An Issue Facing Human Resource Research Paper Example | Topics and Well Written Essays - 1000 words

An act Facing Human Resource - Research Paper ExampleRays of light slip through the recently washed window, as the sun begins its journey through the sky. A copy machine sounds in the scene as well as the quiet hum of hundreds of people beginning their day in their cubical. This is the true subprogram scene that has defined work culture for the past several decades. There is a flip on the horizon, however, that has begun to alter this scene and could prove to permanently change what the typical office is defined as. This change, brought on by advance technology and rising cost for both employers and employees is, telecommuting. Telecommuting, or an employee working from home, is quickly turn the norm for many employees today. It comes with both benefits and challenges, and as with most changes to the workplace, the responsibility for ironing out this transition has been move on human resource shoulders. However, by taking an in-depth look into the specific challenges this cha nge brings, such as calculating work hours, maintaining office culture and community, and keeping lines of communication open. One can successfully declare good human resource strategies to them, and affectively integrate this new technological practice into the company for all to benefit. The off wad printing challenge brought by telecommuting is how to calculate hours worked. When an employee is working from home it is hard for a company to affectively roll in the hay whether or not time is spent working or doing other things. One successful get to this issue is implementing performance management skills for all departments company wide. Performance management bases rewards, and job recognition on the outcome produced, as well as the process one takes in achieving to said outcome. This proves most proficient when trying to manage the success of an employees work hours when they are away from the office. The company can then set up a schedule for how many hours it should take to complete a task and pay the employee accordingly. This fount of performance management is not only beneficial for employees that are telecommuting, however, it also benefits for all employees and managers. The American golf club for Public Administration, upon switching to a performance management style, stated that, Requirements for outcomes-based performance management are change magnitude performance-evaluation activities at all government levels (Heinrich 712). This increase in performance evaluation activities comes as a bet result of the fact that performance management focuses on the steps needed to complete the task, it allows room for the employee to encounter comfortable asking for help when needed, and not just when a major problem arises, and it gives direct feedback and value for a job well done. This management style also requires continual communication between employee and management, which helps the telecommuter stay, center and connected with their compan y. Another challenge telecommuting brings, that relies heavily on the human resource department to remedy, is maintaining office culture and community when employees are not working in the office. A study done by the Journal of Applied Psychology found that telecommuting less than two days a workweek had little to no affect on the workplace relationships, however, they stated, high-intensity telecommuting (more than 2.5 days a week) accentuated telecommutings beneficial set up on work-family conflict but harmed