The Impact of Remote work on HR functions

 

The Impact of Remote work on HR functions -

After the Covid-19 pandemic, an enhanced rise of remote work has revolutionized organizational operations and significantly impacted human resources (HR) practices and has become a new paradigm. The shift to remote work has increased flexibility for the workforce and opened access to a global talent pool.

However, it has not been without its challenges for HR professionals as they now are faced with hurdles in engaging employees, managing performance effectively and promoting team collaboration. Ensuring a unified organizational culture and cultivating a solid connection among remote workers have become a pressing concern and the need for redefining talent acquisition, training, performance evaluation, and employee engagement strategies have to be relooked at.

HR functions supported by various online tools, remote work and flexible roster assignments simultaneously ensures company productivity and employee improvement (Shahriar, Alam, & Khan, 2022). More people are adopting digital technology to work "remotely", which is described as "being detached from traditional fixed places of work", such as the offices of their employers, which resulted to an additional three billion Internet users worldwide. Some people can now pick when & where they work and engage in various sources and kinds of employment (Donnelly, 2021). Remote work reshapes HR practices, altering recruitment, performance management, training and employee engagement. Challenges like virtual team coordination arose, but opportunities for flexibility and global talent emerge, demanding innovative HR strategies.

Figure 01

 However, embracing remote work provides a clear advantage to organizations that enhances resilience and attract top talent. In this regard, HR professionals must proactively adopt technology and acquire new skill sets to optimize remote work environments. As organizations navigate the challenges of remote work, the HR function plays a fundamental role in shaping workers future and nurturing a thriving workforce.

Here are some of the advantages of Remote Work on the HR functions & organisations

Cost saving - expensive office spaces, power cost, etc

Increase in productivity - increased focus on work, greater flexibility & fungibility and reduced absenteeism.

Increased focus - At an individual level, working remotely can reduce the distractions of a busy office environment, helping employees concentrate

The War for Talent - survey suggests that remote working can be a key driver for recruiting talent and reducing attrition among workers.

Greater Flexibility - Productivity can be further enhanced by the flexibility remote allows.

Work-Life Balance - Working remotely can allow employees to enjoy a better lifestyle, with more time for personal pursuits and more flexibility to work when they want to.

A Key to Unlock New Talent Pools - Finally, remote work can contribute to diversity and inclusion by providing access and opportunities to workers typically locked out of existing job markets.

Conclusion-

Figure 02

As beneficial as it can be to companies, their employees, and society at large, remote working can quickly become a problem if its unique challenges are not fully addressed. If executed poorly, it can lead to productivity loss, team disengagement, poor employee onboarding and a decline in innovation. As such organisation must turn towards AI to track and keep remote worker in line with the organisations rule & regulations and to closely monitor performance. 

References

Shahriar, Alam, & Khan (2022), Remote Work and Changes in Organizational HR Practices During Corona Pandemic: A Study from Bangladesh

Available at : https://www.researchgate.net/profile

[Accessed 01 April 2024]

 

Donnelly, R. (2021). Recontextualising remote working and its HRM in the digital economy: An integrated framework for theory and practice. The International Journal of Human Resource Management Volume 32 Issue 1, 84-105.

Available at :  https://www.researchgate.net/publication

[Accessed 01 April 2024]