Abstract
Cross-functional integration is a topic of discussion in many different disciplines. Electronic performance monitoring (EPM) is the practice of managing employee performance digitally. It is also a key example of cross-functionality. The authors reflected on organizational practice and existing literature to demonstrate the interconnections between different functions supporting EPM. A range of professions and functions play important cross-functional roles in the design, use, and implementation of EPM systems in organizations, such as IT and security, legal and data protection, and health and safety, among others. Barriers to cross-functional integration involving HR and EPM are identified, and recommendations are offered on how to overcome such barriers in practice. The practice and design of EPM serves as a powerful example for raising more explicit awareness and understanding of the opportunities and challenges affecting how HR integrates and works with a variety of other interdependent functional and professional groups and roles.
TopMain Focus Of The Chapter
The current paper addresses cross-functionality in HR practice as related to the example of electronic performance monitoring (EPM) of employees. The chapter is organized in three sections on a) the cross-functionality in relation to HR, b) the links between functions due to cross-functionality, and c) an overview of the various professionals and functions involved in EPM. All sections weave together the social, managerial and technical aspects that foster cross-functionality. The focus on EPM provides an original exploration of HR practice, which expands on limited research in this area to date. The goal of this paper is therefore to provide answers to the following research questions:
- (1)
What kind of professionals and functions are involved in EPM as an example of cross-functionality?
- (2)
What are the challenges and recommendations that can be deduced from this example for general HR practice involving technology at work?
Key Terms in this Chapter
Psychological Contract: These often incorporate the implicit perceptions and expectations of employees regarding what they will be offered by their employers (tangible and intangible benefits, working conditions, remuneration) and have access to (e.g., in terms of autonomy, resources, support, privacy).
Cross-Functional Integration: This is a process involving collaboration, coordination, and communication among different functions responsible for people management processes in order to maximize the outcomes for their organization and external partners.
Cyber-Resilience: Refers to the ability of an organization to withstand cyber events and continue to deliver its services or maintain its productivity.