ongoing communication, line managers and supervisors have to encourage discussion of FWA during team meetings or informal networks. A forum specially dedicated to FWA can be put in place and it can be made accessible through the intranet. The purpose of the forum will be to provide a platform to employees and managers whereby they can share their experiences, provide guidance or even raise queries.
Provide training and development
At MCB, the Training and Development BU is dedicated for organizing and carrying out training. Hence this BU must also be involved during the implementation of FWA.
During the survey it was found that technical training is important for teleworker. Technology support alone will not be sufficient if the employees do not know how to make use of them. Hence the CBS BU must consider providing technical training. However during interviews with line managers it was found that there was a fear of disrupting employees’ work if ever they are sent for training. Hence the BU can consider providing online training courses which can be done outside office hours and at their own pace. Nevertheless the BU must set a timeframe and do a follow up to ensure that the training is being done properly.
As for soft skill training, the CBS BU seems to be on the right track since same has already been provided to most of the employees and the BU manager is planning for more sessions. However in BUs whereby FWA has already been implemented, there seem to be a loophole. There is need to highlight the importance of soft skill training to those BUs, hence encouraging the managers and their staff to develop the soft skills required for the success of FWA.
Managing employees on FWA can be challenging for managers (Lewis, 2003). This issue was raised during interview with line managers. Hence it is advisable to educate the line managers on how to manage employees on alternative working arrangement. The training can also include effective resource planning to ensure that the BU does not end up with only a few employees benefitting from FWA (CIPD, 2005). To better control the employees, it is recommended to encourage continuous communication through regular meetings,
A change in the working schedule and location can also affect customers. Therefore it is recommended to educate the customers such that all queries and issues are directed to a help desk team. Then the help desk agent will contact the concerned employees.
Review performance management process
According to the survey, all the respondents do not see the performance management as being result-oriented. Since there was mixed opinion, there is a need to review the process to ensure uniformity across the BU. The performance management process should be made more outcome-based. HR needs to ensure that objectives being set by managers are SMART (Specific-Measurable-Achievable-Relevant-Time Bound). This can be achieved through workshops whereby managers will be trained on how to set such objectives. Employees also need to be involved during the objective setting exercise to gain their commitment.
Remove the fear for negative career consequences
As per the survey many employees fear that the take up of FWA would negatively affect their career. This can be overcome through communication and education. The BU manager should provide examples of promotion among employee
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