Home-office implementation: challenges and changes in people management

IF 2.4 Q2 PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH
Ana Isabel Couto, Ana Cláudia Rodrigues, Eva Petiz Lousã, Dora Martins
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引用次数: 0

Abstract

Purpose

This paper investigates how organisations responded to the home office imposition during the recent global health crisis and its impacts on people management, detailing the organisational factors crucial for effective home-office implementation.

Design/methodology/approach

We used an exploratory design based on a multiple case study with four companies from two contrasting sectors (manufacturing and information technology (IT)). We interviewed a total of 12 managers, including one HR manager (HRms) and two team managers from each company. We also conducted an online questionnaire with open questions, reaching out to 128 home-office workers from the four participating companies. This diverse group consisted of 67 workers from the IT sector and 61 workers from the manufacturing sector. To ensure a comprehensive analysis, we opted for a qualitative approach to examine the data.

Findings

Findings enabled detail of the organisational factor of the Belzunegui-Eraso and Erro-Garcés (2020) extended Baruch and Nicholson’s (1997) model into people management issues: organisational culture, team management and human resources management (HRM) practices, as well as the technological support. The results also revealed that people management benefits from the successful home-office implementation, which boosted the digitalisation of human resources (HR) processes.

Originality/value

Considering the lessons learned from the home-office imposition, this research provides original insights into the field by exploring the roles of supervisors and HR managers, in non-health organisations, with different previous remote work experiences, in a recent global disruptive moment, based on a rich qualitative approach. The paper offers concrete guidelines for companies that intend to implement remote work management programs and contributes to deepen the knowledge of home-office experience, offering a model focusing on managers’ roles (HRms and TMs) and HRM practices.

家庭办公室的实施:人员管理方面的挑战和变化
本文研究了在最近的全球健康危机中,各组织如何应对家庭办公室的实施及其对人员管理的影响,详细阐述了有效实施家庭办公室的关键组织因素。我们共采访了 12 名管理人员,包括每家公司的一名人力资源经理(HRms)和两名团队经理。此外,我们还对四家参与公司的 128 名家庭办公室员工进行了开放式在线问卷调查。这个多元化的群体包括 67 名来自 IT 行业的员工和 61 名来自制造业的员工。为了确保分析的全面性,我们选择了定性的方法来研究数据。研究结果研究结果使我们能够详细了解 Belzunegui-Eraso 和 Erro-Garcés(2020 年)将 Baruch 和 Nicholson(1997 年)的模型扩展到人员管理问题的组织因素:组织文化、团队管理和人力资源管理(HRM)实践以及技术支持。研究结果还显示,人员管理得益于家庭办公室的成功实施,这促进了人力资源(HR)流程的数字化。原创性/价值考虑到从家庭办公室实施过程中吸取的经验教训,本研究基于丰富的定性方法,探讨了非医疗机构中具有不同远程工作经验的主管和人力资源经理在最近的全球颠覆性时刻所扮演的角色,为该领域提供了原创性见解。本文为打算实施远程工作管理计划的公司提供了具体指导,并有助于加深对家庭办公室经验的了解,提供了一个侧重于管理人员角色(HRms 和 TMs)和人力资源管理实践的模型。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
International Journal of Workplace Health Management
International Journal of Workplace Health Management PUBLIC, ENVIRONMENTAL & OCCUPATIONAL HEALTH-
CiteScore
4.20
自引率
22.70%
发文量
37
期刊介绍: Coverage includes, but is not restricted to: ■Best practice examples of successful workplace health solutions ■Promoting compliance with workplace health legislation ■Primary care and primary prevention ■Promoting health in the workplace ■The business case for workplace health promotion ■Workplace health issues and concerns, such as mental health, disability management, violence and the workplace, stress, workplace hazards, risk factor modification and work-life balance ■Workplace Culture ■Workplace policies supporting healthy workplace ■Inducing organizational change ■Occupational health & safety issues ■Educating the employer and employee ■Promoting health outside of the workplace
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