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Performance evaluation and ...
Designing and implementing performance metrics that support Army goals requires analysis of how different metrics would affect recruiter behavior and, in turn, recruiters' contributions toward achieving the Army's goals. The authors evaluate traditional performance metrics, such as number of contracts signed per month per recruiter, and find that they do not adequately measure recruiter effort, skill, and productivity. They then develop a "preferred performance metric" that takes into account the difficulty of recruiting different types of youth in various markets. Using a performance metric that better reflects Army values and more accurately assesses recruiter effort and skill would have significant benefits. However, because the recruiter reward system is deeply engrained, the authors propose modest, gradual changes to the system-for example, improving mission allocation algorithms to reflect variations in market quality and differences in market segments and lengthening the performance evaluation window to at least six months to reduce emphasis on monthly station-level mission accomplishment
Monografía
monografia Rebiun34223426 https://catalogo.rebiun.org/rebiun/record/Rebiun34223426 m o d cr cnu---unuuu 080721s2008 caua ob 000 0 eng d 234311992 294758925 320326318 560532002 606051283 609155027 722677433 728052733 781437665 815685267 961534223 962676724 965988068 991952079 992069167 1008957049 1037728721 1038651296 1045497565 1055314721 1058087522 1066398192 1069539592 1081206814 1115070301 1137124154 1153539955 1154156073 1228587874 1401731358 9780833045829 electronic bk.) 0833045822 electronic bk.) 9780833043108 0833043102 9781281736444 online) 1281736449 AU@ 000048836896 AU@ 000051336888 AU@ 000068458859 CDX 8843000 DEBBG BV043122701 DEBBG BV044130460 DEBSZ 422117021 GBVCP 100865146X NZ1 14240431 22573/cttjj0h JSTOR N$T eng pn N$T N$T OCLCQ IDEBK COD UBY CUZ TXR OCLCE E7B OCLCQ EBLCP TUU OCLCQ CLU FVL OCLCQ JSTOR OCLCQ YDXCP OCLCQ AZK LOA JBG CUS OCLCF PIFAG ZCU MERUC OCLCQ VT2 LND WY@ LUE ICG STF WRM VTS CEF NRAMU EZ9 AU@ OCLCQ ERL WYU DKC OCLCQ NJT UWO OCLCQ U3W UKCRE AJS OCLCQ OCLCO CDX COO AGLDB M8D HS0 OCLCQ OCLCO UEJ dlr n-us--- POL 035000 bisacsh BUS 030000 bisacsh POL035000 bisacsh BUS030000 bisacsh MG-562-A Dertouzos, James N. 1950-) Performance evaluation and Army recruiting James N. Dertouzos, Steven Garber Santa Monica, CA Rand Arroyo Center 2008 Santa Monica, CA Santa Monica, CA Rand Arroyo Center 1 online resource (xxiii, 101 pages) illustrations 1 online resource (xxiii, 101 pages) Text txt rdacontent computer c rdamedia online resource cr rdacarrier Rand Corporation monograph series "MG-562-A"--Page 4 of cover Includes bibliographical references (page 101) Introduction -- Models of recruiter effort, market quality, and enlistment supply -- Data and econometric estimates of contract-production models -- Empirical analysis of performance measures -- Choosing performance windows and organizational units for evaluation -- Conclusions -- Appendix A: Allocation of recruiter effort: implications of a microeconomic model -- Appendix B: Recruiter behavior in the face of risk Use copy. Restrictions unspecified star. MiAaHDL Designing and implementing performance metrics that support Army goals requires analysis of how different metrics would affect recruiter behavior and, in turn, recruiters' contributions toward achieving the Army's goals. The authors evaluate traditional performance metrics, such as number of contracts signed per month per recruiter, and find that they do not adequately measure recruiter effort, skill, and productivity. They then develop a "preferred performance metric" that takes into account the difficulty of recruiting different types of youth in various markets. Using a performance metric that better reflects Army values and more accurately assesses recruiter effort and skill would have significant benefits. However, because the recruiter reward system is deeply engrained, the authors propose modest, gradual changes to the system-for example, improving mission allocation algorithms to reflect variations in market quality and differences in market segments and lengthening the performance evaluation window to at least six months to reduce emphasis on monthly station-level mission accomplishment Electronic reproduction. [Place of publication not identified] HathiTrust Digital Library 2010. MiAaHDL Master and use copy. Digital master created according to Benchmark for Faithful Digital Reproductions of Monographs and Serials, Version 1. Digital Library Federation, December 2002. http://purl.oclc.org/DLF/benchrepro0212 MiAaHDL digitized 2010 HathiTrust Digital Library committed to preserve pda MiAaHDL Estados Unidos. Army- Recruiting, enlistment, etc Estados Unidos. Army- Personnel management Estados Unidos. Army États-Unis. Army Estados Unidos. Army. Military art and science Military Science Military Administration Military & Naval Science Law, Politics & Government Art et science militaires POLITICAL SCIENCE- Political Freedom & Security- General. BUSINESS & ECONOMICS- Human Resources & Personnel Management. POLITICAL SCIENCE- Political Freedom. Armed Forces- Personnel management. Recruiting and enlistment. Statistics. Garber, Steven 1950-) Books at JSTOR: Open Access JSTOR Books at JSTOR: Open Access Print version Dertouzos, James N., 1950-. Performance evaluation and Army recruiting. Santa Monica, CA : Rand Arroyo Center, 2008 9780833043108 (DLC) 2008009719 (OCoLC)191856246 Rand Corporation monograph series