As the times change, so does the way we work. Nowadays, many companies have adapted their work patterns and opened opportunities for 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 defines this concept as the Mobile Workforce, also known as employees who are not confined to a specific physical workspace but 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 an opportunity for individuals to showcase their skills and expertise while enabling employees to work at their highest potential, regardless of their location. One significant advantage of the Mobile Workforce is that companies can facilitate internal employee transfers without the need to spend time searching for new hires.
Apart from the new work format, it also offers flexibility and freedom for employees to choose their work locations. This approach helps companies save costs on office space and is a valuable investment in their workforce. However, if organizations lack clear policies regarding the Mobile Workplace, unintended consequences may arise.
TO ADDRESS THIS ISSUE, THERE ARE SEVERAL MEASURES THAT COMPANIES CAN TAKE:
1.Understand the requirements of the destination country: Keep up to date with the regulations and taxation laws regarding immigration and taxation. During the recent COVID-19 pandemic, many countries suspended international flights and closed their borders, limiting the options for remote work locations. Companies need to carefully consider these factors before sending employees to work or be stationed abroad, as taxation details may need additional consideration.
2. HR and tax reporting: Assign the HR department to monitor and report tax-related matters, including withholding taxes if applicable, in the country where the employee is working. If this topic is beyond the capabilities of the HR department, companies may consider seeking assistance from specialized tax consultants or advisors to ensure smooth business operations in foreign countries while adhering to immigration and tax regulations.
3. Utilize Mobility Data: Use employee Mobility Data as a helpful tool in decision-making. This data, including information on job changes, promotions, and transfers, provides insights into the workforce structure. For example, high turnover rates or the absence of career advancement plans might indicate the need for better management of employee growth. Mobility Data can enhance operational efficiency within the organization, and it prompts questions about potential changes that may occur.
4. Adopt HRMS (Human Resource Management System): Implementing an HRMS system can streamline the collection of crucial employee data, enabling fast and accurate data analysis. This facilitates decision-making processes and leads to more informed choices.
5. Quality vs. Cost: Before hiring new employees or establishing new offices, consider evaluating the existing internal talent pool. It’s possible that suitable candidates already exist within the organization. Moreover, if the company plans to relocate employees to another country, it may be more beneficial to retain current employees who are familiar with the company culture and operations rather than hiring new individuals.
By considering these measures, organizations can effectively manage and overcome challenges associated with the Mobile Workforce, ensuring a smooth transition to a mobile work format while maximizing the potential of their employees.
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