The application of a remote working system has been unavoidable since the Covid-19 pandemic hit. In fact, its implementation is increasingly widespread and has become a trend that stakeholders in the world of work must respond to quickly.
Evaluation and preparation of regulations must be formulated immediately so that business actors and workers do not fail in policies. Remote working as a management concept requires special skills and resources.
This work concept requires a very strict self starting attitude and time management. In addition, proactive communication must be built that focuses on collective work because there is very little face-to-face communication.
Initially, the concept of remote working became popular among startups . This trend is strengthening in line with the Covid-19 pandemic which forces the implementation of work from home (WFH).
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R emote working itself different from the WFH. The concept of working remotely allows a person to have the opportunity to form their own work environment, choose a comfortable workplace, thus making energy work better.
Meanwhile, WFH is carried out in a special setting from home when someone is unable to go to the office. However, they still use work systems, communications, and work structures that are appropriate for the office.
R emote working has long been a trend among startups. Then, the presence of the pandemic has actually accelerated its implementation in almost all sectors so that work orientation has changed to results rather than process.
Currently, there is no regulation as the basis for remote working in Indonesia. This means that deregulation is necessary through amendments to laws (UU) or implementing regulations. However, the deregulation of Law no. 13/2003 concerning Manpower the situation is not yet possible because it has only just been completed.
That way deregulation can be carried out on a number of rules whose strata are under Law.
In the Manpower Act there are rules for working hours of 8 hours per day, 40 hours per week and that is in the office. So the revision of the law must still be carried out, it’s just that the timing is not right now.
Changing the working paradigm in the style of remote working will change the structure of workers. This means that the number of employees in a company will be more efficient with more effective work targets.
Apart from regulations, the government is also required to prepare human resources (HR). If someone works with results orientation, it is very possible for one person to work in many places.
So, the status of permanent workers in one company becomes more fluid, or even disappears. However, workers must have high skills in order to be caught in many job fairs. With this paradigm shift, the income for workers should be higher.
Therefore, workers must also be able to manage their own finances and their needs for social security if they do not get pension security (JP) and old age security (JHT). As for the Work Accident Insurance (JKK), it can be eliminated because it becomes irrelevant in the concept of remote working .
In the remote working mechanism , there have also been changes in the promotion mechanism within the scope of work. The reason is, to be able to seize structural career opportunities, every company will still have a supervisor who will supervise the work results.
Of all these conditions, the sector that is best prepared at this time is the field of education and fields related to the work of white collar groups of workers ( white collar with higher education qualifications, and expertise in certain fields, such as administrative and managerial work.
As for the group of blue-collar workers ( blue collar ) is still predicted to experience a number of challenges can be transformed into a system for remote working .
Generally, blue collars are workers who do not have higher educational qualifications, and belong to the group of unskilled workers, such as factory workers, construction workers, and so on.
Other sectors that cannot work remotely, for example hospitality, such as room boys , cannot possibly work from home. Then the transportation sector, such as pilots or flight attendants, cannot work from home.
The remote working mechanism will lead to a major transition to economic growth. This transition period resembles an arrow, where there is a phase that has to be pulled backwards, but after that it will be able to shoot forward.
Remote working is the key to job success management. This is proven by the effectiveness of work that can still run well during the process of working from home, aka WFH.
Even so, remote working cannot be implemented without the fulfillment of a number of important indicators, namely; infrastructure, preparing the workforce, and job management. First , infrastructure readiness is closely related to technology or joint work platforms, among others; Google Meeting to Zoom.
Second , related to job management, the importance of documenting work processes and results as a measure of performance.
Third , related to preparing human resources. It takes an important role from managers to help work effectiveness and push targets. The position of manager must strive for effective and capable management in macro and micro managing .
The role of this manager greatly determines the output and goals of the remote working process . At this time, for example using KPI key performance indicators , maybe in the future it could still change, because we have to look at the day to day business process .
Another important indicator is the ability to learn and adapt to rapid changes. We realize that workloads with remote working require extra capacity, both in terms of behavior and work ethics.
So it is important for workers to have integrity and the ability to think creatively. People who have a curious mindset must be able to work in the era of remote working , independent thinking, creative, quicker in finding out, learning, and creating creativity.
Remote working also demands technology literate human resources (HR). According to him, the National Development Planning Agency and the Ministry of Manpower must prepare human resources to be adaptive to various changes.
Moreover, the future trend of the world of work depends on the ability to apply digital infrastructure.
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Meanwhile, significant changes in the work process during this pandemic period still require a transition time, so that not all types of business sectors can adapt the system.
remote working . Even so, the work mechanism in the future will change greatly. So, the workforce must begin to adapt and increase their capacity to apply digital technology.