Introduction
This study aims to demonstrate knowledge of essential human resource management concepts applied to various work arrangement programs that allow telecommuting. The policies and procedures in human resources are significant to the organization’s effectiveness, and these rules and practices include training, evaluating performance, and selecting methods. The program that allows employees to telecommute is subject to these policies and procedures.
The traditional limits of employment, such as location and hours worked, can be bypassed through communication technology, which is at the heart of telecommuting. The individual and the company are subject to positive and negative effects due to the telecommuting work arrangement (Onyemaechi 54). The layout of this piece of work has repercussions for management because of its character. On the other hand, the challenges managers confront when working in traditional office settings are remarkably like when employees telecommute.
The arrangement of working from home, often known as telecommuting, is a flexible kind of employment that requires the implementation of specific human resource principles. This is because most firms prefer to provide positions that include telecommuting to employees with complete faith. Building trust between managers and their direct reports is essential for successful telecommuting operations. Because of this, human resource managers who collaborate with telecommuting employees should consider procedures and policies that do not rely on physical control.
Proponents of the work arrangement known as telecommuting believe that it enables businesses to recruit and retain people and train and evaluate them. On the other hand, detractors assert that working from home introduces new difficulties in every field (Onyemaechi 54). As a result, this paper discusses telecommuting and each of these issues in the modern workplace; working from home has several advantages; nevertheless, it presents several obstacles for individuals and businesses.
HR List of Components of a Successful Formal Telecommuting Program
Eligibility
It is a critical factor to keep in mind when doing remote work. If a person implements a remote work policy, you must ensure that your employees’ attitudes and work ethics are compatible. Individuals should do in-depth assessments of their personalities to determine if they are a good fit for remote work. Working from home may sound like an excellent idea, but the company cannot know if employees will be productive if their manager is not around to supervise them (Barbuto 10). Managers are often concerned that many people will want to work remotely, although this work has numerous advantages. Not every job is suitable for remote work. It should only be offered to those who are qualified and deserving of it, as it is difficult to determine whether everyone will perform their duties and responsibilities correctly, such as accountability, performance, and availability.
A discussion of the factors that determine eligibility. According to one board member, “This is a remarkable small thing that honestly addresses many of the board problems” (Barbuto 12). The fact that working from home is an option for only a tiny fraction of odd jobs is something that managers consistently emphasize. Therefore, organizations need to implement capacity factors because they are accurate. As a friendly reminder, it is essential to highlight the significance of keeping your promises (for instance, regarding duty, quality, availability, benefit, and response).
Tech Support
The technical aspects are one of the most important things that need to be taken care of since solid technical support is necessary to provide good service. This allows the employee to do the task the company has assigned to them quickly and flexibly. In addition, it is essential to give the employees round-the-clock access to a technical support service to stay in touch with them and assist them in resolving any issues that may arise.
Equipment
Equipment is essential for the success and enablement of remote work. The equipment that is both permitted to be used and needed to perform the work in an effective and timely way must be provided, all while ensuring that security is taken into consideration, as the company must secure its data with the employee (Barbuto 10). A connection to the internet at high speed is one example of the type of equipment needed. The employee will receive a laptop from the company, which will allow the IT department to grant the employee access to the software used by the company. Establish a website or a centralized communication hub for your remote workers.
Formal HR Telecommuting Policy
The director and the agent use regular email and phone correspondence to check progress and issues on the job and at social gatherings. It is essential to provide remote workers with access to some form of technological support, as this enables them to perform their jobs in a more straightforward and versatile manner. On the other side, the company must have the work completed within a certain time frame; therefore, the possibility of the work being delayed due to technological concerns must be eliminated (Barbuto 12). Additionally, finding a solution to the issue that the employees are having makes them more interested in working for the firm, which ultimately benefits the organization.
The agent and supervisor must assess if the relocation is compatible with the work-from-home strategy. It is the agent’s and executive’s job to figure out which locations are best for working remotely. With the apparent tax and other repercussions, Employees are responsible for weighing the advantages and disadvantages of working from a privately owned workplace vs. the potential legal repercussions that could arise under federal, state, or municipal law (Bernardino 10). Only the expert oversees completing all tasks entrusted to them at the designated site.
Remote workers’ performance will compare to those who work in the office. Still, this comparison will be based on job production and the completion of goals rather than on time-sensitive execution. Delegates who work from the office will be expected to protect the confidentiality of sensitive customer and association information to the affiliation’s need for workplace information security for agents. Picture capture and coordination labor, standard mystery state maintenance, and a variety of genuine evaluations for movement and the natural world are all part of the process. With the apparent tax and other repercussions, Employees are responsible for weighing the advantages and disadvantages of working from a privately owned office vs. the potential legal repercussions that could arise under federal, state, and municipal laws. The expert must complete tasks.
Regarding childcare, working from home is not an alternative. There may be some flexibility in scheduling one delegate, but the overall strategy must focus on completing the work and reaching company goals. People who want to try working from home are advised to talk to their loved ones about their plans before starting the trial period. Working from home, delegates who are not exempt from the additional time requirements of the Fair Labor Standards Act will use the Gametime method (Bernardino 7). An employer must step in to support a telecommuter working more than their allotted hours per day or week.
Selection of Participants
One of the criteria that will be used to pick participants will be putting them through a series of tests to establish whether they can conform to the guidelines established by our business. Every applicant will need to complete a personality test to be considered. The organization places a significant emphasis on job expertise and the work sample exam, and age requirements for participation in any activity will also be an essential criterion.
When the worker’s demands and preferences are being considered, an agent and the CEO will evaluate and select when an employee works from home. Then there are the duties that come with working in an office. The agent and administrator will debate whether or not the activity is consistent with the working-from-home plan. This includes an assessment of the workspace layout and issues about how things are arranged. The agent and the chief will determine the physical workplace requirements and the optimum working atmosphere. Repercussions in terms of both law and tax. The IRS, state, and municipal governments require experts to operate out of a private office if they don’t want to suffer legal or reputational consequences (Bernardino 7). It’s the worker’s sole responsibility to do all duties in that region. Testing will entail regular phone and email communication with management, as well as an appraisal of the agent’s job progress and complaints, as part of the testing process. The agent and the chief will evaluate at the end of the testing period, and they will both recommend whether or not the project should continue or be modified.
Works Cited
Barbuto, Alyssa, et al. “Telecommuting: Smarter Workplaces Spring. 2020.” The Ohio State University (2020).
Bernardino, Adriana. Telecommuting: Modeling the Employer’s and the Employee’s Decision–Making Process. Routledge, 2017.
Onyemaechi, Uchenna, Uruakpa Peter Chinyere, and Uche Emmanuel. “Impact of telecommuting on employees’ performance.” Journal of Economics and Management Sciences (2018): p54.