The Impact of Work Life Balance as Strategic Human Resources Management Policy in Private Sector Organisations of Cameroon

Abstract

Work-life balance (WLB) is very important in human resources management. This can also be in the management of organisations, including in the private sector of Cameroon. It signifies the extent to which an employee experiences fulfilled and having his or her needs met in both work and non-work facets of life. (Alison A.Rife & booz A. Hamilton, 2015:4) The purpose of this paper is to establish whether work-life balance practices can be considered as strategic human resource management resolution. The results of a number of studies reviewed in this paper show the outcomes and the benefits of implementing work-life balance practices on human resources management and not only for employees themselves, but also for their families, organisations and society. This paper tackles work-life balance and the stress factors faced by all human resources management. It also throws light on the effects of poor WLB and also gives suggestions to overcome those obstacles. Despite the fact that work-life conflict has significant business costs associated with lack of engagement, absenteeism, turnover rates, low productivity and creativity or poor retention levels, there are some factors of organisational work-life culture that may compromise availability and use of these practices, but at the end of the article the author propose several recommendations in order to improve the understanding, choice, implementation and effectiveness of work-life practices. This pave way for the reader to have an in-depth knowledge about the necessity of balancing one’s own work life and personal life and there by gives opportunities to bring out further research on this topic.