Performance evaluation and Army recruiting:
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Santa Monica, CA
Rand Arroyo Center
2008
|
| Schriftenreihe: | Rand Corporation monograph series
|
| Schlagworte: | |
| Online-Zugang: | FAW01 FAW02 Volltext |
| Beschreibung: | "MG-562-A"--Page 4 of cover. - 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 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 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 |
| Beschreibung: | 1 Online-Ressource (xxiii, 101 pages) |
| ISBN: | 0833043102 0833045822 9780833043108 9780833045829 |
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| 500 | |a Includes bibliographical references (page 101) | ||
| 500 | |a 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 | ||
| 500 | |a 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 | ||
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| spelling | Dertouzos, James N. Verfasser aut Performance evaluation and Army recruiting James N. Dertouzos, Steven Garber Santa Monica, CA Rand Arroyo Center 2008 1 Online-Ressource (xxiii, 101 pages) txt rdacontent c rdamedia cr rdacarrier Rand Corporation monograph series "MG-562-A"--Page 4 of cover. - 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 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 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 United States Army Recruiting, enlistment, etc United States Army Personnel management United States. Army / Personnel management United States. Army / Recruiting, enlistment, etc United States. Army Military Science POLITICAL SCIENCE / Political Freedom & Security / General bisacsh BUSINESS & ECONOMICS / Human Resources & Personnel Management bisacsh POLITICAL SCIENCE / Political Freedom bisacsh Wirtschaft USA Garber, Steven Sonstige oth http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=230131 Aggregator Volltext |
| spellingShingle | Dertouzos, James N. Performance evaluation and Army recruiting United States Army Recruiting, enlistment, etc United States Army Personnel management United States. Army / Personnel management United States. Army / Recruiting, enlistment, etc United States. Army Military Science POLITICAL SCIENCE / Political Freedom & Security / General bisacsh BUSINESS & ECONOMICS / Human Resources & Personnel Management bisacsh POLITICAL SCIENCE / Political Freedom bisacsh Wirtschaft |
| title | Performance evaluation and Army recruiting |
| title_auth | Performance evaluation and Army recruiting |
| title_exact_search | Performance evaluation and Army recruiting |
| title_full | Performance evaluation and Army recruiting James N. Dertouzos, Steven Garber |
| title_fullStr | Performance evaluation and Army recruiting James N. Dertouzos, Steven Garber |
| title_full_unstemmed | Performance evaluation and Army recruiting James N. Dertouzos, Steven Garber |
| title_short | Performance evaluation and Army recruiting |
| title_sort | performance evaluation and army recruiting |
| topic | United States Army Recruiting, enlistment, etc United States Army Personnel management United States. Army / Personnel management United States. Army / Recruiting, enlistment, etc United States. Army Military Science POLITICAL SCIENCE / Political Freedom & Security / General bisacsh BUSINESS & ECONOMICS / Human Resources & Personnel Management bisacsh POLITICAL SCIENCE / Political Freedom bisacsh Wirtschaft |
| topic_facet | United States Army Recruiting, enlistment, etc United States Army Personnel management United States. Army / Personnel management United States. Army / Recruiting, enlistment, etc United States. Army Military Science POLITICAL SCIENCE / Political Freedom & Security / General BUSINESS & ECONOMICS / Human Resources & Personnel Management POLITICAL SCIENCE / Political Freedom Wirtschaft USA |
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