Organization structure and size are key to creating telecommuting policy
Posted on August 25th, 2011 Read time: 1 minutes
As technology advances and continues to integrate into businesses' and individuals' daily routines, companies and outsourced human resources will need to begin tackling the idea of telecommuting.
Allowing employees to work from home or even hiring contract workers from across the country to fill certain company gaps can be beneficial for both businesses and employees. It can also boost worker morale and save valuable money on resources.
However, a recent Globe and Mail article points out that if companies don't take into account the size and shape of their organizations before deciding on a telecommuting policy, they could run into significant problems in the future.
"In larger organizations it's easier to absorb someone not being there," Cori Maedel, CEO of human resource consulting firm Jouta Performance Group, tells the source. "In smaller organizations, it's more difficult, because the cohesion of the team can be affected."
In a blog post for U.S. World and News Report, Lindsay Olson adds that employers will want to decide on a process for monitoring employee's time spent working. Options include project-based oversight and intermittent log in times.
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Posted on August 25th, 2011 Read time: 1 minutes
As technology advances and continues to integrate into businesses' and individuals' daily routines, companies and outsourced human resources will need to begin tackling the idea of telecommuting.
Allowing employees to work from home or even hiring contract workers from across the country to fill certain company gaps can be beneficial for both businesses and employees. It can also boost worker morale and save valuable money on resources.
However, a recent Globe and Mail article points out that if companies don't take into account the size and shape of their organizations before deciding on a telecommuting policy, they could run into significant problems in the future.
"In larger organizations it's easier to absorb someone not being there," Cori Maedel, CEO of human resource consulting firm Jouta Performance Group, tells the source. "In smaller organizations, it's more difficult, because the cohesion of the team can be affected."
In a blog post for U.S. World and News Report, Lindsay Olson adds that employers will want to decide on a process for monitoring employee's time spent working. Options include project-based oversight and intermittent log in times.
