Before the full merits of the online stopwatch were recognized, there was an almost frantic process of going over the relative processes and merits that go into the online stopwatch. Design specialists were involved in selecting the right form of model that would be presented to the public as a representation of the online stopwatch in practice. This type of concentration was not limited to the planning phase but also worked its way right up to the desk of the person who happens to be using the online stopwatch. In this design process the intention was always to create a product that could stand up to the scrutiny that the market would inevitably expose. The online stopwatch was meant to answer some of the questions that troubled people in their work in terms of time management and control. Of course the technology in the end is quite simplistic but the ideas behind it are quite advanced and would challenge the very best minds in the nation. The development of the online stopwatch was not an easy process and the greatness of the output is a testament to this.
In looking at the development of the online stopwatch, one could also take the opportunity to review the alternatives that exist for controlling employees in terms of the output that they could produce within a given period of time. The specific example of clock cards is indicative of some of the limitations that the alternatives brought to the table. The successful operation of the clock card depends on the integrity of the employees who are working under the system. If they choose to clock in at the wrong times or to clock for one another, then the original purpose of the project would have been lost. It is the case that many employees take the opportunity to abuse the clock card system in the knowledge that there is very little that their managers can do about it. It also involves an element of manual work in terms of the fact that the employee has to physically put their clock card in at certain events. The public sector organizations that were so reliant on the clock cards have now realized that it is not really an effective method of managing employees and they have moved on to the online stopwatch.
The online stopwatch attempted to deal with some of the issues mentioned by giving the employee the self control to see how much they could do within a given period of time. So it was no longer about just putting in the hours but a real effort that was aimed at building the profile of the company or the employee. One would start to look at the output from the vantage point of knowing that the clock was ticking and the employee had a duty to fulfill certain tasks within the set period of time if they were to pass the performance management test that works within that organization.