Define, Measure, and Improve White-Collar Productivity

Article Abstract:

Reasons for measuring white-collar productivity include determining effectivess of employees, improving performance, and making employees aware of the productivity issue. White collar output must be defined. Results rather than activities must be monitored. The next steps involve setting standards, simplifying procedures, and staffing for demand. Techniques for measuring the performance of technicians, in-house professionals, and outside professionals are outlined. The Borg-Warner system is presented as a means to measure productivity of scientific and engineering groups.

Measurement, Professions, Improvements (Law), White collar workers

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Skill search

Article Abstract:

The National Alliance of Business reports that 64% of 233 small business companies have job applicants and employees who lack basic learning and social skills needed for work. Employees with such skill levels present problems of time and training costs. Employees must get involved with their children's school activities to develop work skills. Companies can also develop apprenticeship programs with the community and encourage employees to take part in teaching activities.

Surveys, Employee performance appraisals, Employee training, Performance appraisals, National Alliance of Business

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Pay, performance and productivity

Article Abstract:

Companies use incentive programs to improve sales, increase productivity and boost employee morale. These rewards such as gain-sharing, pay-for-knowledge, small group incentive or lump-sumbonus plans are taking over traditional annual increases which have become ineffective. Incentives associated with quality, safety concerns and attendance raise employee performance to a higher level. However, these bonuses must be well-planned and fair to be effective in implementation.

Research, Usage, Employee incentives, Compensation management, Incentives (Business), Bonuses

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