Counting worker interactions
certainly is more objective than
asking a manager to rate someone’s communications skills. The
question, of course, is whether
this type of data mining is an
effective performance measure.
For example, is the number
of e-mails a person sends and
receives a valid measure of the
extent of that person’s communications? Will people in the organization accept it as a performance
measure? And would informing
employees that they are expected
to send frequent electronic messages help them produce more or
better-quality work?
Sources: Stephen Bak
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