Are You a Concerned Employer Considering GPS Tracking at Work?

Are You a Concerned Employer Considering GPS Tracking at Work?

We have been using GPS trackers in our cars for many years now: whether it’d be for our personal mapping usage, or to protect our cars from thefts, or to avoid misuse of official vehicles, etc. We have also fancied the National Geographic documentaries where we see the GPS devices being used to ensure survival of endangered species like snow leopards or green turtles.

However, when the same technology was employed to monitor our work performance we labeled it as intrusion to our personal freedom. But with time, the perception is changing, mainly due to progress in legal monitoring of such organizational practices, better understanding of the common man regarding the pros and cons of GPS technology and improvements in the behavior of employers in terms of transparency.

GPS technology can be used to track location as well as time of employees. Geo fencing can also be dovetailed to improve time tracking.

GPS tracking systems benefit not only an employer but also the employees. The main reasons an organization will consider to have GPS tracking systems include:

  • Personnel safety
  • Stakeholders’ accountability
  • Workers efficiency
  • Individuals and teams productivity
  • Equipment and vehicles tracking
  • Stop time theft
  • Timely and error free payroll
  • Project/Task costing

Setting geofence around your work locations require allocating job codes. Geo fencing prompts team members to clock in and out while wandering around job locations. By having accurate data relating to team members locations and work time, managers can avoid delayed payroll as minimal time sheet edits are required.

Managers can only see the GPS location points if the employees’ device is logged in.

So before introducing any high tech system in your organization, bring everyone on board by disseminating the correct rhyme and reasons for your decision to avoid resistance in acceptance. Put yourself in your employees’ shoes and try to create a win–win situation for all.

Beware of few of the team members who have serious concerns and address those proactively to avoid litigation or loss of an efficient team member.

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