Subjective Observation Digital Approach

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Subjective Observation Digital Approach

Subjective Observation Digital Approach

IT has also impacted the way employees are hired, becoming an essential part of that process for many firms. Open positions are posted on job Web sites, and applicants submit resumes over the Web, complete applications on line, and refer potential employers to their personal Web sites. When researching candidates, companies often look at their Facebook pages and do online searches of the candidates to see what pops up. Social networking provides a forum for informal introductions and casual conversations in cyberspace. Interviews can be arranged in virtual worlds or via teleconferencing to reduce travel costs. A face‐to‐face interview is usually eventually required, but recruiters can significantly and more effectively filter the applicant pool, reducing the number of expensive site visits.

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In addition, companies increasingly realize that hiring is changing and that recruiting efforts should reflect the new approaches people are using to look for jobs. Tech‐savvy job applicants are now using business‐oriented social networks such as LinkedIn to seek contacts for jobs and online job search engines like Monster.com and CareerBuilder.com to find job listings. A Facebook app, BeKnown, provides a profile detailing an individual’s work experience, a news feed for contact updates and actions, a search tool to locate people and connect with them, and

FIGURE 4.3 Changes to supervision, evaluations, compensation, and hiring.

Traditional Approach: Subjective Observation Digital Approach: Objective Assessment

Supervision It is personal and informal. Manager is usually present or relies on others to ensure that the employee is present and productive.

It is electronic or assessed by deliverables. As long as the employee is producing value, he or she does not need direct formal supervision.

Evaluation Behavior controls are predominant. Focus is on process through direct observation. Manager sees how employee performs at work. Subjective (personal) factors are very important.

Outcome controls are predominant. Focus is on output by deliverable (e.g., produce a report by a certain date) or by target (e.g., meet a sales quota). Fewer subjective measures are used.

Compensation and Rewards

It is often individually based. It is often team based or contractually spelled out.

Hiring Hiring is done through meetings with HR personnel with little concern for computer skills.

It is often electronic with recruiting Web sites and electronic testing for more information‐based work that requires a higher level of IT skills.

c04.indd 85 11/26/2015 7:16:45 PM
86 Digital Systems and the Design of Work

 

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