Analyzing Remote Work Challenges, Flexible Policy & HR Framework

This report examines the management issues faced by MD Solutions, an IT company, due to the COVID-19 crisis and the shift to remote work. It identifies challenges in leading and managing remote staff, including difficulties in completing certain tasks from home and retaining employees. The report proposes a new flexible work arrangement policy to retain star performers without affecting cost structure or team morale, emphasizing teleworking options and clear guidelines. Furthermore, it explores ways MD Solutions can develop a sustainable human resource framework by implementing new policies and practices that promote employee growth, development, and a comfortable work culture, ultimately enhancing performance and talent retention. The report concludes by highlighting the importance of adapting HR strategies to address the evolving needs of the workforce and ensure long-term organizational success.

Management Issues in the
21st Century
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Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
1. Challenges of leading and managing staff working remotely from the office........................3
2. New flexible work arrangement policy for retaining the star performer.................................4
3. Ways in which MD Solutions can develop sustainable human resource framework..............5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
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INTRODUCTION
Management issues are the issues which the company faces due to any type of change or
problem when it occurs (Ansar and et.al., 2018). MD Solutions is the small information
technology (IT) company which was started by fulfilling the needs of companies in India and
abroad.
The report will analyse MD Solutions facing various challenges due to COVID – 19 crises
in leading and managing staff working remotely from the office. Along with this, new flexible
work arrangement policy will be framed for retaining the star performer without the cost
structure and team morale being affected. Further, sustainable framework for human resource
will be made by briefing about ways in which the policies and practices can be developed.
MAIN BODY
1. Challenges of leading and managing staff working remotely from the office
There were various challenges which the leading and managing staff faced while working
remotely from the office and this created major problems in the work culture of the office too.
The major challenge was that some work cannot be completed from home and for this MD
Solutions; the company needed the whole staff to be presented there at the office so that the work
is being done properly and in effective manner. In MD Solutions there was the major problem
which Ashwani was facing and due to which he resigned from the job (Toniolo-Barrios and
et.al., 2021). The managing staff and the leading staff faced many problems in assembling the
employees of the company and in solving their problems due to which they were unable to solve
the problems which the employees in the company were facing at large scale. The managing staff
was facing the problem of retaining the effective employees and was unable to solve the problem
of employees wanting to work from home.
On the other hand, the next challenge which arose in MD Solutions was that few engineers
tend to choose work from home on days in which important projects were due. The major
challenge which MD Solution was facing was that the company was unable to retain the
employees which became major challenge for the company and this made clear the fact that the
company needed proper management which looks after the various sources of how the
employees could be retained (Popovici and et.al., 2020). These are major challenges which the
leading and managing staff was facing in working remotely which helped nowhere but created
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problems and issues which were not solved at large. There are problems which the MD Solutions
is facing which are getting into more trouble as employees are resigning if they are not allowed
to work from home or work remotely. The company is facing this issue because some of work
cannot be done from home and for that the employees and the individuals who are working need
to come to office (Butler and et.al., 2021). The engineers of the company also needed work from
home which became the challenge as some of the work in which they were involved and
indulged cannot be done from the home and for that they need to come to the office. Therefore,
these are the challenges which are being mentioned and the company is facing with the leading
and managing staff who is working remotely expanded in different directions. MD Solutions
should know and differentiate the characteristics of work which is to be done at home and which
is to be done from office so that there are no problems.
2. New flexible work arrangement policy for retaining the star performer
MD Solutions can create a flexible work arrangement policy for retaining the star performer
without hurting the cost structure and team morale by providing the facilities and letting know
the needs and the priorities which are employees or the performer has set for themselves. On
teleworking days, the employee might work from home. Teleworking will help the employees to
perform their duties outside the office which makes the employees work comfortably and in
ease. Teleworking will help the employees who are working and will let them know their work
for the full - time of part – time basis (Kelliherand et.al., 2019).This is the best work arrangement
policy which the company can take into charge and this will help in knowing the best of what are
the different ways through which work can be done in an effective and flexible manner. The
employee can also discontinue the arrangement if they find any difficulty in following the
program.
While working in the teleworking program, the employees, benefits, compensation and work
responsibilities will not change and this will make the best of what is known as how flexibly and
in significant manner the employees can work without the harm of the cost structure and letting
down of the team morale (Haralayya, 2021).Teleworking program is the most effective program
which helps the star performer retain in the MD Solutions and also by following the new
policies, procedures and organizational rules which are being mentioned in the core structure of
how the things are managed and evaluated at large scale. This helps in making and creating the
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value through which all possible work is being done and by making the very effective the work
culture within the company.
Employees will be selected which will be based on the suitability of the jobs, evaluating
their likelihood and ability to manage the remote workers. Within this program both the
employee and the manager will be expected to complete the training course which will help them
in working with the telework experience. The employees’ flexible working which is work from
home can be done for maximum of three days with the approval of the manager and in this the
employee can inform the plan on the same day (Azar and et.al., 2018).Thus, through this
program the employees can be retained and this will help MD Solutions in creating the value of
the employees’ at large scale which will help in knowing the major aspects in which the star
performer can be retained and the company does not face retention of employees at high scale.
This program will also help the employees in knowing their work and this will help in keeping
with the affiliated work by analyzing and evaluating the major work culture significantly.
3. Ways in which MD Solutions can develop sustainable human resource framework
There are various ways in which MD Solutions can develop sustainable human resource
framework that can benefit the company for long – run in terms of performance excellence and
talent retention. When the work – from – home policy was implemented employees of MD
Solutions seemed happy and from that they largely benefitted but later this created problem to
the employees and the HRM of the company (Macke and et.al., 2019). There was a meeting
conducted for this which helped in knowing that how employees can be retained and how their
work can be taken into consideration as important through the framework of new HR policies
which are being implemented. The main problem was how to retain Ashwani which was
resigning from MD Solutions and this created the main problem for the company. For Ashwani
to not leave the company the HR of MD Solutions extended the FWA policy for him. This
solved the problem of Ashwani and other employees working in the company due to which
company’s HR policy was implemented effectively and in appropriate manner.
For the HR of the company this new policy will help the company and other employees of
the company to make and manage the employees to not retain from their position (Amrutha and
et.al., 2020). Sustainable HR framework can be developed by framing of the new policies and
procedures which helps MD Solutions in knowing that they are the main source through which
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the performance scale and growth of the company is evaluated and increased. This helps in
knowing what are major changes in the policies and what are the different patterns in which all
aspects are considered at large scale in which the employees feel secure towards their job and
their position in MD Solutions. Sustainable HR framework in the MD Solutions can be
developed by creating majority of ways through which the policies such as work from home
becomes beneficial for the employees and they are able to perform their work with all the
effectiveness and efficiency all at once (Yusliza and et.al., 2017).Therefore, initiation of the new
policies and practices will help HR framework to work effectively by keeping in view the growth
and development of the employees and by providing them the work culture in which they are
most comfortable and deliver effective results. This will also help MD Solutions in knowing the
major changes which are to be taken and the assurance which is to be provided for the sake of
how effectively and in creative manner the company can take and initiate changes at large scale.
HR framework will help MD Solutions in letting know the changes helping in developing the
employees’ performance scale.
CONCLUSION
Thus, it is concluded from the above report that MD Solutions faced various challenges due
to COVID – 19 crises in leading and managing staff working remotely from the office. Along
with this, new flexible work arrangement policy was being framed for retaining the star
performer without the cost structure and team morale being affected. Further, sustainable
framework for human resource was made by briefing about ways in which the policies and
practices can be developed.
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REFERENCES
Books and journals
Amrutha, V.N. and et.al., 2020. A systematic review on green human resource management:
Implications for social sustainability. Journal of Cleaner Production.247.p.119131.
Ansar, N. and et.al., 2018. Talent and talent management: definition and issues. IBT Journal of
Business Studies (IBTJBS).14(2).
Azar, S. and et.al., 2018. Modelling linkages between flexible work arrangements' use and
organizational outcomes. Journal of Business Research.91.pp.134-143.
Butler, J. and et.al., 2021, May. Challenges and gratitude: A diary study of software engineers
working from home during covid-19 pandemic. In 2021 IEEE/ACM 43rd International
Conference on Software Engineering: Software Engineering in Practice (ICSE-
SEIP) (pp. 362-363). IEEE.
Haralayya, B., 2021. Work Life Balance of Employees at Karanja Industries Pvt Ltd,
Bidar. Iconic Research And Engineering Journals.4(12).pp.243-254.
Kelliher, C. and et.al., 2019. Flexible working in organisations: A research overview. Routledge.
Macke, J. and et.al., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production.208.pp.806-815.
Popovici, V. and et.al., 2020. Remote work revolution: Current opportunities and challenges for
organizations. Ovidius Univ. Ann. Econ. Sci. Ser.20.pp.468-472.
Toniolo-Barrios, M. and et.al., 2021. Mindfulness and the challenges of working from home in
times of crisis. Business horizons.64(2).pp.189-197.
Yusliza, M.Y. and et.al., 2017. Deciphering the implementation of green human resource
management in an emerging economy. Journal of Management Development.
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