Blogs

How to handle Post Pandemic HR : Challenges & Misconceptions – Work From Home

The role of human resources in business is undoubtedly a significant one. HR plays a pivotal role in managing and developing an organization’s personnel and creating an integrated workplace where all members work towards common goals.HR and work-from-home policies are two topics that come with plenty of misconceptions. It can be hard to cut through the noise and figure out what’s real. Is HR really against work-from-home?Does it cost more to support employees who work from home? How do you strike a balance between supporting telework and protecting your organization from unnecessary risk?Work-from-home policies are often seen as a tradeoff. On one hand, these programs are usually very beneficial for employees — they’re happier, healthier, and more productive.On the other hand, there are real concerns about security (a natural reaction to hearing about hackers again) and the potential for abuse of the policy by some employees (gotta protect our company from those slackers). So let’s get past all the noise and clear up some common misconceptions: First we will discuss challenges of Work from Home.HR Challenges Of Work From HomeThere are several challenges associated with HR functions in today’s competitive business situation, which employers are facing. HR Challenges Of Work From Home can help turn your ignorance about working from home into sheer expertise.Challenges of work from home:-● The success of your company depends on the engagement levels of its employees. A recent study suggests that companies with highly engaged employees achieve double the annual net income compared to businesses with low employee engagement, and it’s tough for HR departments to keep remote workers engaged.●Work from home is becoming a trend. People are getting some non-requirement jobs at home and enjoy their stay in the office. The challenges faced due to this type of job are also increasing at this time when someone works at home, he is not feeling free which makes him lazy.●Home working is a challenging type of work. The main challenges are related to the work ethic and attitude of people, which differ from country to country.● Effective communication between field service employees and their employers is nearly impossible without the right technology. It relies on emails, phone calls, and paper records that can go unanswered or missing respectively.●Even the most disciplined and organized remote team members must deal with distractions at home. A pile of dirty dishes or a dusty bookshelf can distract them from their work, leaving them with no time left over for breaks.●Working remotely can make it difficult to stay motivated. Although remote workers have fewer external inputs and interactions with coworkers, they often have less immediate feedback and are less likely to receive recognition for their work. In addition, the stress of the COVID-19 pandemic has led many remote teams to lose motivation.●A poor internet connection or out-of-date technology can cause frustration and can make work more difficult.●Managing your own schedule is a major challenge for remote workers, who may find themselves feeling they are always working. While working hours are flexible, a strong work ethic is important to succeed as a remote worker. Without discipline, one may run the risk of procrastinating or taking too many naps.●Working from home can be more difficult than working in a traditional office setting. For example, introverts may experience difficulties in getting the right amount of sleep, while extroverts may feel disconnected from others at their work sites.Moreover, employees often work alone on tasks and they may have to participate in many meetings without any human connection. As a result, they may have mental health issues because they do not get to interact with other people as often as they would in an office setting.To overcome these challenges, one has to put extra effort and time into their tasks. For team projects, you should also get a sense of teamwork right from the start and communicate frequently with your colleagues.communicateImage: PixabayMisconceptions:HR is against work-from-home policies.This isn’t true for most employers. In fact, about 83 percent of employers offer some type of flex program, and about 30 percent of companies offer some type of work-from-home program.However, some companies that have a strict culture where every employee is expected to be in the office every day are skeptical of work-from-home programs. As a result, they are often slow to implement them and don’t seem to be big fans of telework.That’s unfortunate, because research has shown that work-from-home programs are beneficial to both employees and employers. Work-from-home programs help people stay more connected, healthier, and more productive.Additionally, workers who are offered the option to work from home are more likely to stay with their employer. This isn’t surprising — when you offer employees more flexibility and autonomy, they’re more likely to stay with you.Work-from-home programs cost your company more than office-based employees.This is one of the biggest misconceptions about work-from-home programs. Unfortunately, some companies are quick to justify their resistance to work-from-home programs because of this misconception.When you’re deciding which program is best for your organization, you should be looking at the total cost of ownership (TCO). TCO includes cost of implementation, cost of administration, cost of operations, and cost of benefits.In many cases, work-from-home programs are actually cheaper than having employees in the office. Why?- Office space:Some companies have high-end offices that have an expensive rental rate. Also, office space isn’t 100percent productive — some of the time is spent on meetings and the rest is spent on personal tasks like ordering lunch and chatting with colleagues. There are also a few hidden costs of office space, like utilities, cleaning, and air conditioning.    – Employees:When you hire an employee, you’re also paying for their benefits like health insurance, retirement, and paid vacation time. If you’re hiring an employee full-time, you also have to consider paying taxes.When you hire an employee to work from home, their benefits are significantly less expensive because many are self-funded. They don’t have the same medical benefits or retirement plans to pay for. There are no taxes to pay for them.EmployeesImage: PixabayTelework is the same as working from home.Although telework and work-from-home (WFH) policies are often used interchangeably, they aren’t the same thing. Telework is a type of work-from-home program.In fact, there are five different types of work-from-home programs that you can choose from.- Telework: Employees complete their work at home.- WFH: Employees can complete their work either at home or in another office.- Hoteling: Employees work at a different office each day.- Nomadic: Employees work at different locations each week.- Co-Location: Employees work in a central location, such as a coworking space.Companies should be wary of work-from-home policies because of remote employee abuse risk.This is a legitimate concern. However, there are ways to mitigate this risk.- Have clear expectations for your WFH program:If you’re only allowing people to work from home one or two days a week, it’s harder for employees to abuse the system. Most WFH programs require employees to work a minimum number of hours each week. If you have a clear policy about what is expected from employees who work from home, it’s easier to spot and shut down any abuse.- Offer support and structure:Remote employees should have access to the same resources and training as employees in the office. Additionally, there should be a strong support system in place that employees can use if they have questions or are struggling.It’s impossible to protect remote employees with technology.Technological protection isn’t 100 percent effective, but it does provide some level of protection and peace of mind. Employees should be required to use encrypted technology, like virtual private networks (VPNs) or secure email.Remote access security tools (RAS) can be used to protect company networks, data, and systems from remote access. These technologies aren’t fail-safe, but they do significantly reduce the risk of someone accessing sensitive data or systems from an unsecured network.What Your Employees Want In Future: Working RemotelyIn the post pandemic scenario employees are not flocking to companies as they have understood the Hybrid model of working.Employees after pandemich as also reported anxiety about change management in digital transformation, acquiring new skills, etc resulting in such as losing job.Even the sporadic news of Covid or any other disease being here and there also made him and his family insecure.In of the survey of McKinsey about working remotely, the employees shown interest in working remotely.Majority of employees wanted their organisations to be more flexible hybrid working models, in which employees are sometimes on-premises and sometimes working remotely. The survey found that  hybrid model helps organizations make the most of talent wherever it resides, lower costs, and strengthen organizational performance.pandemicCredit : Andrea Alexander, Aaron De Smet, Meredith Langstaff, and Dan RavidStaying home.In describing the hybrid model of the future, more than half of government and corporate workers report that they would like to work from home at least three days a week once the pandemic is over.Across geographies, US employees are the most interested in having access to remote work, with nearly a third saying they would like to work remotely full time.Across geographiesUS employeesWhat parents say.Employees with young children are the most likely to prefer flexible work locations, with only 8 percent suggesting they would like to see a fully on-site model in the future. Employees without children under 18 are nearly three times as likely to prefer on-site work, but the majority still prefer more flexible models.In another study by Lina Vyas & Nantapong Butakhieo,  presented in the paper – The impact of working from home during COVID-19 on work and life domains: an exploratory study on Hong Kong, identified the potential and pitfalls of Work from Home and Office  by using a SWOT analysis that might help to scrutinize the WFH situation in Hong Kong.WFO - WFHThe authors recommended HK govt following guidelines to make WFH more feasible in a local context.1. In the short run, the Government should consider:·       Introducing a formal WFH guideline for employees and employers;·       Taking COVID-19 risk assessment into account when developing the guidelines;·       Providing different guidelines to different sectors;·       Allowing employees’ expectations in the guidelines;·       Specifying minimal requirements for technology training for virtual office; and for technical facilities for WFH.2. In the long run, the Government should consider:·       Reexamining the possibility of remote working to become the new normal;·       Reviewing the current labor legislation and to ensure the labor insurance policies are extended to home working.·       To encourage small and medium enterprises to adopt WFH measures by providing subsidy and other incentives;·       Strengthening the ongoing Distance Business Program; and·       To further promote family-friendly employment practices.Wrapping up: HR can help create and support great work-from-home programsHR can help create great work-from-home programs in a few ways. They can be a voice of support for work-from-home programs within the organization. They can also help create and manage a great program.Finally, they can help educate employees about their benefits and help them use the program effectively. If you’re in HR, you probably already know this. If you aren’t, it’s time to get in the game. Work-from-home programs have a ton of benefits and aren’t what the misconceptions make them out to be.

Related Posts

meet

How to Retain people: Conduct Stay Interviews – discussion

For any organization, employee turnover is of extreme headache. Here employee retention is a vital component of the growth of a business. Retention is not only important to…

books

How to increase Student’s Performance & Attendance by Quiz: Research

In the world of education, there are many ways of engaging students to find out what they have learned. From nursery to postgraduate one such method is conducting…

image

Top HR challenges 2022 You’re probably unaware of!

Human Resources (HR) is the part of your organization that helps you run your business. But for many small businesses, HR isn’t enough; they need help running their…

note

Tools Of Psychometrics For A Successful Entrepreneur 101: Tests

Psychometrics is the study of measuring things with precision, and it’s something we all have to do better as businesspeople. In other words, if you want to succeed,…

tip

How to Use HR and Psychometrics for employees: Tests & Tips

Human capital is essential to a business. Without employees, there would be no business. The same is true for capital, which is why you want to find the…

success

How important is EQ IQ in HR – Reasons & Survey

The question, “What do you want your career to be tomorrow?” is something HR pros ask each other every day. Asking yourself that question can be deceptively challenging….

Leave a Reply

Your email address will not be published. Required fields are marked *