quantitatively

Examples of quantitatively in the following topics:

• Forecasting

  • Quantitative forecasting generally uses statistical confidence intervals and historical data to project potential future trends that are based upon the criteria being analyzed.
  • While quantitative measure use data to express objective results, qualitative approaches do not have this luxury.
  • Another method of forecasting, which is likely to be both quantitative and qualitative, is the causal/econometric approach.
  • This flow chart compares quantitative and qualitative forecasting methods.
  • In contrast, quantitative forecasting relies more on objective, numerical data, and can look at chronological trends and statistical regression to infer cause-and-effect.

• Quantitative and Analytical Management Tools

  • Quantitative tools are used by management to determine where a company is doing well or struggling compared to the industry and competitors.
  • Managers can use many different quantitative and analytic tools to better understand workflow processes, financial management, and employee efficiency.
  • Using these tools to create quantitative and measurable metrics helps an organization see exactly where it is performing well and where it is performing poorly.
  • Give examples of quantitative and analytical management tools that assist organizations in better understanding workflow, financials and employee efficiency

• Classical Versus Behavioral Perspectives

  • This quantitative, efficiency-based approach is representative of the classical perspective.
  • The classical perspective of management theory pulls largely from these three theorists (Taylor, Weber, and Fayol) and focuses on the efficiency of employees and on improving an organization's productivity through quantitative (i.e., measurable, data-driven) methods.
  • The classical perspective has strong influences on modern operations and process improvement, which uses quantitative metrics to determine how effectively a process is running.

• Structuring Employee Feedback

  • The next step in structuring feedback is to list any quantitative performance indicators, like absences and tardiness.
  • This quantitative portion of the feedback will put the employee's individual data in the context of their department (for example, comparing their percentage of absences with the rest of the team) or in the context of specific position indicators (for example, sales figures or time spent on projects).

• Employee Promotions

  • It is critical for human resources professionals to understand and describe why a given promotion is occurring, justifying it both quantitatively and qualitatively.

• The Importance of Motivation

  • But empirically measuring that role is another matter; it is challenging to capture an individual's drive in quantitative metrics in order to ascertain the degree to which higher motivation is responsible for higher productivity.

• Ethical Decision Making

  • Most ethical decisions exist in a gray area where there is no clear-cut or obvious decision that can be determined solely through quantitative analysis or consideration of objective data or information.

• The Mission of Human Resource Management

  • HR professionals emphasize the quantitative, calculative, and strategic aspects of managing the human resource in a systematic way.

• The Value of Analytics in Decision Making

  • Quantitative metrics and analysis can help decision makers make more accurate decisions and better predict risks associated with decisions.

• Strategic Management

  • These objectives include quantitative ways to measure the success or failure of the goals, along with corresponding organizational policy.