Case Study Analysis: Analysis Of Employee Absenteeism

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Case Analysis.
Analysis of existing performance measures (classification, strategic relevance, balance).

Lead Measures: Employee Turnover; Employee Absenteeism; Production Cycle Time; Raw Materials Store Time; Delivery Cycle Time; Finished Goods Store Time; Inspection Time; Raw Material Inty Levels; Rework Time; Finished Goods Inty Levels; Scheduled/Unscheduled Downtime; Number of defective products; Number of scrap; Raw Materials Processed; Average unit cost;
Lag Measures: Price of wood materials per board foot; wood materials board feet per chair; Price of finishing materials per gallon; Quantity of finishing materials per chair ; Rate per wood working labor hour; Work time of wood working labor spent per chair ; Rate per finishing labor
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of training hours;
Pass rate of test for workers after training;
Employee Turnover; Employee Absenteeism; Employee Attitude Survey;
Standard of awarding design honors
No. of Employee complaints

Regularly sends workers to training workshops;

Awarded design honors

Create company regulations to standard employees’ performance

A platform to collect opinions form employees

Discussion Questions:

Balanced scorecard is helpful for many companies to achieve their objectives. However, what is the disadvantage of balanced scorecard?
• Balanced scorecard does not fit some companies with no clear strategies.
• Balanced scorecard has too many indicators, and the relationship is complex to analyze from four perspectives. It requires significant time and financial investment.
• Some of measures are subjective, which is bias and hard to quantity the standards. For example, the employee attitude survey based on personal perspective and emotional thoughts, which may lead to unfair

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