PETALING JAYA, June 15 (Bernama) -- The Movement Control Order 3.0 (MCO 3.0) once again imposes Malaysia’s workforce to Work From Home (WFH), a necessary move to flatten the curve of COVID-19 infection as the number of deaths and positive cases are increasing by the day. This time both employers and employees are better prepared and more agile in adapting to the WFH arrangement compared to a similar situation in March 2020 when WFH came as a shock to many, just as the lockdown itself.

The arrangement of WFH or in its general term, teleworking, that is working remotely away from office premise by utilising the ICT and technological tools, seem to remain in many workplaces post-MCO, although it might not be the mainstream way of working. A hybrid model which combines the traditional workplace and teleworking may seem a plausible choice for both employers and employees upon looking at the pros and cons based on the current pandemic crisis. According to a survey conducted by the United Nations Development Programme (UNDP), 83% of employers plan or are considering WFH options post-MCO.

Teleworking is the future of work and the real new normal to job and workplaces. The advantages of teleworking are in terms of cost reduction, time saving, and overall quality of life and were cited in many studies conducted. UNDP reported that 54% of its survey respondents indicated that their quality of life improved as a result of WFH. When the overall quality of life improves, productivity increases. Along the positive side of teleworking, its negative edge also prevails. Lack of effective managerial supervision, inappropriate working space at home, lack of digital skills and infrastructure, disruption in operation, and decreasing social connectivity are the opposing sides of teleworking.

Dato’ Abdul Latif Haji Abu Seman, Malaysia Productivity Corporation (MPC) Director General said, “WFH used to be an unusual working arrangement in Malaysia, though the concept itself is not something new. Upon the first MCO in March 2020, there was a surging increase in WFH. At that time, workplaces grappled to adapt to the rapid change in the way of working. We realised that our workforce might not be agile enough to adapt quickly. We realised as well that our policy lagged in responding to the start of the new normal. Our regulations and workforce were not agile to the changes COVID-19 shock brought. At the commencement of MCO 3.0 however, workplaces are more familiar and receptive on the WFH arrangement.”

“Research indicated that productivity stays the same or has increased during WFH. UNDP reported that 76% of employees and 63% of employers remained productive or improved productivity performance during WFH. This is a positive indication that WFH is expected to be a part of our next-normal work arrangement. To ensure WFH works well, regulators and policymakers must be agile in their policymaking and regulatory designs as well as implementation. The workforce also needs to be flexible in adapting to the demands of new skill sets and competency especially the digital skills, which comes together with WFH. Agile regulations and adaptable workforce are enablers to effective and efficient WFH arrangement. The cons of WFH can be managed better too”.

WFH is expected to stay in a broader strategy of workforce management. The implementation of WFH during the MCOs uncovers the impact and possibilities of the arrangement on different target groups. It is not a one-size-fits-all arrangement as WFH works differently to different groups of workers.

Source: Malaysia Productivity Corporation (MPC)

FOR MORE INFORMATION, PLEASE CONTACT:
Name: Nik Haneez Amizan Nik Rosdi
Corporate Planning Division
Malaysia Productivity Corporation (MPC)
Tel:03-7955 7266 Ext: 394 / 019-7181804
Email: nikhaneez@mpc.gov.my

--BERNAMA