PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 150 words. PLEASE KEEP IN ORDER; the responses must be relevant to the student’s post. LET’S MAKE SURE ALL QUESTIONS ARE COVERED AND ANSWERED, and no negative responses to each student’s post.
Kilburn Fulton (he/him/his) Marcus Electronic performance management is information technology's planning, implementation, and application in managing performance management systems. It is part of electronic Human Resource Management (e-HRM) or Human Resource information system (HRIS). How would you feel being assessed in the system? And how are tangible and intangible performance results measured/recorded in the electronic system? V/r Kip Tiffany Pescini (she/her/hers) Hello Professor and Class, Because of the recent technological developments related to machine learning, big data, and artificial intelligence, among others, it is not surprising that EPM is experiencing a heyday. Surveillance of the digital workplace, therefore, has recently become a major topic. These days, office, manual labor, and customer service workers routinely are being monitored electronically by their bosses to ensure they’re productive. Electronic performance monitoring (EPM) refers to the use of technological means to observe, record, and analyze information that directly or indirectly relates to job performance. Even though employers’ main motivation for using EPM systems use is performance related, EPM may have positive and negative impacts on employees. Advantages of Electronic Performance Monitoring: Electronic performance appraisals can help your company create more objective and less time-consuming reviews of your employees. The correlation between monitoring and job satisfaction is more likely to become positive when employees are informed about the monitoring beforehand and employees receive the information that quality aspects of their performance, rather than behavior in general, are recorded. When employees are aware of the monitoring, they may be more mindful about how they spend time “at work” and less inclined to engage in conduct that violates an employer’s workplace policies. In this way, monitoring can help employees stay on task and manage distractions. Despite privacy concerns that employees have which may lead to lower job satisfaction, it is reported that comprehensible reasons for monitoring communicated by the manager to the employees may result in increased satisfaction. Many monitoring solutions provide robust analytics beyond simply “looking over an employee’s shoulder.” The data captured by monitoring solutions can paint a comprehensive picture of a worker’s contributions. When properly used, many monitoring solutions can assist managers in identifying when an employee is overworked and may be on the verge of burnout. Disadvantages of Electronic Performance Monitoring: Many organizations make the mistake of adopting new surveillance technologies because they don’t know how to manage remote workers. Some workers feel they are being spied on—that their employers don’t trust them, and that their privacy is being invaded. They also experience stress and anxiety. Employees who are monitored are more likely to report negative psychological outcomes than those who are not. Data shows that 32% of employees who are monitored with tech during the workday by their employer report their mental health as poor or fair (as opposed to good or excellent) compared with 24% who are not monitored. Results show 45% of those monitored report their workplaces have a negative impact on their mental health compared with 29% who are not monitored. When employees feel they are not cared for or trusted by their employers, they are likely to have lower levels of commitment to the organization and perceive lower levels of psychological safety and higher levels of stress, all negatively affecting the relationship between employees and their employers, and specifically their managers and supervisors. When monitoring is used as an invasive way of micromanaging, it violates the unspoken agreement of mutual respect between a worker and their employer. A person will be much less likely to go above and beyond to help the organization if that trust is broken. They basically retreat into doing the bare minimum. Appropriateness of EPM for different job roles: · Assembly-Line Employee: In manufacturing plants, a review of the labor environment is as important as the efficiency of the manufacturing process. In the food industry, a high level of labor motivation is as important as preventing contamination with foreign matters and with drugs by malicious persons. Using EMP, IP cameras and AI Box, the solution observes workers' movements within a factory and detects laborers who have collapsed or are injured or ill. The solution monitors suspicious acts such as unauthorized entry or work interruption. The best use of EMP would be to monitor metrics such as unit costs, production, cycle time, idle time, and equipment utilization. This is beneficial as it can provide real-time data, which is essentially used to identify areas of improvement and increase productivity. · Remote Telephone Customer Service Representative: Today’s “work from anywhere” world makes it harder for business leaders to keep an eye over their workforce. Unproductive employees are much more difficult to spot when your team is remote. Employee monitoring software is a way to optimize your entire workforce productivity, no matter where they work. The best use of EMP would be to capture communications activity in traditional email clients as well as many popular chat and messaging applications. Track phone logs. Key-stroke monitoring. Track how many minutes an employee’s computer was idle or active during the workday. Autonomously capture connections made by applications, including ports used and bandwidth consumed. · Sales Manager: Every sales manager has the same job: to improve the performance for their sales department. They do this by analyzing data, then using said data to coach reps. That way they can achieve more individually, resulting in greater team success. The best use of EMP would be to capture production, sales, performance in areas such as customer satisfaction surveys, and revenue. This is beneficial as it can provide real-time data, which is essentially used to identify areas of improvement and increase productivity. It can help to improve decision-making and sales agility with visibility from pipeline to payouts - all from a single console. The use of EPM systems at the workplace should always involve ethical considerations because it is related to such topics as stress-related illnesses, fairness judgments, and privacy rights. Employers should be mindful of employee privacy rights, including those contained in specific monitoring laws as well as common law and even state constitutional rights to privacy in certain locations. Privacy is the claim of individuals, groups, or institutions to determine for themselves when, how and to what extent information about them is communicated to others. An impairment of privacy is referred to as privacy invasion. This form of invasion does not only exist when employees rely on IT equipment in the organization to do their work rather, privacy invasion is also a major phenomenon in home office contexts which frequently imply the use of private IT infrastructure. From a privacy invasion perspective, monitoring does not necessarily require use of dedicated application systems, rather, surveillance can also take place via (1) messaging software (e.g., instant messaging), (2) communication software (e.g., videoconferencing, intranet, voice over IP), (3) office programs (e.g., word processing, document management), (4) collaboration software (e.g., file sharing), or (5) workplace mobile IT devices software (e.g., smartphone, laptop). Employers should work with counsel to review the many federal, state, and local laws that could come into play when monitoring employees. Consider the following examples: · Federal restrictions. The Stored Communications Act could impact an employer’s ability to access certain information, even when it’s stored on an employer-issued device. · Wiretap laws. Recording conversations may require two-party consent in some jurisdictions. · State privacy laws. These laws vary, so employers should carefully review the requirements in their locations. · Notice requirements. State laws are getting more specific. In New York, for example, employers must provide notices to employees about any electronic monitoring practices that are in use and must obtain employee acknowledgments. · GPS monitoring limitations. Certain state laws limit employers’ ability to track employee movement. —L.N-P. EPM systems create many ethical and privacy concerns about what is being monitored and through what technological means. This leads to the implication that first it should be clear which policies apply to the use of company property such as laptops or smartphones and the general scope of those policies should be transparent as well. Employees should be involved in the decision on monitoring policies. Best, Tiffany References: Aguinis, H. (2023). Performance management (5th ed.). Chicago Business Press. Kalischko, T., & Riedl, R. (2021). Electronic Performance Monitoring in the Digital Workplace: Conceptualization, Review of Effects and Moderators, and Future Research Opportunities. Front Psychol. https://doi.org/10.3389/fpsyg.2021.633031Links to an external site. Nagele-Piazza, L. (2023). The Pros and Cons of Monitoring Remote Workers. https://www.shrm.org/hr-today/news/hr-magazine/summer-2023/pages/the-pros-and-cons-of-monitoring-remote-workers.aspx Meena Menon In your post, describe three advantages and three disadvantages of electronic performance monitoring, as compared to other methods. Electronic performance monitoring systems are designed to electronically monitor, measure, and manage performance standards for business efficiencies and better outcomes. It can be known as ‘To snoop or not to snoop’. Computers and the Internet have gained access to every workplace globally. Many organizations/companies/industries use electronic monitoring performance to monitor employees' everyday performance, productivity, quality of work, and efficiency. This has become an appropriate tool for employers to protect their interests. (ProQuest, Scholarly Journal, Author Hays, Scott October 1999) There are advantages and disadvantages of electronic performance monitoring. Advantages Disadvantages Can monitor remote, hybrid, and on-site workplace Invasion of an employee’s privacy Prevents the employees from misusing the company equipment Lower employee morale and increasing turnover Productivity scores and employee categorization are tracked by managers When monitoring is intense employees tend to perform poorly Supports communication, and team coordination and provides assistance when required Possibility of discrimination where certain groups are only hired (ProQuest, Scholarly Journal, Author Hays, Scott October 1999) Evaluate electronic monitoring use for three job roles: assembly-line worker, remote telephone customer service representative, and sales manager. Assembly line workers: These workers work on a production line by performing a task to put together company products. Video surveillance is used to monitor employee behavior, and safety hazards, and to reduce theft in the workplace. Cameras are placed secretly and in noticeable areas. Remote telephone customer service representative: Computer monitoring can check an employee’s mechanical keystrokes, typing speed and accuracy, typing output, desktop activity, and application usage are used for monitoring mistakes per hour, number of jobs, and speed of employee transactions. Sales Manager: Location tracking within the territory, track performance, use sales tracking software to visualize sales, productivity, and better accountability. Is the use of electronic monitoring more appropriate for some jobs than others? Please explain why or why not. There are various types of electronic monitoring. Electronic monitoring has been around for 40 years. After the pandemic in 2020, remote working across many companies and countries has gone hand-in-hand with a significant increase in monitoring software. I feel it is appropriate for every workplace onsite or remote, for employees to be monitored to keep track of employees' time and work, The electronic monitoring supports all HR departments and managers on aspects such as performance management, appraisal, and reward management. Besides this, it supports and delivers how employees spend their time in the office, keep track of production, and performance quality, and manage risks in the workplace. (ProQuest, Scholarly Journal, Jeske, Debora 2021) What data would be useful for each of the positions? Sales Manager: GPS data to track geographical locations if the manager is traveling. IT software to track relevant sales decisions and deals made. Assembly line worker: Can use Katana cloud-based manufacturing ERP software to monitor inventory levels and production processes in real-time. Remote telephone customer service representative: The call center analytics process is used for collecting and analyzing call center data. This is to gain valuable insight into the performance of the agents, call center, how calls are handled, customer experience, and product performance. Managers can gain access to this data to understand six types of call center analytics. Software such as Zendesk, Freshdesk, Aircall, and Salesforce provide great performance metrics that help the business reach its goal. (Forbes, Author Shweta, September 22, 2022) Evaluate any ethical issues to consider when monitoring performance electronically. There will be ethical issues when monitoring performance electronically a) employees perform poorly b) for new hires it will be difficult to work at the same pace as the other workers c) the possibility of discrimination increases d) employees will have to forgo their privacy e) monitoring without transparency could being in legal consequences and f) employees’ real time computer activity data can be sensitive. Hence, electronic performance monitoring is a technique used by a large number of companies to keep track of employees and their daily activities and tasks. There are ethical challenges surrounding privacy, confidentiality, and trust when using this tool. It is wise to have a balance in the subset of these technologies. References: ProQuest. (n.d.). Www.proquest.com. Retrieved September 26, 2023, https://www.proquest.com/docview/219802507/F8B49D794C2E41A3PQ/8?accountid=32521Links to an external site. Monitoring remote employees: implications for HR - ProQuest. (n.d.). Www.proquest.com. https://www.proquest.com/docview/2549646711?accountid=32521Links to an external site. Call Center Analytics Guide (2023) – Forbes Advisor. (n.d.). Www.forbes.com. Retrieved September 27, 2023, from https://www.forbes.com/advisor/business/call-center-analytics/Links to an external site. Katana Manufacturing ERP Review 2023: Features, Pros & Cons – Forbes Advisor. (n.d.). Www.forbes.com. https://www.forbes.com/advisor/business/software/katana-manufacturing-erp-review/Links to an external site. EBSCOhost Login. (n.d.). Search.ebscohost.com. Retrieved September 27, 2023, from https://eds.s.ebscohost.com/eds/detail/detail?vid=0&sid=e451c02b-c11a-469a-8f4b-54ee50144c5a%40redis&bdata=JkF1dGhUeXBlPXNoaWImc2l0ZT1lZHLinks to an external site. Aguinis, H. (2023). Performance management (5th ed.). Chicago Business Press.