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n use it at home, office or anywhere else. The use of home PC can introduce issues such as application licensing and viruses. The CBS BU can either consider providing mobile phones or a separate phone lines for business purpose only. This will enable the BU to easily track phone call costs.

Moreover the CBS BU needs to consider providing video conferencing facilities. This will be very helpful during meetings, conversations and decisions that involve input from employees who work on different schedule and location. Also, all meeting rooms need to be equipped with teleconferencing facilities.

During the survey it was found that even though the CBS BU has collaboration tools, e.g sharepoint to jointly edit documents, there were employees who were unaware of its existence. Hence the BU needs to raise awareness about the purpose of these tools and how they can be used effectively. This can be done through a short training session. User manual for these tools can also be distributed among the staff.

Providing all the technologies for the success of telework is not enough, teleworkers should also be provided with technical support. Managers need to ensure that technicians are present to respond quickly to technical problems or equipment failures.

Encourage employee participation and communication
Clearly from the survey, all employees are not involved during the design of policies since it is considered to be expensive and time consuming. The BU can carry out a survey to gather the employees’ attitude towards FWA (Houston and Waumsle, 2003). Focus group of staff can be organized to complement to survey.

In addition to that it was found that policies regarding work systems are not properly communicated. There is a need to make this information more accessible to the employees. It is therefore recommended that once policies regarding are written, the BU can consider the following ways to raise awareness:

Organize road shows to create an interest about FWA (CIPD, 2005)
Policies must be provided in a user-friendly version through the intranet whereby employees can easily access them. Hard copy of the policies can also be distributed to employees in case some of them have missed out the information on the intranet.
Consider common communication vehicles like notice boards, posters, plasma screens, departmental meetings, team briefing, newsletters, memos, email, brochures and letters (Mass, 2007).
Once the employees have gone through the policies, HR can carry out an online mini quiz to ensure that all employees have well understood the policies. HR can send the url link to the mini quiz through email. The mini quiz must be compulsory for all employees and there must be a tracking system to ensure 100% response rate. Reminders can be sent by email in case of no response.
The survey also revealed that there was lack of ongoing communication after policies are rolled out. Hence the BUs need to consider having regular feedback from employees and be ready to change the scheme if needed. Employees must first of all feel free to voice out their point of view to managers. This will require the manager to be more open-minded and provide an environment conducive to open communication. It is better to detect dissatisfaction earlier so that the policy can be amended to better suit both employees and managers. In order to further promote