Telecommuting

10 Pages 2495 Words

force.
2. Analyze the job being considered for telework.
3. Choose the right employee.
4. Create a suitable telework environment.
First, in setting up a task force, top-level management should gather the supervisors or managers from each department and form the task force that will help design the telework program. Since it is the department supervisors and managers who actually coordinate the work of the employees, the supervisors and managers provide the most vital information and insight. They know exactly which employees to use for the telework job and they will be able to tell if telework is the best means of getting the job done. Second, in considering the job, the task force should analyze each job and decide if an employee working from home can achieve that certain job more efficiently and effectively than an employee working from the office. Obviously some jobs are fit to be done from an office rather than a home. The task force should be able to determine which strategy (telecommuting or working traditionally from an office) will maximize the chances of the job being done effectively. Third, the task force should analyze the work history of the telework candidate. If the employee demonstrates unsatisfactory performances at the office, telecommuting, which provides more freedom and less guidance, will make his or her performance even worse (Donaldson, 2002). Finally, the task force looks at the environment in which the telework will be performed. The environment should be free from uncontrollable chaos, and it should be comfortable. This is so the employee can get the job done efficiently with no interruptions. Also, the environment has to be ergonomically correct (Donaldson, 2002). An environment that is not ergonomically correct could lead to an injured employee and a lawsuit for the company. These four simple steps should be sufficient for any organization to distinguish which employees should telecommunicate and whic...