The following table maps the assessment activity for this chapter against the performance criteria of Element 1 in BSBMGT Manage people performance. The activity has been designed for all learners to complete. Orpheus Cellular is a mobile phone retailer with several city outlets. At the CBD outlet, a new sales staff member, Steve, is joining the team and has been asked to attend an interview with you to establish the agreed performance indicators for the role.
The Pros And Cons Of Workplace Monitoring
Transitioning to the future of work and the workplace | Deloitte US
Technology has given employers the power to track practically every move of their employees. But just because you have the ability to see where the cute receptionist goes after work, or where the rough-around-the-edges account manager goes during his lunch break, doesn't mean you should. Employee monitoring technology is great for tracking down the company car, checking into employee reimbursement requests, or making sure your sales reps aren't off drinking at the bar when they should be at the office. If you aren't careful about whom you're monitoring, when, and how often, though, you could find yourself getting sued. And the laws are playing catch-up. When an employee sues an employer for unlawful monitoring, it usually goes to court as a generic invasion-of-privacy claim.
Corporate privacy has become a contentious issue in the current technological world where email, voicemail, and fax is the norm for most companies. Business creates corporate privacy policies to describe how personal information and organizational information is gathered, stored and used Boddington 1. However, with an advent of modern technology, especially the internet, ethical dilemmas which rises include how to keep the corporate and personal information private to avoid infringing on either party 's right while maintaining managerial control to enhance efficiency at workplace. To both employees and the business communication technology has redefined what is good and what is bad.
Managing sickness absence due to mental health is one of the top challenges for HR and occupational health. Felicity Fleming explains how this case study of a successful return to work shows how national policy developments can help. Sickness absence management in the UK has changed in the last decade in response to a series of national policy developments, with an emphasis on the benefits of an early return to work. The most recent development is the imminent launch of the Fit for Work service. However, employees can sometimes feel under pressure to return to work before they are fully recovered.