Remote employment: problems of labor organization and employee adaptation

The spread of remote employment causes an ambiguous reaction on the part of the initiators of this form of labor relations - employers’ organizations and on the part of workers. The processes of globalization and digitalization of the economy make the task of transitioning to a remote work format expedient and realistic in many cases. The article presents the ordered classifications of forms of remote employment, adopted in foreign and Russian practice; the advantages and disadvantages of remote work are analyzed in the context of technical, organizational, managerial and socio-psychological aspects. In the process of developing organizational support for telecommuting, it is necessary to apply an integrated approach aimed at adapting remote workers. A successfully tested model of adaptation of workers to the conditions of professional activity in organizations with remote business processes is proposed. The model includes three levels: the individual level, the level of support by educational organizations, and the level of regulation by the employing organization. Recommendations are formulated for the introduction of new approaches and tools aimed at leveling the complexities of remote work, proposals for adapting remote workers to new conditions of remote work for them. Attention is focused on the need to organize virtual team interaction, to maintain the foundations of corporate culture by personnel in organizations practicing remote employment, including attracting freelancers.