Kerja Jarak Jauh (WFH = Work From Home) yang Nge-trend
Kerja jarak jauh lagi nge-trend alias naik daun, terutama saat pandemi virus Corona (COVID-19) ini. Berasal dari kata WFH atau Work From Home atau remote work, kerja jarak jauh atau kerja dari rumah menjadi pilihan rasional.
Banyak karyawan dan direksi perusahaan, dosen dan tendik universitas, guru dan karyawan sekolah bahkan ASN lembaga atau kantor pemerintah saat ini melakukan remote work. Suka tidak suka, siap tidak siap kondisilah yang mengharuskan kerja jarak jauh (WFH) atau kerja dari rumah ini.
Menurut situs cnbcindonesia.com, per 26 Maret 2020 di Jakarta, Indonesia saja ada 679.215 pegawai dari 2.139 perusahaan telah melakukan WFH. Ribuan perusahaan itu berasal dari beragam latar belakang, mulai dari telecommunication, manufacturing, construction dan mining.
Di negara lain kondisinya pun hampir mirip, bahkan lebih dahsyat. Di Amerika Serikat (AS) misalnya, 50% hingga 60% pekerja dari keseluruhan pekerjanya melakukan WFH. Total jumlah pekerja di AS menurut Biro Statistik Pekerja AS adalah sekitar 160 juta orang.
Hal itu berarti sekitar 80 juta hingga 96 juta orang di AS melakukan WFH. Namun hal itu bukan masalah besar, karena teknologi telekomunikasi/IT yang mendukung WFH telah tersedia. Sehingga model kerja jarak jauh begini bahkan bisa lebih efektif dan produktif.
Sementara di AS sendiri vaksin untuk virus Corona belum akan ditemukan dalam waktu dekat, maka semakin banyak perusahaan mendorong pekerjanya untuk melakukan WFH. Sejumlah negara bagian pun, seperti Washington, New York, Florida telah menyatakan kondisi darurat, sehingga semakin menambah urgensi WFH.
Silakan tonton video Kerja dari Rumah (WFH) di bawah ini:
Berikut adalah transkrip yang telah diedit dari video tersebut:
“New alarm bells ringing tonight on the Corona virus outbreak in this country (U.S.A). Doctors say the virus is
spread through droplets when someone coughs or sneezes”.
“And I think the business community, it’s in their interest that people actually stay home and stop the spread.”
“For a business that can allow more employees to telecommute, we want you to do that.”
Lindsay Jacobson, a senior producer with CNBC, has been working from home for about a week now and it’s going OK. She did some research on how the U.S. economy can perform while they’re all dealing with the coronavirus outbreak and how productive the American workforce can be while working remotely.
50 to 60 percent of the workforce holds a job at least partially compatible with remote work. As of 2017, the U.S. Bureau of Labor Statistics estimated the civilian labor workforce at about 160 million employees. If 56 percent of those people are eligible for remote work, that means over eighty nine million people could potentially work from home.
Of course, that leaves out 44 percent of the American workforce, but does provide alternative opportunities for
a lot of people. For us, the obvious choice was to really strongly encourage our employees to work from home. And the technology is here now that enables remote working to be really, really effective and productive.
While not all employees are eligible for remote work, the emptying of offices and mass transit limits exposure for
those who still need to go to the office like doctors, cleaning staff, police officers, firefighters, gig workers and other service related professionals.
With the vaccine for COVID-19 still in the distant future, U.S. companies are individually taking steps to enable their remote workforces. It’s been really interesting to see the spike in usage that has actually followed, unfortunately followed the spread of Coronavirus.
With the Corona virus pandemic shuttering offices nationwide, can employers and employees adapt to a culture of remote work? Can the U.S. work from home? With many states, including Washington, New York and Florida and the federal government declaring states of emergencies, many companies are attempting to follow the trend of allowing remote work.
However, telecommuting, remote work and working from home, which all entail similar experiences, have been on
the rise for a while. There’s a lot of different things. It’s called telecommuting. Remote working. The future of work. It’s absolutely something that is gaining in momentum. The federal government has been requiring to every employee to work at home to the maximum extent possible.
Since the year 2001, regular work at home has grown one hundred and seventy three percent since 2005. The drivers tend to change with the economy, with whatever is going on in the world. So during a recession, it was about saving money. And that’s what’s wrong with driving CEOs to it.
They found that if people were not in the building, they didn’t have to pay as much for real estate. Right now, it’s about attraction and retention of talent. It’s a talent shortage and people want flexibility in some cases more than salary.
This past week, it has been continuity of operations and the Coronavirus. Over the course of the last
really couple of years, we have been moving to a more distributed workforce. Gallup State of the American Workplace
study found that 43 percent of employees work remotely with some frequency. Global Workplace Analytics found that
five million employees or 3.6 percent of the workforce works at home at least half of the time.
Research indicates that during a five day workweek, working remotely for two to three days is the most productive. That gives employees two to three days of meetings and interaction and collaboration with an opportunity to focus on just the work for the other two to three days of the week.
There are really four things that’s driving it. Number one is, frankly, an increased focus on sustainability. People in the United States who wanted to work from home and that’s about 80 percent of the population say they’d like to do it at least some of the time. Did it at least two and a half days, a week, half time, it would be the greenhouse gas equivalent of taking the entire New York state workforce off the road permanently.
The other thing (number two) that it does is obviously on the cost side and there’s a lot of costs associated with business travel and so it helps companies address the costs. But we calculated that a typical company saves about eleven thousand dollars per half time telecommuter, somebody that’s doing it two and a half days, a week per year.
However, not all companies agree that working remotely cuts costs. Cost savings has never been a driver for us to distribute our workforce. If you reduce food service, for example, because not as many people are coming into the office, that will allow us to do resources shifting to allowing more and more support for people in their home, office setup where you might save costs from an office perspective.
If you’re going to do it the right way, you’ve got to reinvest in other things. There’s another interesting
thing that the millennials are not the ones that are working at home, but they’re the ones that asked for it. I would say the thing that we’ve seen in the last two years would be a change in the workforce itself, almost demanding workplace flexibility, the ability to work where they want to work, when they want to work.
That workplace flexibility has also allowed for a more diversified talent pool. It’s been more about talent
and flexibility and being able to attract and retain the right folks for us. So getting kind of spreading our
teams out, not being as concentrated in San Francisco for a number of reasons and part to tap into broader pools of talent across the globe and not just have, you know, hire people who are only willing to
work in San Francisco.
New England and mid-Atlantic region employers are most likely to offer telecommuting options and full time employees are four times more likely to have remote work options than part time employees. A typical remote worker is college educated, at least forty five years old and earns an annual salary of 58,000 dollars while working for a company with over 100 employees.
A lot of people think it’s the millennials. A lot of people think it’s moms. Both of those are wrong. It’s about equal men and women. But it is skewed that the older, more experienced, more tenured, higher salary end of the spectrum. Actually, it’s a little bit poller.
There’s this area at the very low end of the spectrum below income call center agents, that kind of thing and then the sort of senior managers. There used to be a perception that only particular jobs are able to work from home because everyone was essentially coming back using applications that were sitting behind a firewall.
Now, a lot of our applications are available just through an Internet connection in the cloud. As businesses evaluate how to properly protect their employees from the recent COVID-19 outbreak, many are basing their decisions on guidance from the Centers for Disease Control and Prevention, or CDC.
The CDC recommends employees stay home from work until the criteria to discontinue home isolation are met. Employers should also ensure that sick leave policies are flexible and consistent with public health guidance. The CDC recommends that employers not require a doctor’s note for employees who are sick as health care provider offices may be extremely busy.
The CDC also recommends employers maintain flexible policies to allow employees to care for sick family members. Employees who come to work sick should be separated from other employees and sent home immediately. The CDC is a premier public health agency, and so it’s important that they’re able to to spread their recommendations appropriately. We have to make it possible for people to follow those recommendations.
To help employees follow the guidelines for social distancing, many companies are implementing their
business continuity plans, which incorporate a work from home policy. Companies like Twitter are requesting
all employees work from home.
So people are just really thinking thoughtfully about how to get the same the same work done
in a different way. Some companies are instilling a bi weekly work from home policy. In that case, at least a portion of the workforce has their exposure limited while work is still able to continue.
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