3 Tips from the Human Resources area for remote workers from another country
Both companies and professional employees that work remotely show positive results at the moment in which the company expands its potential outside the office and hours, accessing the complementary impulse that digitization gives. This allows us to attend to independent or collaborative projects with top-level talent with a global reach.
In this article, you will learn tips from the HR area for the application of remote workers from another country.
- What is remote work?
- Benefits of remote global work
- Importance of remote working
- 3 Tips from the human resources area for remote workers from another country
- How can we help you implement HR tips for remote work from another country in your company?
1. What is remote work?
Firstly, the meaning of remote work is that it is a form of employment with characteristics of organization, collaboration, and planning. This option allows you to work from home or anywhere other than an office outside of work. In most cases, it does not obey schedules but rather tasks or objectives to meet.
This work methodology is gaining more and more popularity. This is due to the growth in the use of the internet, as well as new communication technologies. Likewise, remote work was something used for years. But the arrival of the Covid 19 pandemic made this type of work more acute. Since all people had to be at home and even so they had to find a way to generate income.
A great limitation in the development of remote work is the business policies that fear taking advantage of this option. Here, the involvement of senior management and human resources is vital to generate evidence and develop comprehensive management systems that provide immediate remote access to information and data to allow this type of work and contract.
Employees that work remotely have the same responsibilities as in an office job. Similarly, remote workers typically stick to work hours just like they would for another job. The only thing that changes is the workplace and of course, the work environment. Obviously, it is not the same to work in an office as from home.
2. Benefits of remote global work
Remote work certainly brings with it many benefits that companies can take advantage of. Here are some of the most important benefits of remote global work for companies:
2.1 Increase in productivity
And it is that by implementing this form of work by objectives, the employees that work remotely will not have other types of distractions as if they could have them in the physical location of the company. In this sense, by focusing this work on objectives, the worker will only focus on fulfilling them. That is what finally interests the company.
2.2 Fewer infrastructure expenses
This is something that is obvious and that is even more beneficial for small and medium-sized companies that do not have enough resources to use large offices. Normally, depending on the policies of each company, the employees work at home or in offices shared with small groups of workers from the same company that can be used for remote work.
2.3 Money saving
Having fewer employees in the office also helps reduce business costs. When there are fewer people in the office, businesses can condense their real estate needs to use the workspace more efficiently. This ultimately translates into thousands of dollars a company would be saving each year.
Regardless of the company’s product, mission or goals, it’s the people who make its success possible. For this reason, the ability to attract and retain the best talent is a key differentiating factor in the corporate world from today’s competition. So companies that offer a flexible work arrangement, such as full, part, or part remote work, can make all the difference to a candidate looking for their next job.
In general terms, the meaning of working remotely is productivity and efficiency
3. Importance of remote work
Since the appearance of the COVID-19 pandemic, remote work has taken on great importance for the continuity of the activities of many companies and it seems that it is here to stay. This is the first instance that determines the importance of this type of work. That is, many companies managed to save themselves from demise due to the use of employees that work remotely.
On the other hand, practically all types of businesses have had to adopt this modality. This is very beneficial because the use of technology, which gives companies greater efficiency and productivity.
Likewise, remote work, especially for small and medium-sized companies, which do not have large budgets, allows for reducing costs in infrastructure that is often not necessary to use. In fact, this is a great option as a strategy for those who need to undertake in any commercial field and who do not have sufficient financial resources to be able to afford physical offices.
It is very simple and obvious to observe that. For example, in a design company. Which has several workers, each of them or a large majority could work directly from their homes.
So, a company, depending on how it deems convenient, can work completely remotely or be a hybrid company. That is, part of its staff works in person at the company’s headquarters, while another group of employees that work remotely from home or from the office workers. And which for reasons of comfort are usually close to their respective homes.
4. 3 Tips from the human resources area for remote work in companies
As an employer, you can offer the possibility of working remotely to your employees. Since they feel more productive when using this type of work. In addition to this, this is not only beneficial for the company but also for the employees that work remotely since they feel they have more freedom and in turn, have a balance between their professional life and their personal life. And this, in general, is a very good strategy for employee retention.
For all of the above, there are some important points in terms of human resources that must be taken into account because we are facing a different way of working. Therefore, business policies must be different from the usual ones.
4.1 Drafting a remote work policy
Whether your company is completely remote or is simply in transition due to the coronavirus pandemic, you are likely to encounter obstacles and misunderstandings related to this way of working. A possible solution to those challenges is to write a good remote work policy. That is a work agreement that describes all its aspects, such as duties, expectations, and procedures.
Remote work is not about a work location or workplace, but about a completely different method and environment. A strong remote work policy is a necessity that makes life easier for everyone: managers, teams, and the company as a whole. Even if your company is only getting into remote work for the short term, you should consider creating a policy for this way of working.
The first step to a comprehensive remote work policy is to understand what it is and what elements it should contain. It is important to cover the basics before writing these policies, whether you plan to use a template found online and adapt it to your needs, or write your own from scratch.
When writing a remote work policy for your company, you should think about all aspects of job performance, even those that you might not consider important in a traditional office.
So, a vital tip is to include team members from all departments, not just HR in creating these policies. Some of them may offer insights that will prove essential, so get your team together and discuss everything with them.
4.2 Management of job expectations
If the company is not completely remote, the HR department will need to analyze the organizational structure and determine which members can work remotely and how often. On the other hand, in specific situations, such as working from home part-time and the rest of the time from the office, this situation must be analyzed for each job in the company.
Managing expectations is one of the most critical elements of a remote work arrangement. Since remote workers often end up working longer hours and thus jeopardize their work-life balance, the remote work policy should address the availability of those who work remotely and specify their work hours.
Whether your employees work remotely, the team adheres to a normal full-time work schedule or has flexible hours, make sure your commitment to availability is stated in your remote work agreement. In addition to the above, the policy should include expectations for performance and work results and the responsibilities of each of the team members.
After all, this is one of the main advantages of remote work. That is, first the jobs that are compatible with remote work must be selected, then analyze in which cases this modality must be totally or partially. In these workers, since there will be no personal control over their work, it is necessary to focus more deeply on the results that the company expects from this group of employees.
Whether or not there is a remote work policy, assessing worker productivity requires some common sense and just a little bit of effort. Productivity and performance metrics must then be established. The rise of flexible work environments makes it possible to measure the results of someone’s work rather than the number of hours spent sitting at a desk.
4.3 Workers’ compensation and benefits
A remote work policy contains information about the salary and any other benefits that remote workers are entitled to. Paid time off, sick leave, etc, should be spelled out, especially if you are part of a hybrid company. Some remote companies offer attractive benefits such as education and training for their teams.
If your company offers additional benefits, even on a case-by-case basis, be sure to include them in your company policy with all its limitations and conditions. Remote workers save a lot of energy and time on the go, but they have expenses and needs.
The salary and other benefits represent a determining factor for aspiring workers to decide to work in a company. The same situation occurs with employees who are already working in a company. Non-compulsory benefits are a strategy to be able to retain the best employees and prevent them from migrating to another company that provides them with better benefits.
5. How can we help you implement human resources tips for remote work from another country in your company?
If you want to venture into this new form of remote work, EOR Middle East can help and advise you. So that you can achieve this transformation successfully. Our company has been advising large companies around the world for many years.
We will be a great ally for the development of your company, as we are a leading company in this field. Our PEO and EOR services will also make this path easier for you. For this reason, we invite you to learn more about us.
If you wish to contact EOR Middle East, you can do it via email at [email protected]. In case of doubts, we have team members to attend to all your requests.
On the other hand, if you want to find remote jobs worldwide, you can send your CV to diverse enterprises in the Middle East. Find them on thetalentpoint.com. You can also apply via email at [email protected]. Our company is also looking for new talents like you.