...When it comes to monitoring of employees at the workplace it is already very common and already established in many businesses. There are many employers that monitor employee arrival times. The majority of business that handle any kind of currency monitors the way that the currency is handled to ensure that it is being handled correctly and professionally. Most organizations monitor the accuracy and quality of employees work. Nevertheless, a surprisingly large number of organizations still do not effectively monitor the manner in which employees use their computers and that can be an extremely costly oversight. The misuse and abuse of computer equipment can have serious costs for an organization and should be monitored at all times. Lost productivity is one problem that occurs without employee monitoring. Personal surfing has become an enormous habit for many employees and an emerging problem for employers. Employees can shop, play games, chat, watch and share videos and surf the internet all during working hours without monitoring. The amount of time that is lost to cyber slacking varies immensely among organizations, but most studies put it in the region of 2.5 hours per employee, per day. Multiply that 2.5 hours by the number of employees and the average hourly pay rate in your organization, and you will have an approximate estimate of the cost of cyber slacking (Turner). The Social networking site, Facebook, was recently labeled a social not-working site after a study by security...
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...Employee Monitoring Employee monitoring has been a topic of great debate for some time. Many employees feel that their rights have been infringed upon and as technology expands, employers have a lot more ways of monitoring their employees as well as a bigger responsibility to make sure employees are not leaking information electronically or just slacking off while they are at work. Employers now will begin monitoring an employee from the time they are screened for the job; social networking sites have made it a lot easier for an employer to look at the lives of the prospective employee to see if they feel that the person is a good fit for their company. Also many employers now will go and put monitoring software on their networks and computers so that they are able to see any information transmitted through their networks, such as e-mails, browsing history and chat sessions. Also an employer will take the time to monitor phone calls made from company phones as well as placing their employees on video surveillance. In order to sustain abiding by the law and working ethically, employers have to take many precautions when monitoring employees so that they do so legally. One method that most people are aware of are the terms and conditions that you usually either sign off on in an employee handbook to send into corporate or are part of the application process in some cases. These terms and conditions essentially say that you are aware that your employer may monitor you without...
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...Employee Monitoring: Employer Safeguard or Invasion of Privacy? Sarah L. Voorhees Employee privacy has been a controversial topic especially with the rise in internet usage, the popularity of social media increasing, and the addition of GPS to mobile devices. With these advances in technology there are numerous ways for employers to monitor their employees’ time at work. According to Evans (2007) as many as eighty percent of the employers, who employ twenty percent of the American population, monitor employees’ telephone conversations, e-mails, and voicemails. Global Positioning Systems (GPS) technology has made tracking the whereabouts of employees easier rather than tracking only information passed between employees and other individuals. The United States does offer privacy laws to help safeguard employees’ expectations of privacy; however, the laws are formatted around the physical realm such as desk drawers or an employee’s home, not an employee’s computer files or even social networking site (Riego, Abril, & Levin, 2012). It has become apparent that social media is here to stay. Social networking sites such as Facebook and Twitter have changed how people communicate in their daily lives and even how organizations do business. Employers have begun using social networking sites not only to market themselves but also as a human resource tool, making themselves accessible to potential customers and employees alike. Some of the ways employers have begun utilizing social...
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...Monitoring Employees on Networks LC Johnson IT/205 June 06, 2012 Monitoring Employees on Networks When a person goes to work for an individual or company, they make an agreement to give his or her attention to the task or requirement of that job. Under that agreement, many say that anything less than that agreement is “stealing”. The topic of monitoring employees’ use of the internet for personal use on the job is a relatively important topic especially to the employers. This is of importance to the employers for the fact that they are the ones who lose in this scenario. In addition to the networks, becoming clogged with the use of non-work related activity the company will not have the full benefit of that particular employee because of his or her actions or lack of in this case. E-mails are beneficial to cooperation for the convenience of filling out forms and transferring information to other companies. In addition to communication within the company rather from employer to employees or from employee to employee, this is a vital component of the cooperation’s productivity. An employer may want to limit the use of personal internet access during work hours. The company will become liable if there is information, not beneficial to the company’s name, getting into circulation via social networking sites such as youtube, myspace, etc. There are benefits to having e-mail, search engines, and instant messaging such as the benefits of saving on paper documents or...
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...INTRODUCTION Today’s technology has made it easier to track what an employee does throughout the day. Organizations utilize employee monitoring to keep track of what an employee does or any unauthorized use of technical equipment provided. Employee monitoring “is the use of various methods of workplace surveillance to gather information about the activities and locations of staff members.” (Rouse, 2014) This method of surveillance can be beneficial for organizations but it also causes a concern for employees’ privacy. What actions crosses the line when conducting employee monitoring? EMPLOYEE MONITORING AND THE EMPLOYER Employee monitoring can become controversial between the employer and the employee. Employers are concerned with legal problems, leaked information and a decline in productivity with excessive internet use outside of work requirements. Employers are also concerned with malware threats, loss of trade secrets, data breaches, and financial theft with personal web use at work. (Melnick, 2014) Employee monitoring can provide a buffer and protection against these issues faced by numerous organizations. The employer argues that increased misuse of organizational technological equipment such as laptops, desktops and smart phones has made it easier for hackers and malware to infiltrate and obtain information crucial to the organization. Personal use of the internet has increased this, employers believe monitoring their employees’ internet use can aide in the prevention of...
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...The idea of employee monitoring has become increasingly controversial throughout the past few years. With the introduction of social media, the widespread use of global positioning satellite (GPS) technology, and cameras in many public locations, it has become ever more difficult to keep our lives private. It is the need for privacy that has raised tensions between employers and employees. With the rise of employee monitoring many employees feel that employers target them, or even discipline the employee for benign activities such as using social media applications on company computers. While employers would agree that they have the right to scrutinize “personal” activities, such as sending harassing emails or disclosing company secrets. Employers...
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...case are simple little issues such as emailing customer credit card numbers and such but I would have definitely have seen these issues but the lapse of these company have cost them security wise. The best way for organizations to strike the right balance between monitoring and invading their employees' privacy would be to evaluate each employees based on their activities. Have each employee make a report of their activities while the company is monitoring them as well the companies should put trust in their employees to report everything they're doing and when it is time to evaluate them cross compare what has been monitored and what the employees have reported. The consequence biased to one side would be if the company were to engage in just invading employee privacy there could be massive repercussions such as the company being sued etc. The other components are people security, establishing ethical behavior in the company, and managers taking the initiative to stop any leakage in the company. The human factor in is the stronger point in this situation its not the technology that's leaking information but the people the technology is just a tool to do so. The same goes for when it comes to monitoring and making sure that information is not leaked from the its the people who have to monitor to make sure that...
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...1.0 Statement of policy Scope and applicability This employee monitoring policy is to define standards for our property, including but not limited to e-mail, telephone (company cellular and landline), and the use of the Internet, that monitors use of technology within our company sectors. To ensure that our property, information, and network are used in a responsible and safe atmosphere, these standards have been designed and reviewed for employee implementation. This will support the integrity of our confidential information, intellectual property, and our employees against any breaches of sensitive and personal data. Our company’s internal Information Technology team(s) and Security Analyst(s) will monitor all employee usage of the aforementioned...
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...A call center managers can use the statistical report to measure the efficiency and effectiveness of an employee in the areas of response time and service level, number of calls per employee, first call resolution, and transfer rate. By using the statistical report, it will help show the relationship between their performance and the organization standards or goals and it is easier to visualize. It can also be utilized by the managers to take necessary corrective actions if needed. The response time and service level can be measured by the monitoring how many calls are answered within how many seconds and total number of calls in a day is being answered. It is important to monitor the total amount of calls but we must consider the number of calls an employee is answering and should be reported to ensure that individual employee is properly assessed. This will also show if the employees are answering them promptly and not just a handful is answering the calls. The first call resolution (FCR) measures the individuals’ ability to accomplish the task in one transaction and not transfer the call. Transfer rate indicates how many calls have been transferred to another party to be handled. Monitoring the number of calls being transferred can identify if there are any performance gaps and training if needed (Reynolds 2012). Reynolds, Penny (January 2012) The Top 20 Contact Center Metrics for 2012. Multichannel Merchant, Retrieved from...
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...MONITORING EMPLOYEE PERFORMANCE AT PROSHORE An individual term paper JUNE 27, 2016 KATHMANDU UNIVERSITY SCHOOL OF MANAGEMENT Submitted by Prarambha Dahal, 15306 Table of contents Introduction ................................................................................................................................................... 2 Conceptual review ........................................................................................................................................ 2 Application perspective ................................................................................................................................ 4 Key issues and their implications.................................................................................................................. 5 Recommendations for improvement in practices.......................................................................................... 6 References ..................................................................................................................................................... 8 Introduction Monitoring employee performance is one of the toughest challenges in management without appearing too intrusive, authoritative or controlling. However, it is a key component in improving performance. As an important component of employee performance management, monitoring has become an integral practice in well-managed private enterprises. While most reports on employee and organizational...
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...Currently Riordan Manufacturing has several different offices and each office is using a different type of system, but there is not a central system that monitors each of the satellite offices and their production. To assist Riordan become more efficient, they will need to implement a central system to monitor both individual and overlapping system usage. They should create a Data Center in the corporate office that monitors all of the current systems in place. This will allow Riordan Manufacturing to understand how their business is functioning and how application are used more often and which are not utilized enough, helping to determine if they should upgrade or discontinue the use of a system. Each department uses different applications; some of the applications interface with one another and other are stand alone. Riordan also currently has a lot of manual processes, for example how they submit daily inventory records. With the overall updates that our team has posed have more automation will assist Riordan to increase their production and accuracy. We can implement an application that can be used by all of the centers in order to maintain the inventory across the board so the managers are able to see what is in high demand in specific locations. Having an overall view of the inventory will be beneficial to the entire company. If the marketing department has he ability to see the inventory usage then they will know where they need to market certain products better. We...
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...Product Bullet Points: Reliable remote monitoring Program up to 10 wireless devices Adjustable notification settings Large silence button Lightweight with belt clip and lanyard 60 day guarantee Product Features: SIMPLE REMOTE MONITORING Easily integrates with the Vive fall management system for caregiver peace of mind and to promote greater independence REAL-TIME ALERTS With a range of up to 150 feet, the pager provides instant alerts enabling prompt assistance to minimize falls and hazardous wandering CONNECT UP TO 10 DEVICES Program up to ten wireless devices to receive real-time alerts THREE NOTIFICATION SETTINGS Be alerted with an adjustable volume chime, a silent vibration mode or a combination of the two QUICKLY SILENCE ALARMS...
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...How ISH can play their monitoring role (by using ISC’s code of activism) * ISH need to set out their policy on how to monitor the investee companies, for example :- (i) Meeting policy with investee company’s board and senior management (dialogue). (ii) How to minimize or dealt with the conflict of interest situation by the ISH. (iii) Strategy on intervene in investee company. (iv) Indicate the type of circumstances where and how further actions need to be taken by ISH. (v) Voting policy and voting disclosure. * Monitoring and communicating:- (i) Monitor the performance of investee company on regular basis. * Review the Annual reports and accounts / general meeting resolution. * Review whether the board of investee company is effective or not. (ii) Regular dialogue with investee company’s board / senior management. (clear information) * Attend investee company meeting and raise question where necessary. * Enter into active dialogue with Company’s board / senior management. ^ enable the ISH to identify the problem at earlier stage and reduce the SH’s value. ^ But ISH may not want to involve in the investee operation. * Intervene where necessary (i) ISH will only intervene when the investee company :- * Engages in risky strategy which will reduce SHs/ value. * Performance is less than satisfactory. * Acquisition / disposal that involve related party transaction (not in arm-length basis). (sell company’s...
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...Elias N. Khan Prof. Session CRJ 115 7 December 2015 Packet Sniffers: A Bittersweet Software Packet sniffing software is a controversial subject and a double-edged sword. It can be used to analyze network problems and detect Internet misuse. But at the same time, it allows hackers and people with malicious intention to "sniff" out your password, get your personal information, and invade your privacy. That is also why securing and encrypting data is so important. In this paper, the definition of packet sniffing will be introduced and several functionality and possible uses of packet sniffers will be explained. Also, information on how to protect against sniffers and man-in-the-middle attacks will be provided. An example of a packet sniffer program, Wireshark, will be given, followed by a case study involving the restaurant chain Dave & Buster's, which will show the negative consequences that can occur when organizations are not aware of the threat of packet sniffing by hackers. A packet sniffer is "a computer program or a piece of computer hardware that can intercept and log traffic passing over a digital network or part of a network" (Connolly, 2003). Packet sniffers are known by alternate names including network analyzer, protocol analyzer or sniffer, or for particular types of networks, an Ethernet sniffer or wireless sniffer (Connolly, 2003). As binary data travels through a network, the packet sniffer captures the data and provides the user an idea of what is happening...
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...B. ISO/IEC: 27001 Organizational policy statement 1. System breach prevention When an employee leaves the company, the company will update their CRL and ACL (certificate revocation list and access control list). This way a previous employee will not have access to company systems. Previous employees having account access to the company’s virtual private networks (VPN) from home or remote locations will be terminated immediately upon employee termination. See ref A, Annex A.8.3.3, pg. 16 a. Any employee going on company approved travel that will require him/her to access company networks remotely, will request access tens days prior to travel. b. Any employee requesting access to the company’s VPN will request access via the proper channels. See ref A, Annex, A.8.1.1, pg 15, A.11.2, pg 22 c. All access requests will be logged and finalized by human resources after employee have reviewed a confidentiality and non-disclosure agreement of company sensitive information IAW ref A, section 8, Annex A.11.4.1, pg 23 A.11.2 pg 22 d. Employee account will expire ten days before employee leaves the company or termination to ensure that all accounts have been closed and access revoked. The network management team will run account active program to see all account active for the employee that is to be released on the 10th day to ensure that the employee is not accessing any resources via remote terminal. See ref A, Annex A.8.3.3, pg 16 All company...
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