The electronic performance monitoring (EPM) advancement refers to application of technology to check what employees do while at work. In other words, this technology monitors workers’ productivity output, which includes how effectively the employees utilize their work time (Lliopis, Gonzalez, & Gasco, 2005, p. 218). The organizations, which have installed EPM in their premises, have an easy task of monitoring the interruptive activities their employees get involved in. Such activities include making and receiving phone calls and receiving and sending personal mails among others (Ludwig & Goomas, 2010, p. 394).
EPM has advantages as well as disadvantages. However, the advantages are more pronounced than the disadvantages. For instance, the electronic device helps to save time in an organization. The device has the ability to gather metric data annually and is able to use the human resource formulas, as well as evaluate and grade employees based on their performance. EPM also ensures that appraisals are only viewed by the individuals who they are intended for (Lliopis, Gonzalez, & Gasco, 2005, p. 222). This has a positive effect on the company since it enh...
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...al decision to implement electronic surveillance at work: A research framework. International Journal of Organizational Analysis, 13(3), 244-268.
Lliopis, J., Gonzalez, R. M., & Gasco, J. L. (2005). Transforming the firm for the digital era: An organizational effort towards an E-culture. Human System Management, 23(4), 213-225.
Ludwig, T. D., & Goomas, D. T. (2010). Real-time performance monitoring, goal-setting, and feedback for forklift drivers in a distribution center. Journal of Occupational and Organizational Psychology, 82(2), 391-403.
McNall, L. A., & Roch, S. G. (2009). A social exchange of employee reactions to electronic performance monitoring. Human Performance, 22(3), 204-224.
Smith, W. P., & Tabak, F. (2009). Monitoring employees e-mails: Is there any room for privacy? The Academy of management Perspectives Archives, 23(4), 33-48.
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