Abstract:

A year ago, teleworking was especially suitable for a relatively closed group of employees. Typical teleworkers were mainly translators, programmers and other IT staff. Then there were people with various disabilities and those who had to take care of family members who were dependent on them. So they were people who in most cases wanted to work like this, needed such work and often considered it a benefit. At the time this article is written, due to quarantine, people who do not always like this style of work and who in some cases do not even want to work in this way work in this way. However, it is possible to assume that for some companies this style of work will continue even after quarantine. If, at the time of quarantine, it is possible to delay corporate social responsibility towards employees, after the end of this situation, employers should focus on corporate social responsibility again. Most employers do not address the fact that the cost of this type of work will increase for employees. Many people also complain that they are unable to combine this style of work and family life, that is, to distinguish between leisure and work time.

The employer should address such issues together with the employees, for example through their training. Employees should know how to manage time, and they should also know the technical aspects of teleworking, as teleworkers are often alone in their work. An important aspect of education is also the legal aspects of teleworking, which should rather be part of managerial training in this area. Education of this type can take place through e-learning or in the classic way.

As for other aspects of corporate social responsibility, teleworking in this area usually has a positive impact. For example, a teleworker puts less strain on both public and individual transport.

The aim of the work is to map the current situation in the field of education of employees in the field of teleworking and corporate social responsibility and to propose recommendations for improving the situation of teleworkers.

As for the methodology, we will ask employees who work at home in the Home office mode. These interviews will be semi-structured and will be based on the methodology of qualitative research.

Keywords:

Home working, teleworking, home office, distance learning, Covid 19, qualitative research.