Skip to main content

Home/ Tic&Travail/ Group items tagged controle

Rss Feed Group items tagged

Filter: All | Bookmarks | Topics Simple Middle
Aurialie Jublin

Why On-Demand Shipping Service Shyp Is Turning Its Couriers Into Employees | Fast Compa... - 0 views

www.fastcompany.com/...ng-its-couriers-into-employees

employés contrat AE freelance uber

shared by Aurialie Jublin on 02 Jul 15 - No Cached
  • Shyp involves multiple layers of complexity—once it picks up an item, it takes it to a warehouse, packs it up, then hands it off to a major courier such as UPS for delivery—but it's the couriers who define the face-to-face experience for customers. "Our service has so many touch points—showing up at your home and shipping anything anywhere in the world," says CEO and cofounder Kevin Gibbon. "It could be really expensive, like a painting or something like that. We felt that given how complicated the actual job is, the best course is to transition these folks."
  • Still, by moving away from the contractor model, the company gains the ability to exert more control over the Shyp experience without fear of legal repercussions. It can get more involved in training and coaching couriers, managing the hours they work, and generally treating them like full-blown team members rather than freelancers. It will also begin to pay workers' compensation, unemployment, and Social Security taxes for couriers. They'll continue to use their own vehicles, but Shyp will cover costs such as fuel.
  • Aren't employees more expensive than contractors? Sure, which is one big reason why on-demand startups have shied away from hiring them. But Gibbon says that Shyp's satellite drivers and warehouse workers are already employees, so hiring couriers isn't a dramatic departure. And its profit margins are such that there's room for the extra cost. "We felt that with everything we can bring operationally, it'll be a net positive," he told me. "If someone has a better experience, they're much more likely to tell someone else about it."
  • Aurialie Jublin on 02 Jul 15
     
    "But that's about to change. Shyp is shifting from signing up couriers as contractors to hiring them as staffers, with the closer ties and legal obligations that such a relationship carries. The new approach will start in the next city Shyp enters: Chicago, where it plans to be up and running this summer. Couriers in the company's current markets-Los Angeles, Miami, New York City, and San Francisco-will transition from contractor status to employees on January 1, 2016."
Aurialie Jublin

La biométrie pour surveiller les développeurs qui créent des bugs - Numérama - 0 views

www.numerama.com/...peurs-qui-creent-des-bugs.html

biométrie surveillance controle travail capteur

shared by Aurialie Jublin on 23 Jul 14 - No Cached
  • Ils ont ainsi mené l'expérience auprès de 15 développeurs dont l'attitude au travail était constamment surveillée par des capteurs permettant d'enregistrer les mouvements oculaires et la taille de la pupille (eye-tracking, ou oculométrie), de mesurer leur activité électrodermale (en clair, savoir à quel point le développeur est en sueur), et leur activité neuronale par électro-encéphalographie. Ces trois types de capteurs devaient permettre aux chercheurs de déterminer les moments dans lesquels le codeur ressentait une difficulté particulière, pour ajouter automatiquement des marqueurs et déterminer quels bouts de code devraient être relus à tête froide, voire revus par d'autres développeurs.
  • Accessoirement, leurs travaux pourraient permettre aux DRH de savoir quels sont les développeurs qui ont le plus de sang froid dans leur travail, pour les affecter aux programmes les plus complexes à développer, ou au contraire pour casser l'évolution des développeurs qui atteignent trop vite leurs limites.
  • Aurialie Jublin on 23 Jul 14
     
    "Des chercheurs de Microsoft proposent de mettre au point des outils de débogage qui anticipent sur les erreurs réalisées par les développeurs, en analysant leur état d'esprit au moment de la rédaction du code source, grâce à la biométrie."
Aurialie Jublin

Ne rien faire au travail, un passe-temps ordinaire - L'Express - 0 views

www.lexpress.fr/...e-temps-ordinaire_1627679.html

temps controle management

shared by Aurialie Jublin on 01 Dec 14 - No Cached
  • Aurialie Jublin on 01 Dec 14
     
    Les salariés passent en moyenne près de trois heures de leurs journées de travail sans... travailler. Pour d'autres, c'est encore plus. Un chercheur s'est penché sur le phénomène. Paresse ou résistance? 
Thierry Nabeth

Efficiency up, turnover down: Sweden experiments with six-hour working day - 1 views

www.theguardian.com/...ents-with-six-hour-working-day

travail durée suède

shared by Thierry Nabeth on 06 Dec 15 - No Cached
  • Thierry Nabeth on 06 Dec 15
     
    The experiment at Svartedalens, set to continue until the end of 2016, has attracted interest across Scandinavia and beyond, as workers and managers ask whether they might learn something from it themselves. Svartedalens is attempting to avoid shortcomings by keeping the changes tightly focused and monitored. Only assistant nurses are involved, and the city's human resources management system is generating high-quality data, according to Bengt Lorentzon, a consultant on the scheme. Another care home is being used as a "control", so Svartedalens can be compared with a workplace that has stuck to an eight-hour day.
  • Thierry Nabeth on 06 Dec 15
     
    Lire aussi: Sweden introduces six-hour work day Employers across the country including retirement homes, hospitals and car centres, are implementing the change http://www.independent.co.uk/news/world/europe/sweden-introduces-six-hour-work-day-a6674646.html
Aurialie Jublin

Microsoft Bug Testers Unionized. Then They Were Dismissed - Bloomberg - 0 views

www.bloomberg.com/...nized-then-they-were-dismissed

microsoft digital labor droit travailleurs individu syndicat plateforme

shared by Aurialie Jublin on 23 Aug 18 - No Cached
  • In California, Uber, Lyft, TaskRabbit, and a half-dozen other companies are lobbying to defang a court ruling that could make it difficult to avoid reclassifying such workers as employees. And in Washington, the Republican-dominated National Labor Relations Board has made moves to undo an Obama-era precedent that could make big employers legally liable for contract workers even if they have only indirect control over them.The GOP takeover in Washington is one reason the Temporary Workers of America, a union of bug testers for Microsoft Corp., gave up on what had been, for people in the software world, an almost unheard of unionization victory, says the group’s founder, Philippe Boucher.
  • Boucher and his ex-colleagues are among a growing population of tech workers, including many Uber drivers, Amazon.com warehouse loaders, and Google software engineers, who lack the rights and perks of those companies’ full-fledged employees.
  • Google parent Alphabet Inc. now has fewer direct employees than it does contract workers, some of whom write code and test self-driving cars.
  • ...2 more annotations...
  • “Companies are deciding they don’t want to make long-term commitments to people, and they’re using a variety of devices to shift that work out,” says David Weil, dean of Brandeis University’s social policy and management school who oversaw federal wage-and-hour enforcement during the Obama presidency.
  • To help demonstrate that Microsoft was a joint employer, the union provided documents such as an email appearing to show a Lionbridge manager sharing performance metrics with Microsoft counterparts and a list of Microsoft managers who worked in the same office and oversaw Lionbridge employees’ work—at least one of whom listed his management of contractors on his LinkedIn résumé.
Aurialie Jublin

Worker Surveillance and Class Power - « Law and Political Economy - 0 views

lpeblog.org/...r-surveillance-and-class-power

uber surveillance classe classe sociale

shared by Aurialie Jublin on 20 Jul 18 - No Cached
  • As a first example, consider how workplace monitoring generates data that companies can use to automate the very tasks workers are being paid to perform. When Uber drivers carry passengers from one location to another, or simply cruise around town waiting for fares, Uber gathers extensive data on routes, driving speed, and driver behavior. That data may prove useful in developing the many algorithms required for autonomous vehicles—for example by illuminating how a reasonable driver would respond to particular traffic or road conditions.
  • with GPS data from millions of trips across town, Uber may be able to predict the best path from point A to point B fairly well, accounting not just for map distance, but also for current traffic, weather, the time of day, etc. In other words, its algorithms can replicate drivers’ subtle, local knowledge. If that knowledge was once relatively rare, then Uber’s algorithms may enable it to push down wages and erode working conditions.
  • By managing drivers’ expectations, the company may be able to maintain a high supply of drivers on the road waiting for fares. The net effect may be to lower wages, since the company only pays drivers when they are ferrying passengers.
  • ...2 more annotations...
  • Finally, new monitoring technologies can help firms to shunt workers outside of their legal boundaries through independent contracting, subcontracting, and franchising. Various economic theories suggest that firms tend to bring workers in-house as employees rather than contracting for their services—and therefore tend to accept the legal obligations and financial costs that go along with using employees rather than contractors—when they lack reliable information about workers’ proclivities, or where their work performance is difficult to monitor.
  • This suggests, in my mind, a strategy of worker empowerment and deliberative governance rather than command-and-control regulation. At the firm or workplace level, new forms of unionization and collective bargaining could address the everyday invasions of privacy or erosions of autonomy that arise through technological monitoring. Workers might block new monitoring tools that they feel are unduly intrusive. Or they might accept more extensive monitoring in exchange for greater pay or more reasonable hours.
  • Aurialie Jublin on 20 Jul 18
     
    "Companies around the world are dreaming up a new generation of technologies designed to monitor their workers-from Amazon's new employee wristbands, to Uber's recording whether its drivers are holding their phones rather than mounting them, to "Worksmart," a new productivity tool that takes photos of workers every ten minutes via their webcams. Technologies like these can erode workplace privacy and encourage discrimination. Without disregarding the importance of those effects, I want to focus in this post on how employers can use new monitoring technologies to drive down wages or otherwise disempower workers as a class. I'll use examples from Uber, not because Uber is exceptional in this regard - it most certainly is not - but rather because it is exemplary."
Aurialie Jublin

Exploring portable ratings for gig workers - Doteveryone - Medium - 0 views

medium.com/...s-for-gig-workers-5632fd9b262e

gig economy notation notoriété individu indépendant

shared by Aurialie Jublin on 12 Feb 18 - No Cached
  • Unlike the traditional economy, the gig economy doesn’t rely on CVs or letters of recommendation. You build your reputation on one platform at a time — and your reputation is often the route to higher earnings (A service user is more likely to choose someone with 100 five-star ratings than just one or two). Platforms don’t want people to leave, so they don’t let workers have ownership over their own ratings. Leaving a service means starting over.
  • More recently, we’ve been exploring the “how” of ratings portability: what technology, data, user experience and investment might be needed to make this real.Our design team, along with our policy intern and developer James Darling, have been conducting user research and prototyping possible technical solutions for ratings portability. Here’s where we’ve got to so far.
  • “Cab” drivers didn’t have visible habits around their ratings, weren’t checking them frequently and when we spoke about them, they told us that this wasn’t something they’d considered before or something they were particularly concerned about. They were confident in their skills and ability to find work outside of their platforms, and viewed ratings more as performance indicators for their platform owners — the main fear being a drop below 3.5 stars, where they might be dropped from the platform completely.
  • ...11 more annotations...
  • This “performance indicator over ratings” feeling was even stronger with food delivery workers. They expressed even less concern about the issue, focussing more on their delivery metrics such as attendance and cancellations. The rider app screens we were shown support this.
  • This makes sense for both food delivery and transit: the customer has little to no ability to use workers’ reputation data to inform their purchase decision. (When we press a button to order a cab or for food to be delivered, speed is the primary factor and platforms emphasise that in their design.)
  • It was a radically different story for tradespeople. Their reputation data feels important to them, and they prefer to keep control over it. They preferred word of mouth reputation and recommendations, as there was no middleman who could take that away from them. Online platforms were seen as something to graduate away from once you had a sufficient “real world” presence.
  • Alongside our user research, James Darling looked at the technical possibilities, drawing on the Resolution Trust’s initial work and the research that our policy intern did. They came up with five possible solutions and gave them names and some logos. They are in increasing order of complexity.
  • Personal referenceThis is the status quo: when approaching a new employer, workers create their own CVs, loosely standardised by convention.
  • Publicly hosted reputationsWhat feels like a technical quick win is to ensure that a platform hosts a publicly accessible web archive of all worker reputation data, including for profiles which have been disabled. This would allow workers to provide a URL to anyone they wish to provide their reputation data. How would this be encouraged/enforced?
  • Profile verificationHow does a worker prove that they are the owner of a publicly hosted reputation profile? There are a few technical solutions that could be explored here, like a public/private key verification or explorations around OAuth. Is it possible to create something that is secure, but also usable?
  • Decentralised open data standardA data standard for reputation data could be created, allowing automated transfer and use of reputation data by competing platforms or external services. Creating the standard would be the trickiest part here: is it possible to translate between both technical differences of different platforms (eg 5 stars versus 80%), but also the values inherent in them.
  • Centralised data holderPerhaps one way to help standardise and enforce this easy transfer of reputation data is to create some sort of legal entity responsible for holding and transferring this reputation data. A lot of discussion would have to be had about the legal framework for this: is it a government department, a charity, a de facto monopoly?
  • We also thought about ways to verify identity (by including an RSA public key), what a best practice data standard might look like (here’s an example in JSON), and what the import process might look like (via a mock competitor site). The code for all this is on Github, and everything above is available in a slide deck here.
  • I worry that the concept of “owning” people’s ratings reflects some deeper, more systemic issues around who “owns” things more generally in society. In the coming months, we’d like to keep working with like minded organisations to explore that idea more, as well as how the cumulative effects of those systems affect us all.
Aurialie Jublin

'More empathy means more profit': why the business world is getting emotional | People ... - 0 views

www.theguardian.com/...ess-world-is-getting-emotional

empathie business valeur

shared by Aurialie Jublin on 29 Jan 18 - No Cached
  • “More empathy means more profit, but also happier, more loyal staff,” says Parmar, adding that this is particularly true of the millennial generation. “The people driving the empathy revolution are millennials. They will sacrifice money for meaning, and want emotional recognition. They don’t want an annual performance review. They want a text message to say they rocked it in that presentation.”
  • The creation of an empathy framework within an organisation gives employees a sense of autonomy and control over their work, and an understanding of what is expected of them. At HubSpot, a marketing and sales software company, empathy has been part of the firm’s cultural code since 2013, but work to embed the policy began more recently. Along with producing a video, it worked on identifying what it means to be empathetic in the workplace, encouraging staff and the leadership team to share personal experiences, and rewrote its maternity and paternity guidelines to make it easier for parents transitioning back to work.
  • Aurialie Jublin on 29 Jan 18
     
    "Is empathy training another workplace fad, or can it really help companies succeed?"
Aurialie Jublin

Salariés robots ? Amazon veut équiper ses employés d'un bracelet électronique... - 0 views

www.sudouest.fr/...-electronique-4170678-4938.php

robot amazon productivité controle

shared by Aurialie Jublin on 03 Feb 18 - No Cached
  • Aurialie Jublin on 03 Feb 18
     
    Ce système de traçage des mouvements des mains d'un employé "pourrait être utilisé pour surveiller la réalisation de tâches assignées" comme l'inventaire et la préparation des commandes, expliquent les documents officiels relatifs à ce brevet, révèle le site spécialisé Geekwire. Si un employé place ses mains au mauvais endroit, ou qu'il attrape le mauvais colis au moment de la collecte dans les entrepôts, le bracelet pourra émettre des vibrations. Un moyen de guider, mais aussi de surveiller les mouvements des salariés. Le dispositif pourrait aussi permettre de surveiller la durée des pauses prises par les employés.
‹ Previous 21 - 29 of 29
Showing 20▼ items per page