Automation, combined with digitalization and process engineering, will enable organizations to broadly utilize telework, address talent scarcity, and lower production costs. Onboarding new employees to a telework-centric organization is emerging globally as a major challenge. We break the onboarding challenge of teleworking employees into three parts: addressing the mundane tasks, providing training on the necessary processes, and mentoring. In this post, we examine these challenges through real stories and present the lessons learned.
Several megatrends will necessitate the transformation of urban mobility from one that is centered around the privately owned vehicle to one that is offered as a service, combines multiple modalities, and promotes sharing. The pandemic forced many of us to work from home and have goods delivered there, in the process causing us to rethink our mobility needs and practices in the context of urban travel. Work-related mobility deserves important consideration because about 30% of daily urban trips pre-pandemic were related to commuting. Many of the practices that will emerge from this rethinking will have their roots to the changes we made during the pandemic and could lead to a new normal for urban mobility.
To broadly and successfully employ telework during and after the pandemic we must understand the considerations and objectives that employers and employees want to achieve and the dimensions they will use to assess progress and ultimate attainment. On some of these dimensions employers and employees may be aligned, and on some may not. In this post, we introduce such dimensions and present an approach for identifying misalignment.
The Telework Process Framework is used for defining telework-centric processes and maximizes the tasks performed via #telework in a process. #futureofwork
Telework has been broadly adopted globally during the pandemic. It will also become a key component of the post-pandemic work…