This dissertation examines the policies and procedures that HP uses in the
area of Remote Working. Remote working can be defined as working
independent of location using information and communication technologies.
This examination seeks to understand the feelings and attitudes regarding
remote working and assesses the current status of remote working
technologies in HP today.
The research methodology used was qualitative. Two research methods were
used. Informal structured interviews were conducted to gain an
understanding of the issues, concerns and benefits concerned with remote
working. Also, both published information and internet based information
was analysed to establish the current status of remote working in HP
countries across Europe.
Through the research it was found that remote working is a definite
requirement of certain individuals positions within HP. This facility allows
them to work as part of the dynamic, global teams that are being formed
continuously throughout HP. HP is a global market leader in the IT sector,
and as a result, the need for 'Virtual Teams' across the globe has increased the
working hours and pressures on employees, who strive for new working
methods to keep up with the fast changing pace of the industry.
It was concluded, that while remote working is a necessity for many
individuals within HP, the adoption of this new working method should not
be undertaken without a full analysis of the employee, management and
environment that the employee will be located. A clear and consistent policy
is required from the HR and Management of HP in order for Remote Working
to be a success in the organisation.