Research and Analysis for a Proposed Telecommuting Pilot Program

19 6.1 Strategic Risks ....................................................................................................... 19 6.2 Project Risks .......................................................................................................... 20 Stakeholder & Communications Management ..................................................................... 21 7.1 Stakeholder Assessment ....................................................................................... 21 7.2 Stakeholder Importance and Influence................................................................... 24 7.3 Community Consultation and Key Stakeholder Information.................................... 25 7.4 Key Messages ....................................................................................................... 25 7.5 Required Approvals................................................................................................ 25 7.6 Organisational Impact ............................................................................................ 25 Project Schedule.................................................................................................................. 26 8.1 Overall Project Schedule........................................................................................ 26 8.2 Staging of Works ................................................................................................... 26 Project Organisation

In mid-sized companies such as Q-tel, telecommuting is much more frequently used than work in office. According

Telecommuting has been shown to reduce absenteeism, improve retention, and reduce recruitment costs for the organization (Family, pg. 730). Increased employee moral is also a benefit associated with telecommuting (Professional Isolation, pg. 512). Offering this new benefit that is such a satisfier for employees will likely result in reduced turnover within the organization and higher productivity. A study found pubic employees who were satisfied with their telework/telecommuting benefits were less likely to leave their positions (Family pg. 732). With the reduction of office time, an increase in employee productivity is likely due to fewer interruptions from fellow employees (Lessons pg. 10). With telecommuting having benefits to both the employer and employee, this new policy should bring positive results to the

Working in the ITS field, we have been asked to research the plausibility of allowing our 600+ employees the ability to telework. Currently half of our managers have the ability to work from home. With this ability we have security concerns, but we also have the expectation to be available to work no matter what the time of day is or how the weather is outside. When the credit union is closed for snow day’s managers with the ability to

Employers allow telecommuting for many reasons, including the ability to recruit better talent, decrease overhead expenses, increase productivity, expand the employee base to include those with disabilities (Anderson, Bricout & West, 2001; Lipin, 2010; Myungjung & So Hee, 2017), and to support

“This remote work may be something we should be doing more of, according to two new studies. Working from home can be good for your health and productivity. Not only did people who worked from home report greater work satisfaction and less “work exhaustion,” they also got better sleep. Separately, researchers found that the highest performing workers were the most likely to cultivate and excel in a “WFH” environment (Gregoire, 2015)”. If workers don't prefer to work at home they are more than welcome to continue working at the main workplace. The company will give each employee the opportunity to try working from home in order to have more space at the main work

In the 1990s Telecommuting became popular. (“Wikipedia”, n.d., para.1) It allowed a way for employers to have workers that still accomplished the day to day task necessary to run a business and also allowed employee’s to work without traveling into a dedicate office building or store. In today’s society, I have noticed that there are more job posting for software developers in the United States that offer working remotely versus working at an office building. The purpose of the dissertation is to find out the habits and work ethics of successful remote workers so that a hiring manager could target those traits while interviewing potential candidates for telecommuting work.

Today’s fuel costs have put a great deal of pressure on the commuting employee and they are looking for ways to cut corners. An alternative for work commute trips is telecommuting. It is obvious that there is a tangible savings by the employee if they are able to work from their home. The employer is concerned and rightfully so that managing resources through telecommuting is more difficult than managing traditionally.

A revolution is spreading through the world of work because of changes in information, technology and communication. Information and technology has lessened the gaps between individuals and it is no longer necessary for people to be in close geographic location to enhance working capabilities. Telework means working at a distance and technology makes this possible. Teleworkers are defined as employees or contractors who work at least one day per month; they are also referred to as telecommuters. Research shows that teleworkers work nine days per month at home with three hours per week during normal business hours. Teleworkers seek to blend work responsibilities and personal benefits to enable them handle their work better and life responsibilities.

MedEx should roll out the telecommuting on a voluntary basis for employees with high performance evaluations. I feel this will show the employees the organization cares and has addressed their concerns based on the survey. If the telecommuting policy is implemented correctly, telecommuting can increase productivity and overall job satisfaction. If the policy is crafted to tied the privilege of telecommuting with positive performance evaluations, it will motivate employees to not lack off while working remotely. The option of telecommuting can work as a way to attract high performing top professional to the organization. Telecommuting should also reduce turnover and absences. Work life balance will always be a very important part of keeping

My name is Diana Snyder, I am a Graduate Student at the Keller University School of Management with emphasis in Human Resources Management. Because of the slow economy management want to institute telecommuting and my presentation will focus on the advantages and disadvantages of telecommuting

Different nations have come up with different work programs and policies that support alternative work programs. In the United States, there is the Tele-work enhancement Act of 2010 passed in to law by President Barrack. The act provides a blueprint on how to improve technology that will enable incorporation and assimilation of alternating work programs. The main objective of this program is retaining the high qualified persons, retaining valuable, and employees with great talents (Sukal, 2010). Through the Tele-work act, entails well formulated and implemented Tele-work programs that permits the federal agencies to achieve their objectives and also enables employees to improve their work and social life. In particular, this Act allows improvement

MedEx has reported having a high employee turnover rate and based on the employee survey, there are a lot of employees that are not happy with their work commute, lack of parking downtown, and the challenge of balancing their personal life with their work responsibilities. Telecommuting is a great way for the employer to address all these employee concerns. The incentive of telecommuting would eliminate the commute time and parking associated with the commute, allow an employee a comfortable work setting, and offer a more flexible schedule allowing for employees to deal with personal issues when needed (Young, 1991). As you can see, telecommuting would benefit MedEx since it would improve the employee- employer relationship by promoting employee

Many Interns are working full time at ISEC, performing the same duties as other non-Intern employees. Because of that, Recent Graduate Interns qualify for full benefits. Interns deal with the same day to day life issues as anyone else. For example, a contagious illness or an injury which, although preventing an in-office work day, does not necessitate work stoppage, if working from home is an option. Under normal circumstances an Intern would need to take leave, and miss work. They would have to pass off their work to somebody else, who likely knows less about the project subject matter. If he/she could telework the Intern could support their current mission and continue to work and stay in contact with their management team. Many employees enjoy health and fitness. If an intern had the ability to telework he/she could go on a run, lift weights, or do yoga and not need the extra time to drive to a gym, and shower if they are already home. Interns that have commutes of an hour or more can shave two hours off their time and dedicate that to their training and their projects. Within the Intern population at ISEC FDED, the benefit of teleworking would easily increase moral in the work force and increase our retain rate of new employees, with no cost to the organization. Productivity has been shown to increase, with the increased work-life

Table Of Contents 1.0 2.0 3.0 Introduction Executive Summary Situation Analysis 3.1 Identification Of The Problem 3.2 Market Analysis 3.3 SWOT Analysis 3.4 Target Market Marketing Communication Strategy 4.1 Marketing Communication Plan/Objectives 4.2 Marketing Budget 4.3 Schedule for Key Marketing Communication Activities 4.4 Promotional Strategies 4.4.1 Advertising Strategies 4.4.2 Promotion and Public Relations 4.4.3 Sales Force 4.4.4 Comprehensive Support Program 4.5 Product Strategies 4.6 Distribution Strategies 4.7 Pricing Strategies 4.7.1 Potential Customer 4.7.2 Sales Forecast 4.7.3 Return on Investment (ROI) Conclusion