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Business Report

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Business Report

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Business Report

 

 

 

 

 


 

Introduction

 

The types of work and its context are changing rapidly and are creating different challenges like the high rate of absenteeism among the employees due to their children's Sickness or for some work that is left undone at their homes. Home based work is now a vast concept and is implemented by many companies all over the world so that the issues like absenteeism are eradicated, and the traditional ways of working are changed.

This assignment would show the use of home-based work for the employees that are working in the AKC Architectural Firm. It will be analysed whether the company have appropriate access or software so that the employees can work from home. It would also be seen whether the company has to purchase some additional resources and if any, what would be the cost to the firm. It would also shed light on the fact whether the company would need their employees to be educated so that the employees can do their work from home. The total time that an employee can work would also be determined along with the issues that would affect the working system adversely.

Discussion

 

The company has operated in the market for the last ten years, but the employees were not authorised to continue their work from home in any circumstances. The company has now understood that there is a need for providing the employees with the option for them to work from home. Most of the tasks that are performed by the company except the production and logistics process can be done from home if there is a working computer at home. Almost every company has its operations digitalised, and everything is based on the software that is designed by the company (Allen et al., 2015).

The need for software and accesses

 

The most important thing that a person needs while working at home is excellent and capable software, which have many options in it. A customised knowledge management system is the best for the company. A single online system has to be created which would be available through the cloud and can be operated with the help of the internet. All tasks including accounting, finance, sales, online practice, online operations, increase business productivity and increase business intelligence analysis (Yao et al., 2017). This software would also be a part of a portal that would be created by the company, and every employee would have to log in the software with the help of the internet and work through this portal. This will help the company to be in touch with each other and with the managers and leaders of the company, and relatively, the supervisor would have the chance to check the work periodically, being able to eradicate the flaws in the work (Bernardino, 2017).

The people would have their perusal phone connected with the systems. This software would make the billings and arrangements much more comfortable than the traditional method. Not only can this software be used from the office but also from any corner of the world. Thus, any work that is done will not be lost and would be stored in the cloud (Kim et al., 2015). This would also increase the privacy as no third party would have access to the accounts and employees can share the documents quickly and easily. This would help to improve the virtual team working, and people can work from any place and at any time. This would decrease the absenteeism of the employees, and the company would be able to make their employees work when they are at home. The business has to provide certain goods and equipment so that the employees can work efficiently (Leung and Zhang, 2017).

Additional resources that have to be provided by the office

 

The business must be providing the employees with certain types of equipment so that the employees of the company can work comfortably. The first and foremost thing that has to be delivered is the access to the cloud of the company or the portal that will host the knowledge management software. This will help the company to make their employees work on almost all days, even the employees would be able to get their desired salaries, and there would be no unpaid leave for them (Analytics, 2015). The companies have to provide the employees with a small laptop or a notepad so that they can work on these devices. Some of the employees can be given a raise just because these people would be working from their home and these people would be using their pieces of equipment for their work.

The laptops have to be brought in bulk so that the overall cost is much less, these laptops would have all the necessary software loaded in it, and these laptops will have the permission so that the employees can work in the device. The employees that are related to the sales and logistics department have to be provided with a PDA so that they can update their tasks easily (Jafroodi et al., 2015). All the laptops and the PDA's have to be loaded with an antivirus and security services so that the products can be kept away from damages. The PDA's will have the latest GPS system, and thus, the company can keep track of the people who sales the products and services.

Cost savings

 

There is an advantage for both the employees and the employers with the option of telecommuting or working from home. The company will be able to get away with the extra costs like the cost of foods for the employees and thus, the company will save a lot of money each day. The company can even lease a part of their office to some other companies, or the company can also perform different parts of their operations in these areas. The company would not have to pay for the rent of different places, and the company can bring up the productivity due to the flexibility in the structures. Increase in the workplace flexibility would help to increase the profits in the long run as the company would be able to employ all the resources at all points of time and when the telecommuters are productive, the company will save a lot of money (Milliman, 2015).

Moreover, the company would be able to focus more on the recruitment and the retaining the workers. Telecommuting would help the companies to focus more on their employee behaviour and the productivity of the company. The company would be able to deal with the work interruptions and less absenteeism of the employees. The company can also hire some part-time workers as well as some remote workers so that they can ramp up without spending much on the recruitment during peak seasons.

Training and development

 

Training and development are one of the vital factors that have to take place if the company is providing with the offer of telecommuting and thus, it would be hard for the people to work with new types of equipment and software. The people have to be acknowledged about the usage of the different technologies and show them in detail every move on how to use these new techniques. The older generation would be much more inclined to use the primitive ways, and thus, these people have to be trained more (Shabanpour et al., 2018).

Tax benefits and Stopping abusing of flexible work culture

(telecommuting)

 

Many employees work from their home just because it is beneficial for the employers to get their work done from faraway places. For instance, if a salesperson stays in an area that is far away from the office and his actions from his/her home, then the employees will be able to deduct a large part of their expenses on the flight. If the employees use their vehicles and equipment instead of a small raise in salary, the company would be able to get a considerable deduction concerning travelling expenses (Vander Elst et al., 2017).

Standard Work Hours

 

The company would have to provide the employees with the maximum of 8 hours of every day. The employee of the company generally operates about 38 hours a week. Thus, the company can increase the time off work if needed, but typically, the company has to keep a fixed time. The employees will be able to work 6 hours every day and will work for about six to seven hours daily. As the company is providing the facility of telecommuting, the company can make them work for an extra 30 mins or an hour (Matos and Galinsky, 2015). The company can provide the employees of specific departments with daily targets, and these people would perform these tasks from home without any time limit and can work at any point of the day. There will be a small disadvantage for the employees, as they would have to work extra every day, which will result in about 5 to 6 hours of extra works at the end of the week.

Issues occur due to telecommuting

 

·         Complex communication

·         The deficit in of professional improvement

·         Underprivileged relationships

·         Irresistible schedule

·         Loss of culture

·         The opportunity for construction loss

·         Safety concerns

·         A lack of brainstorming ability

·         Feared harm to an occupation

·         A smaller amount of oversight

·         Biases (Asgari Jin, and Du, 2016)

Adequate staff members on site

 

It has been seen before that the company was planning to provide the employees with PDA's and this would help the company to track the employees on the site with the help of the real-time trackers that are placed inside the PDAs (Asgari et al., 2016). The PDA comes in handy at all times. A site manager or a supervisor would help to get the record of the attendance of the employees of the company and an on-site biometric can be used so that the employees can punch it before entering the site. Finally, the employers can use some surveillance cameras so that the people working in the locations can be appropriately monitored and their work can be determined at the end of the month. The seniors on the site would be a shred of evidence for the attendance of the employees, and as the company is an architectural firm, there must be a minimum amount of workers on the site. This would be determined by allocating the tasks to the employees the day before the work is to be done (Masuda et al., 2017).

Arrangements for different staffs

 

The administrators can make use of this offer in an alternative manner. The managers can come to the office, and when one is absent, the other manager would be on site or in the office. The other advancements that have to be taken for the different staffs are:

·         The worker may discover considerable decreases in driving costs and attire costs, and a more remarkable capacity to manage subordinate care obligations.

·         The office may have critical funds in space and hardware, and considerable upgrades in profitability.

·         A division that offers to work from home may end up saw as a model manager, and in this manner draw in numerous candidates and experience diminished turnover.

·         The grounds will encounter fewer issues with movement and stopping and will be better ready to meet its air quality objectives (Henke et al., 2016).

·         The representative's efficiency may enhance or reduction. A few of us work best in seclusion, while others get excessively diverted by different potential outcomes at home, or need the incitement of associates to give a valiant effort.

·         Specialized techniques and times must be painstakingly wanted to maintain a strategic distance from issues for both the remote worker and the office, and to guarantee that the representative is not let alone for the circle in correspondence and acknowledgement.

·         The offices need to limit obligation concerning representative wellbeing, security of hardware and materials, and risk for extra time remuneration (Zhu et al., 2018).

Conclusion

 

From the above assignment, it can be concluded that the company has to take a lot of steps so that the process of telecommuting can be introduced in the company and the level of absenteeism can be reduced. This assignment has shown the appropriate software and access that are needed for the company to start this service and the additional resources that are required in order to be given to the employees so that they can work from home. The cost savings has been highlighted, and the company and how the employees can save their money are also mentioned. The working days have been shown and the process in which the abuse in the flexible work system has been shown in detail. Finally, the issues had been highlighted and the different requirements are highlighted in particular.

References:

 

Allen, T.D., Golden, T.D. and Shockley, K.M., 2015. How effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest16(2), pp.40-68.

Analytics, G.W., 2015. Latest telecommuting statistics. Retrieved from.

Asgari, H., Jin, X. and Du, Y., 2016. Examination of the impacts of telecommuting on the time use of nonmandatory activities. Transportation Research Record: Journal of the Transportation Research Board, (2566), pp.83-92.

Asgari, H., Jin, X. and Du, Y., 2016. Investigation of commute departure time to understand the impacts of part-day telecommuting on the temporal displacement of commute travel (No. 16-1662).

Bernardino, A., 2017. Telecommuting: Modelling the Employer's and the Employee's Decision-Making Process. Routledge.

Henke, R.M., Benevent, R., Schulte, P., Rinehart, C., Crighton, K.A. and Corcoran, M., 2016. The effects of telecommuting intensity on employee health. American Journal of Health Promotion30(8), pp.604-612.

Jafroodi, N.R., Salajeghe, S. and Kiani, M.P., 2015. Comparative analysis of the effect of organizational culture characteristics on telecommuting system strategy through inferential statistics and rough set theory.

Kim, S.N., Choo, S. and Mokhtarian, P.L., 2015. Home-based telecommuting and intra-household interactions in work and non-work travel: A seemingly unrelated censored regression approach. Transportation Research Part A: Policy and Practice80, pp.197-214.

Leung, L. and Zhang, R., 2017. Mapping ICT use at home and telecommuting practices: A perspective from work/family border theory. Telematics and Informatics34(1), pp.385-396.

Masuda, A.D., Holtschlag, C. and Nicklin, J.M., 2017. Why the availability of telecommuting matters: The effects of telecommuting on engagement via goal pursuit. Career Development International22(2), pp.200-219.

Matos, K. and Galinsky, E., 2015. Commentary on how effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest16(2), pp.38-39.

Milliman, R.E., 2015, March. A Telecommuting Job Could Be Just What You Are Looking For. In Braille Forum (Vol. 53, No. 9, p. 32). American Council of the Blind.

Schreiber, L., 2016. Study: Telecommuting Boosts Potential of Residential Market.

Shabanpour, R., Golshani, N., Tayarani, M., Auld, J. and Mohammadian, A.K., 2018. Analysis of telecommuting behavior and impacts on travel demand and the environment. Transportation Research Part D: Transport and Environment62, pp.563-576.

Vander Elst, T., Verhoogen, R., Sercu, M., Van den Broeck, A., Baillien, E. and Godderis, L., 2017. Not Extent of Telecommuting, But Job Characteristics as Proximal Predictors of Work-Related Well-Being. Journal of occupational and environmental medicine59(10), pp.e180-e186.

Yao, J., Tan, N. and Ilies, R., 2017. Telecommuting and Work-Family Conflict: The Moderating Role of Work-Family Integration. In Academy of Management Proceedings (Vol. 2017, No. 1, p. 13717). Briarcliff Manor, NY 10510: Academy of Management.

Zhu, P., Wang, L., Jiang, Y. and Zhou, J., 2018. Metropolitan size and the impacts of telecommuting on personal travel. Transportation45(2), pp.385-414.

 



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