PILLAR 1: Telecommuting socially responsible for sustainable development.
In that sense, it will be presented viable projects that shows the reconciliation between economic, social, and environmental aspects of various human activities and the role that companies with full responsibility towards the stakeholders with whom they interact to achieve their results.
– Economic: The financial performance and ability to contribute to economic development in the area of creation of new business niches and sustainable profitability;
– Social: social consequences of business activity, at all levels with external agents business relationships such as: customers or consumers, academic, scientific and research field, local, regional communities or society in general, as well as the set of public policies that governments should promote;
– Environmental: It should be appreciated compatibility between the social activity of the company and the preservation of biodiversity and ecosystems. It includes an analysis of the impacts of social development of enterprises and their products in terms of flows, consumption slowly renewable resources and in terms of waste generation and emissions.
- Green and sustainable Telework: ecotrabajo
- Economic policies and strategic development with telework
- Strategies for local and regional development teleworking.
- Sustainable and responsible Benefits experiences telecommuting: successful experiences.
- Towards an ethical and social telecommuting
PILLAR 2: Innovation, education, intellectual capital and telecommuting
The incorporation of digital technologies in all areas of work activity, poses a number of challenges of a different nature and leads to consider new paradigms in the approach and ways of doing work to enable organizations, businesses, workers and citizens in general, adapt to new work environments posed by the information society and knowledge.
From that perspective, it is given as an increase in the incorporation of technology, it highlights the need to develop innovative actions to achieve better efficiency and effectiveness in the management of work. Therefore, it is necessary to visualize as opportunities are opened to innovate new management schemes to improve processes, human resource management approaches and opportunities for entering the labor market for all social groups.
To achieve this, it is essential to consider the role that education plays in front of the profound changes generated by the massive incorporation of digital technologies, as well as those outlined in the medium term, in order to provide citizens knowledge that will provide greater opportunities to enter the labor market. In that sense, it is necessary to identify and analyze the challenges of education in this new work context and define the direction they should follow the actions in this field.
To promote labor-based innovation in digital technologies, as well as the improvements made to the approach and ways of educating citizens to apply the virtual work, it emerges a way of increasing knowledge, skills and competences of the social group, which is It becomes a strength to improve the quality of life of citizens and their interaction with the environment. For this reason, the need to know how it can impact intellectual capital in the generation of work based on digital technologies.
- Telework as a driver of innovation to work.
- Role of the State in the country’s strategy to innovate labor practices in virtual environments
- The challenges of education to stimulate the labor market in virtual environments.
- The technology used to educate teleworkers.
- Telework as a generator of intellectual capital.
- The competitive advantages of intellectual capital based on the virtual work
PILLAR 3: Telework responsible without borders: Inclusion labor and global partner.
The telework as labor phenomenon is presented as an opportunity for access to disadvantaged and vulnerable groups such as people with disabilities, different skills, young mothers, rural youth, elderly and others, so it must consolidate the importance of providing them with tools promote efficient management.
It is also necessary to show the perspective of the impact that could represent sustainable development of our countries, agents involved in telecommuting can execute strategically experiences as part of a continuous improvement responsible in their institutions or organizations at all levels.
Finally, we must reconcile the sustainable gain between the internal and external customer allowing spaces to develop new industrial relations delocalized at local, regional, national and transnational levels, as potential occupational social inclusion of new generations and its prospective future with new technologies.
Research suggested this theme:
- E-work, new virtual forms of work: The cloud.
- Tools for social inclusion of vulnerable populations.
- Telework as an opportunity for national development: promotion policies.
- The transnational effects of teleworking.
- Collective relations (union bargaining and strike) in telework
PILLAR 4: Telecommuting and comprehensive organizational development: the company in the future.
This includes all aspects that organizations and institutions allow to develop the implementation of telework: highlight: information technology and networks, human capital and regulatory aspects.
Likewise, models, tools and implementation success stories that show us the importance of creating a culture of telecommuting that revolutionizes our lives will be displayed.
– Information technologies and networks: Develop opportunities offered by current technologies and demonstrate impact on the continuous and dynamic change of its evolution in the virtual spectrum;
– Human Capital: The generation of intangible value is a very important element of competitive advantage for companies who wish to lead in their areas and be role models for others:
– Regulatory aspects: must achieve adequate internal regulation and adaptation to the experience of teleworking, for which it must respect the essence and nature of its raison d’etre.
Research topic suggestions:
- Telework as permanent innovation of continuous improvement.
- Generating value intangible (intellectual capital) telecommuting.
- Experiences of successful implementation: Asia, Europe and North America.
- Effects of regulation of teleworking. Lessons learned and challenges.
- Existing applicable technologies for the optimization of telework.