Evidence-Based Metrics: A Case Study

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Apgar (2011) discussed assumption based metrics and stated that “they make room to find the explicit strategy elements and risk factors that drive results in real organization by harnessing business intuition and testing it. In addition the results will reveal if the assumptions are good enough to stand for the time being or if they need to be changed” (Pg. 33).

The role of the line or operating manager is to make sure they evaluate metrics throughout the company and attempt to gain knowledge on specific issues and work on ways to improve them. Metrics that would be important for a line or an operating manager would include: quality, safety, performance, time, and cost. In manufacturing positions it is important that these metrics are given individual
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It is important for the person completing the form to make sure they evaluate everything correctly and do not fill out the forms incorrectly either by giving false negative information or false positive information. Some supervisor’s may give false positive information and state that the employee is meeting or exceeding requirements when they are not. Some supervisors do this because their jobs depend on it. It is important for the human resources managers to make sure supervisors are trained properly on evaluations and metrics used. In addition human resource managers should randomly ask managers who complete evaluations to be able to explain and justify their answers when it comes to evaluations to make sure they are being done correctly and effectively. Also as a manager we had to look at different ways to reduce costs while improving profitability. An example of this would be in case management where employees were reimbursed for mileage. There was a budget for mileage. If employees had a high mileage check we would look at the mileage compared to previous months for the same employee and the mileage reimbursement for

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