As times change, so do work patterns. Nowadays, many companies have adapted their work formats, allowing employees to work remotely. The results have exceeded expectations, as surveys have shown that remote work can be highly effective and beneficial for organizations. IBM has defined this concept as the "Mobile Workforce," which refers to a group of workers whose physical work boundaries cannot be limited to a specific location. They can work from anywhere using various technologies such as computers, smartphones, or tablets.
Having an efficient Mobile Workforce demonstrates the success of an organization's strategy in managing a mobile work format. Ultimately, remote work provides opportunities for skilled individuals to showcase their expertise while maximizing the efficiency of their work. It also allows companies to relocate employees without the need to search for new ones, saving time and resources.
Apart from the flexibility of this new work format, it also allows employees to choose their work locations freely. This approach can help companies save on office space costs and invest more wisely in their employees. However, if an organization lacks clear policies regarding the Mobile Workplace, it may lead to unintended consequences.
Here are some measures companies can take to address this situation:
1. Familiarize yourself with the requirements of the country you plan to enter: Keep up to date with entry screening and tax regulations. During the recent COVID-19 pandemic, many countries suspended international flights or closed their borders. This reduction in options for work locations should be considered. Additionally, each country has specific requirements for entry and taxation that need to be thoroughly evaluated if sending employees to work or be stationed abroad.
2. Establish clear policies for tax reporting and withholding: If your company lacks expertise in tax reporting and withholding in the country where employees are working, consider assigning a dedicated HR team or seeking advice from tax experts. This ensures smooth business operations in foreign locations, aligned with the requirements for entry screening and taxation.
3. Utilize employee Mobility Data effectively: Using data as a decision-making tool is advantageous for management in various aspects of the organization, including HR. Mobility Data provides insights into the workforce structure, such as turnover rates, promotions, and transfers. For example, if the number of low-level positions increases, it may indicate a lack of clear job role frameworks or career advancement plans. Leveraging Mobility Data can enhance organizational efficiency and identify indicators of necessary changes.
4. Consider implementing an HRMS (Human Resource Management System): Adopting an HRMS can streamline the collection of critical employee data, enabling quick and accurate analysis. This convenience facilitates decision-making processes that may arise.
5. Evaluate internal resources before hiring externally: Before hiring new employees or relocating existing ones, consider assessing the talent within the organization. It is possible that suitable and deserving candidates already exist internally. This approach may be more favorable than relocating employees or recruiting new ones from outside, which could incur higher costs.
By implementing these measures, companies can effectively manage the challenges associated with a mobile work format and ensure a smooth transition for their employees.
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