Evidence-based Recommendations for Employee Performance Monitoring

Evidence-based Recommendations for Employee Performance Monitoring Description

From security cameras to GPS tracking systems, nearly 80% of organizations use some type of electronic performance monitoring (EPM). EPM uses technology to gather, store, analyze, and report employee behavior data to assess performance and observe actions on the job (i.e., productivity, use of company time, incivility). The objective, real-time data that EPM systems collect can be used for performance appraisal, training and development, logistical tracking, wellness programs, employee safety, and more. Despite the organizational benefits of EPM, these systems can have adverse effects on employee satisfaction, organizational commitment, fairness perceptions, and employee behavior. Research provides evidence, however, that these downfalls can be mitigated by implementing these systems with employee attitudes and privacy perceptions in mind. Using theory and empirical research evidence, we offer five recommendations for maximizing the positive effects and minimizing the negative effects of EPM: (1) Be transparent with employees about EPM use, (2) be aware of all potential employee reactions to being monitored, (3) use EPM for learning and development rather than deterrence, (4) restrict EPM to only work-related behaviors, and (5) consider organizational makeup when implementing an EPM system.

Case Description Evidence-based Recommendations for Employee Performance Monitoring

Strategic Managment Tools Used in Case Study Analysis of Evidence-based Recommendations for Employee Performance Monitoring

STEP 1. Problem Identification in Evidence-based Recommendations for Employee Performance Monitoring case study

STEP 2. External Environment Analysis - PESTEL / PEST / STEP Analysis of Evidence-based Recommendations for Employee Performance Monitoring case study

STEP 3. Industry Specific / Porter Five Forces Analysis of Evidence-based Recommendations for Employee Performance Monitoring case study

STEP 4. Evaluating Alternatives / SWOT Analysis of Evidence-based Recommendations for Employee Performance Monitoring case study

STEP 5. Porter Value Chain Analysis / VRIO / VRIN Analysis Evidence-based Recommendations for Employee Performance Monitoring case study

STEP 6. Recommendations Evidence-based Recommendations for Employee Performance Monitoring case study

STEP 7. Basis of Recommendations for Evidence-based Recommendations for Employee Performance Monitoring case study

Case Analysis of Evidence-based Recommendations for Employee Performance Monitoring

Evidence-based Recommendations for Employee Performance Monitoring is a Harvard Business (HBR) Case Study on Technology & Operations , Texas Business School provides HBR case study assignment help for just $9. Texas Business School(TBS) case study solution is based on HBR Case Study Method framework, TBS expertise & global insights. Evidence-based Recommendations for Employee Performance Monitoring is designed and drafted in a manner to allow the HBR case study reader to analyze a real-world problem by putting reader into the position of the decision maker. Evidence-based Recommendations for Employee Performance Monitoring case study will help professionals, MBA, EMBA, and leaders to develop a broad and clear understanding of casecategory challenges. Evidence-based Recommendations for Employee Performance Monitoring will also provide insight into areas such as – wordlist , strategy, leadership, sales and marketing, and negotiations.

Case Study Solutions Background Work

Evidence-based Recommendations for Employee Performance Monitoring case study solution is focused on solving the strategic and operational challenges the protagonist of the case is facing. The challenges involve – evaluation of strategic options, key role of Technology & Operations, leadership qualities of the protagonist, and dynamics of the external environment. The challenge in front of the protagonist, of Evidence-based Recommendations for Employee Performance Monitoring, is to not only build a competitive position of the organization but also to sustain it over a period of time.

Strategic Management Tools Used in Case Study Solution

The Evidence-based Recommendations for Employee Performance Monitoring case study solution requires the MBA, EMBA, executive, professional to have a deep understanding of various strategic management tools such as SWOT Analysis, PESTEL Analysis / PEST Analysis / STEP Analysis, Porter Five Forces Analysis, Go To Market Strategy, BCG Matrix Analysis, Porter Value Chain Analysis, Ansoff Matrix Analysis, VRIO / VRIN and Marketing Mix Analysis.

Texas Business School Approach to Technology & Operations Solutions

In the Texas Business School, Evidence-based Recommendations for Employee Performance Monitoring case study solution – following strategic tools are used - SWOT Analysis, PESTEL Analysis / PEST Analysis / STEP Analysis, Porter Five Forces Analysis, Go To Market Strategy, BCG Matrix Analysis, Porter Value Chain Analysis, Ansoff Matrix Analysis, VRIO / VRIN and Marketing Mix Analysis.

We have additionally used the concept of supply chain management and leadership framework to build a comprehensive case study solution for the case – Evidence-based Recommendations for Employee Performance Monitoring

Step 1 – Problem Identification of Evidence-based Recommendations for Employee Performance Monitoring - Harvard Business School Case Study

The first step to solve HBR Evidence-based Recommendations for Employee Performance Monitoring case study solution is to identify the problem present in the case. The problem statement of the case is provided in the beginning of the case where the protagonist is contemplating various options in the face of numerous challenges that Epm Employee is facing right now. Even though the problem statement is essentially – “Technology & Operations” challenge but it has impacted by others factors such as communication in the organization, uncertainty in the external environment, leadership in Epm Employee, style of leadership and organization structure, marketing and sales, organizational behavior, strategy, internal politics, stakeholders priorities and more.

Step 2 – External Environment Analysis

Texas Business School approach of case study analysis – Conclusion, Reasons, Evidences - provides a framework to analyze every HBR case study. It requires conducting robust external environmental analysis to decipher evidences for the reasons presented in the Evidence-based Recommendations for Employee Performance Monitoring.

The external environment analysis of Evidence-based Recommendations for Employee Performance Monitoring will ensure that we are keeping a tab on the macro-environment factors that are directly and indirectly impacting the business of the firm.

What is PESTEL Analysis? Briefly Explained

PESTEL stands for political, economic, social, technological, environmental and legal factors that impact the external environment of firm in Evidence-based Recommendations for Employee Performance Monitoring case study. PESTEL analysis of " Evidence-based Recommendations for Employee Performance Monitoring" can help us understand why the organization is performing badly, what are the factors in the external environment that are impacting the performance of the organization, and how the organization can either manage or mitigate the impact of these external factors.

How to do PESTEL / PEST / STEP Analysis? What are the components of PESTEL Analysis?

As mentioned above PESTEL Analysis has six elements – political, economic, social, technological, environmental, and legal. All the six elements are explained in context with Evidence-based Recommendations for Employee Performance Monitoring macro-environment and how it impacts the businesses of the firm.

How to do PESTEL Analysis for Evidence-based Recommendations for Employee Performance Monitoring

To do comprehensive PESTEL analysis of case study – Evidence-based Recommendations for Employee Performance Monitoring , we have researched numerous components under the six factors of PESTEL analysis.

Political Factors that Impact Evidence-based Recommendations for Employee Performance Monitoring

Political factors impact seven key decision making areas – economic environment, socio-cultural environment, rate of innovation & investment in research & development, environmental laws, legal requirements, and acceptance of new technologies.

Policy Making Impact on Evidence-based Recommendations for Employee Performance Monitoring

Government policies have significant impact on the business environment of any country. The firm in “ Evidence-based Recommendations for Employee Performance Monitoring ” needs to navigate these policy decisions to create either an edge for itself or reduce the negative impact of the policy as far as possible.

Data safety laws – The countries in which Epm Employee is operating, firms are required to store customer data within the premises of the country. Epm Employee needs to restructure its IT policies to accommodate these changes. In the EU countries, firms are required to make special provision for privacy issues and other laws.

Competition Regulations – Numerous countries have strong competition laws both regarding the monopoly conditions and day to day fair business practices. Evidence-based Recommendations for Employee Performance Monitoring has numerous instances where the competition regulations aspects can be scrutinized.

Import restrictions on products – Before entering the new market, Epm Employee in case study Evidence-based Recommendations for Employee Performance Monitoring" should look into the import restrictions that may be present in the prospective market.

Export restrictions on products – Apart from direct product export restrictions in field of technology and agriculture, a number of countries also have capital controls. Epm Employee in case study “ Evidence-based Recommendations for Employee Performance Monitoring ” should look into these export restrictions policies.

Foreign Direct Investment Policies – Government policies favors local companies over international policies, Epm Employee in case study “ Evidence-based Recommendations for Employee Performance Monitoring ” should understand in minute details regarding the Foreign Direct Investment policies of the prospective market.

Taxation & Regulation Impact on Evidence-based Recommendations for Employee Performance Monitoring

Corporate Taxes – The rate of taxes is often used by governments to lure foreign direct investments or increase domestic investment in a certain sector. Corporate taxation can be divided into two categories – taxes on profits and taxes on operations. Taxes on profits number is important for companies that already have a sustainable business model, while taxes on operations is far more significant for companies that are looking to set up new plants or operations.

Tariffs – Chekout how much tariffs the firm needs to pay in the “ Evidence-based Recommendations for Employee Performance Monitoring ” case study. The level of tariffs will determine the viability of the business model that the firm is contemplating. If the tariffs are high then it will be extremely difficult to compete with the local competitors. But if the tariffs are between 5-10% then Epm Employee can compete against other competitors.

Government Scheme & Subsidies Impact on Evidence-based Recommendations for Employee Performance Monitoring

Research and Development Subsidies and Policies – Governments often provide tax breaks and other incentives for companies to innovate in various sectors of priority. Managers at Evidence-based Recommendations for Employee Performance Monitoring case study have to assess whether their business can benefit from such government assistance and subsidies.

Consumer protection – Different countries have different consumer protection laws. Managers need to clarify not only the consumer protection laws in advance but also legal implications if the firm fails to meet any of them.

Political System & Stability, and its Impact on Evidence-based Recommendations for Employee Performance Monitoring

Political System and Its Implications – Different political systems have different approach to free market and entrepreneurship. Managers need to assess these factors even before entering the market.

Freedom of Press is critical for fair trade and transparency. Countries where freedom of press is not prevalent there are high chances of both political and commercial corruption.

Corruption level – Epm Employee needs to assess the level of corruptions both at the official level and at the market level, even before entering a new market. To tackle the menace of corruption – a firm should have a clear SOP that provides managers at each level what to do when they encounter instances of either systematic corruption or bureaucrats looking to take bribes from the firm.

Independence of judiciary – It is critical for fair business practices. If a country doesn’t have independent judiciary then there is no point entry into such a country for business.

Government attitude towards trade unions – Different political systems and government have different attitude towards trade unions and collective bargaining. The firm needs to assess – its comfort dealing with the unions and regulations regarding unions in a given market or industry. If both are on the same page then it makes sense to enter, otherwise it doesn’t.

Economic Factors that Impact Evidence-based Recommendations for Employee Performance Monitoring

Social Factors that Impact Evidence-based Recommendations for Employee Performance Monitoring

Technological Factors that Impact Evidence-based Recommendations for Employee Performance Monitoring

Environmental Factors that Impact Evidence-based Recommendations for Employee Performance Monitoring

Legal Factors that Impact Evidence-based Recommendations for Employee Performance Monitoring

Step 3 – Industry Specific Analysis

What is Porter Five Forces Analysis

PESTEL stands for political, economic, social, technological, environmental and legal factors that impact the external environment of firm in Evidence-based Recommendations for Employee Performance Monitoring case study. PESTEL analysis of " Evidence-based Recommendations for Employee Performance Monitoring" can help us understand why the organization is performing badly, what are the factors in the external environment that are impacting the performance of the organization, and how the organization can either manage or mitigate the impact of these external factors.

Step 4 – SWOT Analysis / Internal Environment Analysis

Step 5 – Porter Value Chain / VRIO / VRIN Analysis

Step 6 – Evaluating Alternatives & Recommendations

Step 7 – Basis for Recommendations

References :: Evidence-based Recommendations for Employee Performance Monitoring case study solution