Final answer:
The first step HR should take when assessing an increase in telecommuting is to review current functions to determine which are suited for flexible work arrangements. This includes considering the suitability for remote duties and technological needs.
Step-by-step explanation:
First Step for HR in Assessing Telecommuting Trends
When assessing the recent trend of an increase in telecommuting within an industry, the first step for HR should be to C. Review current functions to determine which are conducive to a flexible work arrangement. This foundational step allows HR to understand how telecommuting could potentially fit within the organization's existing structure. Before implementing any policies, HR needs to analyze which roles are suitable for remote work, the technological capabilities required, and how performance metrics may need to be adjusted to accommodate a telecommuting model. Subsequent actions may include determining the prevalence of telecommuting in the industry (option A), developing a business case and a pilot program (option B), and identifying an executive sponsor (option D).
It's important to note that workplace support strategies like telecommuting can significantly reduce work-family conflict and enhance job satisfaction. However, the impact on an organization's workflow and customer service metrics, such as the average wait time observed in the Social Security Agency case, should be carefully considered. Additionally, the advent of COVID-19 has highlighted the need for adaptable work policies that can also serve public health concerns.