I agree with the majority of seniors who have given their views.
It seems to be the typical notion of HRs, who feel if the employee is "having fun"it is time to bring them to book !!
"A couple of them are abusing this privilege by applying to work from home whenever they have some personal challenge." If its only a couple of employees; why have a "a proper work from home policy that can curtail such abuses "; which will affect ALL such employees, who are not "abusing"it ??
Moreover, "abuse" itself is subjective here.
Another pertinent question is: Are not their people who are responsible for monitoring their performance ?? Their reporting heads/ superiors ?? What about their Performance Appraisals; Tasks/Targets ??
Is it necessary for HR to initiate suo moto action in case of employees dealing in technical assignments, without any complaints from their reporting officers about their performance issues??
Should HR be involved in such matters which pertains to other functional areas and domains ??
I think the responses from our esteemed members also answer these questions without them being asked.
Warm regards.
From India, Delhi
1426It seems to be the typical notion of HRs, who feel if the employee is "having fun"it is time to bring them to book !!
"A couple of them are abusing this privilege by applying to work from home whenever they have some personal challenge." If its only a couple of employees; why have a "a proper work from home policy that can curtail such abuses "; which will affect ALL such employees, who are not "abusing"it ??
Moreover, "abuse" itself is subjective here.
Another pertinent question is: Are not their people who are responsible for monitoring their performance ?? Their reporting heads/ superiors ?? What about their Performance Appraisals; Tasks/Targets ??
Is it necessary for HR to initiate suo moto action in case of employees dealing in technical assignments, without any complaints from their reporting officers about their performance issues??
Should HR be involved in such matters which pertains to other functional areas and domains ??
I think the responses from our esteemed members also answer these questions without them being asked.
Warm regards.
From India, Delhi
Hi Members,
I am overwhelmed by your feedback and appreciate it. Thank You!
As one of my colleagues mentioned everything can be tracked and monitored and deliverables measured. What i want to curb is - some employees close to power centers based abroad use this privilege to catch up on personal work even go out to other job interviews. A classic example was when an employee ' working from home' supposed to be handling clients in the APAC region bumped into another employee who had taken the day off to attend the same interview. Officially the first employee was working from home and attending to clients and mobile technology today can allow WebEx meeting to be held from a Coffee shop.
We do not have a proper documented policy in place.
Thanks in advance,
Ashok
From India, Gurgaon
I am overwhelmed by your feedback and appreciate it. Thank You!
As one of my colleagues mentioned everything can be tracked and monitored and deliverables measured. What i want to curb is - some employees close to power centers based abroad use this privilege to catch up on personal work even go out to other job interviews. A classic example was when an employee ' working from home' supposed to be handling clients in the APAC region bumped into another employee who had taken the day off to attend the same interview. Officially the first employee was working from home and attending to clients and mobile technology today can allow WebEx meeting to be held from a Coffee shop.
We do not have a proper documented policy in place.
Thanks in advance,
Ashok
From India, Gurgaon
Dear Ashok,
You have rightly identified the flaw in the system, hence design the policy for it. A request, please don't make any individual a focus to this initiative. It might unnecessarily create obstacles for you. Stay focussed on designing the HR Systems for the emerging Business Processes.
You will find tons of policies in this community to refer and understand how are they structured. Here are few points to consider while framing the policy Work from home
When you design the policy for your firm, please pre-wire all the current and future challenges. Right now the bosses in US are not raising any question. God forbid, if these talents leave, creating a dent on the benefits offered to them, it will hurt the employees, who are yet to avail it.
Define the benefits to be offered and identify till what extent will you write-off the outages. Identify the escalation standards and who would be managing them. Include not just under-performance but standards for data security as well. Define what the employee would remain answerable and to whom. Setting the guidelines, will create lesser options for misuse , even if the leaders in US choose not to intervene.
Please frame the points for KRA review each time an employee shifts into the telecommute mode. Identify the changes in terms of responsibilities, that the employees have gone through and will go through with in the role.
Here's a very old discussion, but one of the best , I consider to gain clarity while defining the KRA /KPI for any role. KRA-KPI Format
Trust this would help! Wish you all the best!
From India, Mumbai
You have rightly identified the flaw in the system, hence design the policy for it. A request, please don't make any individual a focus to this initiative. It might unnecessarily create obstacles for you. Stay focussed on designing the HR Systems for the emerging Business Processes.
You will find tons of policies in this community to refer and understand how are they structured. Here are few points to consider while framing the policy Work from home
When you design the policy for your firm, please pre-wire all the current and future challenges. Right now the bosses in US are not raising any question. God forbid, if these talents leave, creating a dent on the benefits offered to them, it will hurt the employees, who are yet to avail it.
Define the benefits to be offered and identify till what extent will you write-off the outages. Identify the escalation standards and who would be managing them. Include not just under-performance but standards for data security as well. Define what the employee would remain answerable and to whom. Setting the guidelines, will create lesser options for misuse , even if the leaders in US choose not to intervene.
Please frame the points for KRA review each time an employee shifts into the telecommute mode. Identify the changes in terms of responsibilities, that the employees have gone through and will go through with in the role.
Here's a very old discussion, but one of the best , I consider to gain clarity while defining the KRA /KPI for any role. KRA-KPI Format
Trust this would help! Wish you all the best!
From India, Mumbai
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