Productivity
In this thought-provoking time of doing more with less---each company must be racy to reach its goals in order to survive. Regardless of what type of caper one refers to, worker productivity is the fundamental to an organizations success. Workers who are not using their time and resources effectively are costing the company money. Unfortunately, measuring productivity can rear to be quite difficult รข€" especially in slightly criminal justice organizations.
Usually, worker productivity is figured by dividing company revenue by the number of employees or some other similar equation. However, this measurement fails to take into account the varying attainment levels and job responsibilities of workers within a business.
Take a local police department where law enforcement officers prove valuable to their communities in a variety of ways, not all of which can be measured easily. To this end, agencies often struggle to find methods to fairly tax their personnel. Departments must give factors, such as officer competence and courtesy, appropriate weight. Managers need to value the quality of the tasks performed and not concenter only on the quantity. (Herndon, 2011)
However, fully and accurately evaluating personnel does aim a fair measurement of productivity.
Understandably ... law enforcement organizations do not condone quotas .... Rather, each agency does have true expected levels of performance that they attempt to monitor officers performance by. The key is in developing some realistic measurement devices that go forth substantiate that the officer is working and that this work is meaningful to the community. slice departments must avoid mandating specific numbers for performance criteria, they shut away can gauge an officers productivity by analyzing certain measured activities related to the job. This then can provide useful sixth sense for incorporation into the employees overall evaluation. (Herndon, 2011)
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