Coronavirus as a catalyst of Telecommuting

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This article is about the challenges, opportunities, and tips for managing a healthy change in telecommuting during the Coronavirus outbreak.

Operational and Security Challenges

As many businesses stopped telecommuting during the Coronavirus outbreak, there were a number of operational and security challenges associated with this decision. These included:

Internal resistance to the change in policy, especially when it came to critical projects or urgent deadlines;

A lack of understanding as to how and why the change was made; and,

A lack of understanding of the reasons behind the change.

Also, there were a number of operational challenges that were created by telecommuting during the Coronavirus outbreak, including:

Employees not being able to reach their colleagues or clients quickly;

A lack of communication between employees at different physical locations; and,

A lack of knowledge about what others in other locations knew, did not know, or were doing during the outbreak. This led to duplicate efforts and confusion about who was in charge.

However, the Coronavirus was not the first Telecommuting challenge.

Years before the Pandemic, many organizations have already embraced the Telecommuting as a part of their strategic map.

It is about both successful and failed attempts at implementing telecommuting programs. Successful telecommuting programs have multiple benefits.

Telecommuting, as defined by the Telework Research Network (TRN), is the “act of working from home or another location away from the primary workplace”. The TRN further divides telecommuting into two categories: virtual work and mobile work. Virtual work involves a worker performing tasks in his or her own time, such as from home. Mobile work involves a worker who travels from the primary workplace to a remote worksite to perform his or her tasks, such as from a client’s office. According to a study done by Harris Interactive for the TRN, “1.9 million Americans telecommute at least half the time”.

Many companies and government agencies are beginning to embrace telecommuting with mixed results. The United States Department of Labor estimated that in 2005, approximately 2.3 million workers, or 1.3% of the workforce, worked from home at least part-time, almost double the estimate for 1995 (700,000). A recent study of global companies found that 74% offer one or more types of telework program even though only 24% report that all employees in their telework program actually worked from home in a typical week. In addition, many organizations implement policies to support telecommuting which can be categorized into three main types: “optional”, “mandatory”, and “telework centers”.

For the most part, successful programs have been implemented through managers in middle management positions who have a belief in the value of their employees and have an interest in supporting them (Duxbury et al., 2006).

In addition, successful implementations require buy-in from senior management without which they are unlikely to succeed (Matlack & Holtzman, 2004). The organizational culture must also support it (McKenna & Barlas, 2005).

“Mandatory” telework programs typically involve dedicated employees who choose to participate in an established program. These programs are usually offered as permanent alternatives for those who do not wish to travel or commute to work on a daily basis due to reasons such as family obligations or personal preference.

These programs are typically well-established and provide employees with substantial support systems that help them meet their work/life balance needs (Duxbury et al., 2006). One example of this program type is Google’s policy which requires all engineers and some other positions to live near their worksite and only visit company headquarters once every three months (Google Telework Program Description 2007).

This has decreased employee attrition rates by 20% since its implementation in 2001 (Google). Another example is Corning Incorporated’s policy which requires all its employees working on Corning’s production lines to work at least two days per week from home or other satellite office locations around Corning’s Global Operations Center campus (Corning Telework Policy 2011). This has decreased employee attrition rates by 50% since its implementation in 2009 (Corning Telework Policy 2011).

Mandatory governmental telework policies

Another category of mandatory telework policies are those enacted by governments such as state governments which require employees of certain state government agencies to work remotely during specific days such as state holidays to reduce traffic congestion during those specific times (State Government Telework Programs 2008). This allows state residents an opportunity to access services offered by these agencies while avoiding rush hour traffic congestion if they choose not to travel on those days.

The US Army Telecommuting programs

Another example is the U.S Army’s Mandatory Telework Program which allows Army personnel who are stationed worldwide but conduct virtual duties within CONUS when possible during high density deployment periods that require personnel presence at installations such as Fort Hood (Army Mandatory Telework Program 2010) and Fort Bliss (Army Mandatory Telework Program 2010).
Another example is the U.S Army’s Family Friendly Workplace Initiative Program which requires soldiers to work at least 10 hours per week from remote locations anywhere within CONUS when possible during high density deployment periods that require personnel presence at installations such as Fort Hood (Army Family Friendly Workplace Initiative 2010) and Fort Bliss (Army Family Friendly Workplace Initiative 2010) when possible during high volume deployment periods that require personnel presence at installations such as Fort Hood and Fort Bliss in order to reduce stress on soldiers’ families where numerous soldiers are away at war for long periods of time overseas while also allowing soldiers an opportunity for career development if they settle near family friendly workplaces after they return from deployments.

They can also allow soldiers an opportunity for career development if they settle near family friendly workplaces after they return from deployments. These programs have resulted in significant decreases in attrition rates among military personnel who have participated in them (Army Family Friendly Workplace Initiative 2010; Army Mandatory Telework Program 2010; Army Work-Life Programs 2007; DOD Travel Management Guide 2011; State Government Telework Programs 2008; U.S Department of Defense 2012a; U.S Department of Defense 2012b) .

Employers Telecommuting Challenges

“Optional” telecommuting policies consist primarily of arrangements negotiated between employers and employees based on individual needs and preferences within clearly specified boundaries set forth by both parties involved in the negotiation process prior to implementation of these arrangements which include over-time pay rates for non-exempt employees who work outside normal business hours without prior approval from their respective supervisors which may be non-negotiable if excessive overtime is anticipated due to circumstances beyond the employer’s control such as sudden changes in production schedules due to unexpected demand fluctuations or customer orders that must be fulfilled immediately due to short supply inventory levels for products with limited shelf life . These policies typically involve direct supervisors negotiating more flexible arrangements with select employees based on particular needs than would normally be available through general company policies (Duxbury et al., 2006; Matlack & Holtzman 2004; McKenna & Barlas 2005; McReynolds & Davis 2003; Uhlir & Baruch 2004). These agreements typically include provisions specifying what can be expected under various circumstances including when over time will be paid at time-and-a-half rate instead of straight time rate unless approved by supervisor beforehand .


Telecenter” policies consist primarily of an organization providing designated workspaces equipped with computers, phones, fax machines etc., furniture etc., that are located outside traditional office settings where individuals may come together either specifically assigned or self selected based on common interests or skillsets .

These centers can offer some benefits including access for individuals unable to commute regularly due to special needs conditions like severe weather conditions etc., access for individuals unable to commute because they lack childcare options etc., access for individuals unable to commute because they lack public transportation options etc., access for individuals unable to commute because they want greater flexibility so that they do not need prior approval from their supervisors before working beyond normal business hours .These centers also provide some drawbacks including lack of uninterrupted quiet time due co-workers talking about personal matters etc., lack of uninterrupted quiet time due co-workers talking about political matters etc., lack of uninterrupted quiet time due co-workers talking about sports matters .

While this focus on opportunities provided through workplace flexibility provides insight into how technology can be used effectively as a tool toward improving human resources practices related to increasing flexibility at work resulting potentially improve productivity it also provides an insight into how technology can be used effectively as a tool toward improving human resources practices related to increasing flexibility at work resulting potentially improve productivity it also provides opportunities for improvement through technology use with advances resulting potentially improve productivity being able users must learn how use new technologies.

Digital Transformation Telecommuting

2021 Robotic Process Automation Trends

Even the pandemic crisis can’t stop the exponential growth of robotic process automation (RPA). Check out these 2021 robotic process automation trends. 

We are now living in one of the darkest times in the history of humankind. Indeed, 2020 was a tough year and it seems like 2021 will also follow the course. Yet, thinking forward is a much-needed strategy to keep our morale up.

What The Statistics Show 

As mentioned, experts predict that the global RPA revenue will continue to rise despite the pandemic crisis. For instance, Gartner predicts that RPA revenue will reach $1.89 billion next year. That is equivalent to a 20% increase from the numbers in 2021. 

Furthermore, it seems like the upward trend won’t go away anytime from now. It’s expected that the growing trend will continue through 2024 with double-digit rates.

Meanwhile, an IDC study reveals that all digital transformation efforts will reach a compound annual growth of 17.1%. That figure is for the whole period 2019-2023. 

Robotic Process Automation Trends In 2021

This is an impressive and steady growth considering the situation we’re currently in. Let’s now dive deeper at the trends contributing to the factors we mentioned. 

RPA will become the new enterprise resource planning (ERP)

ERP software became a hit in the 90s. Global system integrators and audit-based counseling organizations noticed how ERP can improve customer service and business systems. 

That scenario will happen once again with RPA. Organizations will notice that RPA is the right technology to attain the needs mentioned earlier. 

RPA adoption will extend well beyond IT-related areas

Many treat RPA as the “influence of IT in the world of business”. In other words, many view RPA as intrinsically tied to the IT teams. That will no longer be the case this year. RPA is no longer a ‘newcomer’. It’s rapidly gaining popularity for improving business productivity. 

All C-suite executives focus on meeting strategic business objectives. These stakeholders will view RPA implementation as a key contributor in accomplishing this end-goal.

The same Gartner report mentioned above expects that by 2024, approximately 50% of RPA adoption will take place outside IT departments.

The automation market will keep adapting to remote work

The majority of companies shifted to remote work set-up as a precautionary measure to the pandemic. Digitization can smoothen this set-up transition.

RPA bots free employees from mundane tasks. Hence, they are perfect for automating front-office and back-office tasks on site. As result, the staff working from home will have more time with higher-value tasks. Those tasks deal with how businesses thrive in these difficult times. 

Moreover, bots are also great in notifying employees about meeting links, status updates, and more. This results in more streamlined work processes.

The differentiation of software robots will facilitate the right choice for your business goals

The number of RPA tools available in the market also grows rapidly due to the expansion on industry. There are approximately 150 vendors at the moment, each one with own specific platforms. 

Picking the right tool might seem tough. Hence, there is a dire need for more efficient categorization of the kinds of software robots.

Digital Transformation Telecommuting

Benefits Of UiPath In RPA

Learn the following benefits of using the UiPath for your RPA. Also, what are the following disadvantages of UiPath?

Introduction About Benefits Of UiPath RPA

UiPath offers a service in RPA or robotic process automation. But first, we will tackle the definition of the RPA.

RPA is the short term for robotic process automation. Moreover, it is a technology that allows users to configure computer software. 

Also, it is similar to a robot that follows and combines the action of a person. It interacts with the digital systems.

So it can work in the business process. Moreover, RPA robots are used to collect data. Then it uses fo manipulation application just like people do.

So how the UiPath RPA will give us the benefits of using it? 

Benefits Of Using The UiPath RPA

There are many benefits you can get in using UiPath RPA. But here are some of these.

  • Implement fast and get your ROI fast. With UiPath RPA assurance of a quick return of investment. That is how its design.
  • Lessen the effort in the internal office.
  • Will improve your customer service in external operational.
  • More accessibility. With UiPath platforms, it gives supports and providing the following:
    • customizable
    • built-in
    • shareable activities
    • deep integrations
  • The use of AI robotic managers will lessen the automation cost. Moreover, it will help you in meeting the service level you want.
  • Scalability. Companies are expected to expand and control different varieties and numbers of processes. It should be from external to internal offices.
  • Quality of the agile process. The process of strategies that supports a continual iteration of growth. It is to test the growth of your company module through the whole software upgrade.
  • Flexibility is one of the vital advantages. UiPath is effective in this aspect and useful in the digital workforce. Also, with UiPath gives support for both your company and customers.

Disadvantages Are:

So if there are advantages, there are also disadvantages. Here are the following:

  • UiPath RPA has improved your company’s efficiency. In terms of lessening the repetition of human efforts. However, there are limitations. Also, it required a judgment about works.
  • UiPath RPA is not intellectual enough in computing solutions.
  • Moreover, it is still not ready in any data that is not non-electronic, especially without unstructured input.
  • If a company uses the UiPath RPA in automating tasks, they should be aware of the following inputs.
  • UiPath tool is its auto-start features of UIRobot.exe
  • Numerous robots are only limited in the community edition.


Well, though the UiPath RPA has several disadvantages, still it has a lot of benefits. In conclusion, you can have your potential faster.

So with faster potential, you can be more competitive when it comes to your business edge. Moreover, UiPath RPA delivers a direct profit and develop your accuracy.

Also, UiPath RPA enables your company in the handling process in transformation and streamlines. Allowing you to be more superior and scalable and flexible.

Lastly, it will help you in your business journey to be more progressive and bigger.


Telecommuting 2020: Definition, Importance, And More

Telecommuting helps hardworking people to produce more results amid pandemic in 2020. Check out this post to find out more.

Definition and How It Works

Telecommuting is often considered research and remotely working or e-commuting is a method in which workers operate outside their office. That often covers operating from home or near-by residences, including coffee shops, libraries or workplaces. 

Job at home requires it. The job is transient by telecommunications rather than education. 

The employee will frequently enter the workplace to meets and call the supervisor at his work location. The team members will be able to reach everyone via the phone, internet chat, video, and e-mail networks.

Who Needs Telecommuting?

Most citizens are calling to work. The number of telecoms employees since 2005 and 2017 has increased by 159 percent according to the FlexJobs Report and Regional Workforce Analytics.

The study reveals that U.S. telecommuters total of 4.7 million, and 3.4% of the nation’s population is well off. 

Technology such as Conflict, video conferences, etc. rendered it possible for workers to act from home in their office. For WiFi workers, contact is automatic. 

Some people are telecommuting at full time, and others are going to operate on a virtual basis for the rest of the week.

Benefits of Telecommuting

There are tons of perks of telecommuting. Telecommuting helps workers to schedule overtime and holidays more efficiently.

It provides more flexibility for the employee to balance job and personal life, including having schooling or caring for a sick member of the family. It would also render you more effective at home because of no distractions in your office.

Reduced time travel will also benefit employees who choose to drive for hours to a job. However, drive avoidance may also be prevented.

Different benefits often help workers. This also allows it more effective for staff to use the TV show.

Therefore, telecommuters are generally happy with their jobs and can stay in the sector as well. This is mainly via connectivity that businesses save money at job expenses.


Yet it may be disadvantageous to escape from home. You have to be highly inspired, or you’re failing quickly.

A working environment, like a home office or coffee shop, is also a win. Some people will sometimes say like you are lost at home since you don’t have your employees. Regular video chats can further minimize alienation

When looking at a telecommuting job it is necessary to consider these positive and negative influences.

Jobs Vs. Telecommuting

For certain places telecommunications positions are provided, including sales, customer service, and communications. Some tasks may also be performed by the telecommuting of computers and applications.

Some doctors, including medical agents and also several radiologists, have served from residences.

You will come up with a planning plan if you want to ask your supervisor what you can dial. 

Next, determine which package you would want. Then make sure you explain whether the company will help telephone transmission.

This is also important to account for the incentives of the workplace as you advocate for telecommuting. Notify your coworkers on how you communicate, then.

Finding a Telecommuting Job

You will take steps to seek a career in telecoms. You will search for telecommuter companies ‘ roles or test telecommuter workplaces. 

More information on locating a workplace from home can be found here.

One thing to speak about is work schemes. Schemes also offer politicians quick money from an employer, but they are often just means of having the money or reputation.

How to Implement Successfully 

For certain individuals, telecommuting is an obstacle. Below are a variety of suggestions for remote jobs. This may help locate a suitable location. Or you can seek to transform your spare space into a bedroom. You don’t necessarily have to sleep or watch TV on the couch or the easy chair. 

You’re supposed to turn the Television on and avoid functioning that tentatively. Maybe if you are holding many video sessions you want to make sure that you have a little past cleaned.

Have a start and stop time

It’s a big advantage for employed at home. However, you might want to shape some structure. And it’s nice to plan the hours and vacations because you don’t work from nine to five. 

Otherwise, you can’t turn down the computer or run longer than you should.

Consider your outfit

At many video events, it is easier to carry eligible equipment. You should not feel uncomfortable if an unexpected meeting happens. It would then put you in a conceptual environment, which ensures your function, rather than watching TV.

Relaxed apparel inherently provides a massive benefit for working in your home: When you do not have any photos your yoga pants will still work making.


You can’t work at a job at school. You prefer to function, though. Be sure friends and family are aware that you are not safe for unhealthy snacks and donations, even if you are home. 

 You want to make sure you show yourself to be a dedicated person in some other way because you will not find your boss in your office anymore. Get in touch with email, talk and exchange completed tasks. 

Encourage your successes and work together with the boss at the one-on-one session.


Telecommuting: Top Things You Need To Know

Telecommuting is the answer for every business and company employee to be productive. Check out this post to find out more. 


The debates about accessible vs. closed office space tend to flare up and others still feel such conversations are futile. This allows workers the freedom of doing when they want to, not how the employer wants them to operate.

 For certain situations, telecommuters live fairly close to the business they work with. It ensures that such workers are often forced to hold social gatherings or important business events. 

Often flexible scheduling is given by telecommuting. Yet such workers also have to stay in the workplace to keep up daily working hours.

Often telecommuters consider multiple workplace options, such as co-working spaces or virtual office rooms, instead of going home. While often Telecommuting functions interchangeably with remote employment, Telecommuting sometimes is much less versatile or needs a little more employee engagement

Furthermore, in many situations, this may be helpful, because it helps the employee feel more involved in the atmosphere of the organization and related to his job.

It Is A Business And Strategy

Talent no longer lies within five to ten miles of your company and is among the cleverest individuals who can recruit hundreds of thousands of miles from your company. Telecommuting helps you interact alongside the greatest people, no matter when or how much time they are. 

Not just that, it is also a perfect way to attract top performers by offering them versatility. Telecommuting opportunities are now accessible. Since the 1960s Xerox offers Telecommuting solutions for workers to take home keyboard machines and carry out data entry jobs.

Dell and Aetna have reaffirmed the competitive value of telework, and since they initiated the system about 20 years ago Aetna has always conducted telecom transmission. Nobody with robust definitions or telecommuting as good as possible.

Both of these businesses view this as a necessity for corporations that will stay successful among new workers.

It Is Not For Everyone

At Xerox, before telework is considered, an employee takes a self-assessment to determine if telework is a realistic option. A manager then takes a similar assessment about the employee and the two discuss options together. 

Aetna evaluates telework options based on three things. The individual does the employe have the right capabilities and competencies, job function can the work be performed at home and home environment (must meet security standards. 

All three companies acknowledge that telework isn’t possible for every single employee, for example, people that work in a manufacturing facility

Education and Training

Make sure administrators learn how to interact and function with simulated workers, and vice versa. This requires knowing not just social skills, but also the usage of the appropriate tools to promote the required connection. 

Digital employees must also be educated in their type. For example, at Dell, workers may pursue training courses that show them how to handle their jobs and how to develop as a virtual employee across the business.

HR and IT 

While telecommuting’s business rationale is mainly offered by HR departments or particular company units, telecommuting is also given by IT departments. HR and IT departments also ought to establish a near working partnership.

IT needs to understand the specifications of the industry which citizens want in the field of broadcasting, and HR teams need to work to understand the strategic demands, resources and technological limitations of telecommunications. In Dell, for example, the telework is conducted by teams of HR and services, but collaborating quite closely with IT to consider technical solutions ‘ protection and functionality specifications.


Dell’s staff have encountered the greatest degree of dedication and happiness in telecommunications options. Nonetheless, it is important to notice that workers are not 100% full-time telephones and often reach a workplace. 

Despite insurance expenses, Aetna earned between 15% and 25%. For 2014 alone, their carbon pollution has been lowered by stopping workers from commuting 127 million miles, decreasing by 46,700 metric tons of 5.3 million gallons of gas and CO2 emissions. 

Annually, teleworkers save 4.6 million gallons of petrol a year, generating over US$ 10 million, and are commuting 92 million fewer miles at Xerox.

Approximately 20,000 workers or 20% of the staff was impacted by the flexible working system. Dell’s initiatives are the newest, but they have a major effect already, across the three businesses listed in this report.

Dell earned $12 million in 2014 and reduced greenhouse emissions by 6,700 metric tons. All three companies often state that workers with television opportunities tend to operate with better dedication, efficiency, and satisfaction.


Such approaches give workers a greater compromise of job and home and obviously the opportunity to function in stylish garments. You can assume that even the worker profits from such versatile choices.

That is not so, though. In reality, virtual and telecommuting will improve efficiency and ingenuity and minimize employee turnover and retention and decrease operational overhead costs. 

Organizations may also create a change by researching different office approaches, which allow workers to function with reduced disruptions in a better atmosphere.

Many people may consider it radical, but there is an explanation that more businesses have embraced this work style. Obviously, with other places or in some sectors it does not make sense. Nonetheless, whether you have problems attracting workers, sustaining production or growing as quickly as you can, contract work or flexible jobs could be something for your staff you have to do.