About worktime management in a digital, mobile and remote working context

Submitted by webmaster on Tue, 06/08/2021 - 16:31
Durée de travail

 

Move from the physical, face-to-face world to the digital, mobile and remote world

 

Globalisation, digitalisation with the development of mobile networks, social networks and connected objects are profoundly changing our environment and in particular our relationship to work and its organisation.

The Covid-19 pandemic which imposed confinement and with it remote working will have highlighted, translated into the concrete, everyday life of all, the reality of this change underpinned by technology. These technologies, fortunately available, were immediately and easily adopted. They have shown that it is quite possible to work differently, in a very different configuration. They have even improved the quality of life, given autonomy in work and enhanced the place and usefulness of each individual, improving productivity. In fact, we have all made a quantum leap in our current modern life at the same time, all over the world, and this prepares us for the future.

The fact remains that labour laws, regulations and general principles on working time have not changed. Developed for almost a century in a world of physical work, based on industry, manufacturing and therefore physicaly present, localised and fixed, it is necessary to be able to deal with this framework which is out of step with the current modern environment, at least during a transitional phase of laws and regulations.

 

What is it about?

 

The theme of working time is fuelling the debate on two fronts:

  • measurement and control,
  • freedom and flexibility.

 

In other words, how to measure people's working time when they are at a distance, out of sight, and working with a degree of autonomy, while ensuring that the tasks are carried out and respect the processes, procedures, for a fluid, optimal overall functioning of the organisation. All this while respecting the legal framework of the work in force.

 

 

The topic involves three parts

 

  • the employer who has responsibilities towards his employees and who pays for the work done, and who is accountable to the social partners and to the Administrations,

  • the employee who is accountable and paid for the work they do,

  • the social partners and the Administrations that monitor the regulatory compliance of the applicable labour and social provisions.

 

Therefore, how can we ensure good communication between the parties and make sure that the fluidity and sharing of respective information is provided with the necessary efficiency, while dealing with the individual flexibility of all and ensuring that the legal and regulatory framework of work is respected.

 

 

Basically, there are three parameters to consider

 

In terms of working time management, there are three parameters to consider:

  • Attendance / Absence at work for safety, work organisation and legal compliance,
  • Schedules for compliance with time slots, legal working hours and measurement of time spent,
  • Tasks for work organisation and good process control.

 

 

The problem is that presence/absence is a physical dimension, that the management of schedules, time spent and tasks must be complete and transverse, both individually and globally at the company level. Finally, the solution must be able to adapt to the legislative, regulatory and organisational context of each company, of all sectors of activity, and if necessary of all countries.

This in an environment of great diversity and application heterogeneity that manages users, not employees and their work.

 

 

How do we do it?

 

Of course, we must rely on technology and, if possible, on what already exists, but we must also be willing to question and adopt new approaches in line with the realities imposed by the new world.

What do we need?
 

A management system that fully integrates, across the organisation

  • time management
     
  • task management
     
  • event management
     
  • document management
     
  • management of roles and work organisation for the processes

 all in connection with the people involved.

 

It is not easy to have all of this, let alone in a fully integrated way, because for it to work and provide all the functionality required, at all levels, and to be effective and simple, adaptable, you need a solution that integrates these elements from the outset. 

If this is not the case for your management system, it means that you will probably have to consider the option of replacing your existing one.

 

In our next blog in the serie, we will present how our I.M.S. services platform can address this issue. Also, how you can adopt I.M.S. functionalities that you need, in addition to your existing ones.

So, we look forward to seeing you in our next blog in a few days.