Three benefits of telecommuting and human resources challenges

Management

Name and explain three benefits that companies attribute to telecommuting. Which do you feel is the greatest benefit, and why?

Three different benefits that can be attributed to telecommuting include: it reduces costs, increases productivity and it improves the quality of life for workers. These different elements are significant, because they allow both the employer and employee to have greater amounts of flexibility in their schedules. ("What is Telecommuting," n.d.)

The most important benefit is: that is improves the quality of the life for workers. The reason why, is because most people will often lose something when they are working in a traditional office setting. As, they will: miss time with their family, friends and special events in their lives because their work is conflicting with their personal schedule. Over the course of time, this can result in strained relationships between families and friends. Once this begins to occur, it means that everyone's overall quality of life will begin to decline.

This is problematic, because it can result in a number of other issues such as: substance abuse, alcoholism, higher divorces rates, increased amounts of domestic violence, trouble with the children acting out and a decline in the physical health of the individual. When you are telecommuting you do not have these kinds of issues. The reason why, is because the work that will be performed is conducted on a contractual basis. This means that the both the employer / employee will determine the time of the project and when the work must be completed by. The employee has the responsibility of finishing it by: the deadline and in accordance with the specifications from the company. This gives workers more free time to spend with their families and friends. As they can schedule this around their lives and they can work from their own home. This is the point that they do not feel the same amounts of stress as traditional workers resulting in an increased quality of life.

Identify and discuss at least three issues that telecommuting raises for HRM.

Three issues that HRM will encounter with telecommuting include: communication, support and legal. Communication is a major issue for human resources as it is difficult to monitor and collaborate with employees. From the HRM standpoint, they have to be able to create some kind of procedures that will ensure regular communication between employees and managers. In some cases, this may require daily interaction with staff members about the kinds of projects and issues the company is working with. While in other situations, there will be less interaction until the project is completed. The challenge for human resources is being able to determine what the right amount of interaction between: staff members and executives. (Heneman, 2002, pp. 39 -- 40)

Providing support is another major challenge that HRM personal will have to deal with. Part of the reason for this, is because employees could be working different schedules and the company could hiring new staff. When this happens, is can make it more difficult to provide support to everyone. For new employees or those who may have a question, this could be an issue, as they may not be aware of various policies and procedures. (Heneman, 2002, pp. 39 -- 40)

Legal issues are another challenge that human resources must grapple with. In this case, they have to ensure that the company is following federal, state and local employment laws. At the same time, they must have a clear distinction as to who is an employee of the company and an independent contractor. This is important, because these laws could change from: one jurisdiction to the next and there could be shifts in who is considered to be an employee vs. An independent contractor. (Heneman, 2002, pp. 39 -- 40)

Distinguish between the two forms of sexual harassment: quid pro quo harassment and hostile work environment. Provide an example of each.

Quid pro quo sexual harassment is when a supervisor will threaten to fire or not promote an employee unless they have sexual intercourse with them. An example of this kind of sexual harassment can be seen with Anita Hill in the Clarence Thomas confirmation hearings in 1991. At the time, the she alleged that when two working the Equal Employment Opportunity Commission in the 1980's that he made several advances towards her. When she refused, he began giving her poor reviews. Even though the charges were never substantiated, if proven true this would qualify as a form of quid pro quo sexual harassment. As Thomas would intentionally give Hill poor reviews because she did not want to sleep with. (Bowers, 2002)

Hostile work environment sexual harassment is when there will be an atmosphere of tension in the air that is directed against: one or a group of employees. In this case, there are no ultimatums placed on the individual. Instead, they will constantly hear: various comments, jokes, emails, screensavers and other materially that could be considered to be sexually explicit in nature. An example of this kind of sexual harassment can be seen in a military unit. Where, there is male dominated atmosphere and women are viewed as sexual objects. During the various activities, the atmosphere supports these views about how women are supposed to serve men. For those women who hear this kind of talk and are seeing how the work environment encourages this behavior. This is considered to be sexually threatening. (Bowers, 2002)

Prospective managers should prepare satisfactory answers to a number of questions before going on an overseas assignment. List five of those questions and discuss the significance of each.

The five different questions that all managers should prepare before going on an overseas assignment include:

How long is the assignment?

This is important, because length of the assignment will determine what kinds of arrangements need to be made for personal belonging and other items. If the assignment is only for one or two months these kinds of disruptions may not be as severe.

Do have to be fluent in the language?

This is a major issue, because in some countries (i.e. The Middle East) managers may have to be fluent in order to effectively communicate with staff members. While at other times, they can communicate with everyone in English. This will have an impact on how well the manager is able to assimilate into the culture.

How will your salary and benefits be affected?

This could be a problem is future, as a stronger currency in the country or region in comparison with the dollar will mean that you are making less money. Secondly, many of the benefits such as 401Ks and defined pension plans may be handled differently. Understanding these different factors will help you to avoid earning less compensation when taking a particular assignment.

How are living conditions handled?

Living conditions is another issue, due to the fact that some employers will offer staff housing allowance. While others, will provide them with accommodations on their properties. This is important, because knowing what the living conditions are like will help you to make an accurate assessment about a selected country and the employment opportunities.

Analyze the job

During this step you are conducting your initial canalization to: determine the abilities and skill sets for the position. This is based on looking at news of the company and trying to gain insights as to what the work environment is like.

Verify the analysis

During this step you are determining if the analysis that was conducted was correct. This will help to ensure that any kind conclusions that are made about the company are factually accurate.

Develop a job description and job specification

This when you are creating a job description that will explain the position in detail including: the educational requirements, experience, compensation, the work involved, the corporate environment and how to inquire about the position. These different elements are important because they will provide the most complete information about the opportunity. (Rao, 2007)

What is meant by the term mandated benefit? Describe government-mandated benefits. What are the advantages and disadvantages of each?

Mandated benefits are used to cover a specific health conditions for various insurance programs over a stated length of time. The advantage of this benefit is that select segments can receive treatment for different health conditions they may have. The main drawback is that this protection will only last for a certain amount of time. (Bahiri, 2011)

Government mandated benefits are when legislation is enacted that will require that certain areas are covered under the law. A good example of this can be seen by looking at various regulations that require employers to carry Workman's Compensation for on the job injuries. The advantages of this program, is that it provides permanent protections for the general public. The drawback is that this will cost businesses more to provide this kind of coverage. Once this takes place, it could mean that employers will reduce the number of employees that they have working with them. (Keastner, 1996)

What are some of the advantages and disadvantages of a merit-based compensation system?

The advantages of a performance-based compensation system include:

They encourage competition.

They improve collaboration.

They improve productivity.

They reduce costs.

This is important, because these standards are often utilized to encourage employees to go the extra mile by: directly compensating them for their activities. (Solomon, 2009)

The drawbacks of performance-based compensation system include:

There are no clear standards on accountability.

Management is taking a one size fits all approach when it comes to employees.

It increases the bias of management toward particular employees who are productive by: giving them special perks and treating everyone else differently. This can led to employees becoming frustrated within the work environment, resulting in high amounts of turnover.

These elements are important, because they are showing the challenges that HRM will face with merit-based compensation programs. (Solomon, 2009)