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Key Performance Indicator (KPI) must be aligned with the development of the organization. PT. Mitra Intregrasi Informatika (MII) in its development decided to change the traditional way of work to modern telework. This encourages companies to adjust employee’s KPI from the traditional way of work turns in to telework. In order to perform KPI measur...
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Citations
... Some managers are resistant to taking the new approach, they perceive the loss of control. In relation to this approach, multiple investigations are reported (Arso et al, 2018;Biron & van Veldhoven, 2016;Sewell & Taskin, 2015;Silva-C et al, 2019). ...
Teleworking requires changes in the previous practices associated with its actors: managers, workers and family members. Not being able to assimilate these changes can affect the satisfaction of each one and generate a set of unfavorable effects in the different roles. In this research, through a survey applied to 321 participants from nine Ecuadorian provinces, assuming an infinite population and ensuring a researcher error of less than 10%, the level of satisfaction of the three roles analyzed was characterized with respect to a group of associated variables. As a result, it can be argued that although telework generates benefits for workers and employers, it requires changes in management methods and provokes different attitudes in the family environment. Regarding managers, although they recognize teleworking as viable, they perceive that their traditional control methods require changes to assume new practices and must be based on higher levels of trust and the development of a results-oriented function. With respect to workers and their families, they recognize that teleworking gives them a set of facilities, although it could affect family relationships and become a source of stress that affects health.
... Pada saat sistem kerja berbasis perilaku yang tidak dapat dilakukan pengawasan, maka sistem kerja berbasis output menjadi lebih penting untuk dilakukan. Melalui pengawasan output dapat dilakukan pengukuran-pengukuran kinerja melalui sistem penilaian kinerja berbasis balanced scorecard (Arso, Sfenrianto, & Wahyudi, 2018). Sehingga hal inilah yang menjadi landasan bahwa sistem kerja Work from everywhere dapat dilaksanakan dengan mempertimbangkan pengawasan terhadap output-nya (hasilnya). ...
This study aims to add literature by studying the implementation of work from everywhere in government offices and their impact on civil servants. The study was conducted with interviews with resource persons who run work from everywhere (data collection), data reduction (data reduction), presentation of data (display data), and drawing/presentation of conclusions (conclusion drawing/verification). The results of the study showed that First, the function of the organization continues to run well. Second, civil servants have no difficulty carrying out work from everywhere and can fully work at home or elsewhere. Third, the importance of integrity and professionalism supervision on the implementation of work from everywhere where the impact caused by lack of integrity and professionalism on public servants is harmful to the organization. Surveillance can be input monitoring and behavioral monitoring. Fourth, civil servants do not fully agree that work from everywhere is done as a new normal after the pandemic ends. Public servants want to work from the office rather than work from everywhere. Fifth, leadership does not experience significant obstacles in the implementation of work from everywhere.
The pandemic that is still continuing has made several business actors carry out various kinds of policy innovations so that their business continues to run, one of which is the implementation of Work From Home as one of the solutions. This is no exception in the banking sector whose services have switched to online, making employees change their habits at work who used to do their work offline now have to work at home to provide maximum service to the community. In addition to measuring the impact of Work From Home on employee performance, the research also examines the extent of employee motivation when they carry out Work From Home regulations in their offices. The research uses quantitative research methods which are also supported by various supporting literature reviews. The analysis tool in this study uses path analysis with SmartPLS 3.0 software. Respondents in this study were banking sector employees in the East Java region. The results showed that Work From Home has an effect on performance and Work Form Home is significant to worker motivation. Research is also supported by data based on viewer that has been done.
Background:
Organizational changes in the traditional work models demand studies on the management of the so called "Teleworking".
Objective:
This research aims to analyse the teleworking management practices to subside organizations and leaders to improve their performance and enhance workers quality of life.
Methods:
A survey was carried out with teleworkers to obtain their perception of the analyzed factors, using the survey monkey tool. The collected data were analyzed using Partial Least Squares - Structural Equation Modeling (PLS-SEM).
Results:
The validated model for the practices analysis is composed of the constructs: business management, physical and people infrastructure, leadership, self-esteem, and job satisfaction. Based on the analysis carried out, it is suggested that organizations establish organizational telework policies, follow government policies and provide communication and competence plans. Moreover, it is crucial providing technologies and support to them and develop people management practices in teleworking. Leaders must provide confidence, a teleworking culture, professional advancement, integration, well-being, negotiation of goals and a training plan. The teleworker's satisfaction is due to the sustainability related to the work model and its choice defined by personal motivation, balance between personal and professional life and a sense of belonging.
Conclusions:
All variables observed, linked to the constructs and validated, can be considered by managers to improve human resource management and obtain better productivity results.
