered for this study, please contact:

Samantha Greenfield
Employer Engagement Specialist
Sloan Center on Aging & Work
samantha.greenfield@bc.edu
1-617-552-9117

Together with these companies, the Center will design, implement, and pilot test the effectiveness of HR programs or initiatives that offer supervisors and their employees more choice and control over when, where, or how much they work. Participation in this collaboration will be at no cost to employers.

During the study the Center plans to document performance, productivity and/or other business outcomes associated with the new TPM initiative or changes in a TPM implementation strategy.

“The aging of the workforce is a huge reality for most firms—employers wanting to remain competitive must factor aging into any human capital consideration,” comments Pitt-Catsouphes. “Last year’s White House Conference on Workplace Flexibility was an indicator that workplace flexibility is now seen across the nation as both profitable and effective for the 21st century workforce.”

In addition to receiving coaching and assistance with design and implementation of a new TPM program, companies participating in the Center’s study will have an opportunity to be at the vanguard of identifying ways to optimize talent management for overall business success.