The impacts of Telework as Strategic Human Resources Management Resolution in the Private Sectors of Cameroon

Eyong Ako


Due to the COVID-19 pandemic, telework has become something we need to do rather than just an option to consider.  While we may be forced into doing this by current circumstances, this might be a good time to evaluate your thinking about telework as well as your process for doing this. The purpose of this paper is to establish whether telework practices can be considered as strategic human resource management resolution. The findings of this research would contribute to existing literature on teleworking in developing countries because it helps in understanding the role played by ICTs in human resource management. The results of a number of studies reviewed in this paper show the outcomes and the benefits of implementing telework practices on human resources management and not only for employees themselves, but also for their organisations.  Despite the fact that telework practices has significance setbacks such as Technology Risks Non-existent or insufficient technology to support teleworker job duties and expectations, Management resistance, Lack of face-to-face communication, Lack of teleworker visibility to management., but at the end of the article the author proposes several recommendations in order to improve the understanding, choice, implementation and effectiveness of telework practices. This pave way for the reader to have an in-depth knowledge about the necessity of teleworking and there by gives opportunities to bring out further research on this topic.

Keywords: Telework, human resources management, Organisations.  


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