The Human Resources Scorecard / Edition 1

The Human Resources Scorecard / Edition 1

by Jack J. Phillips, Ron Stone, Patricia Phillips
     
 

ISBN-10: 0877193673

ISBN-13: 9780877193678

Pub. Date: 03/19/2001

Publisher: Taylor & Francis

'The Human Resources Scorecard: measuring the return on investment' is the first book to provide a comprehensive, step-by-step process for m easuring return on investment in human resources programs. Based on th e classic ROI definition of earnings divided by investment, the ROI Pr ocess developed 20 years ago by co-author Jack J Phillips aids manager s in

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Overview

'The Human Resources Scorecard: measuring the return on investment' is the first book to provide a comprehensive, step-by-step process for m easuring return on investment in human resources programs. Based on th e classic ROI definition of earnings divided by investment, the ROI Pr ocess developed 20 years ago by co-author Jack J Phillips aids manager s in determining and improving the bottom-line impact that human resou rce programs have on an organization. The ROI Process provides six add itional measures in the form of a scorecard to track and monitor the t otal impact of the human resource programs.

Product Details

ISBN-13:
9780877193678
Publisher:
Taylor & Francis
Publication date:
03/19/2001
Series:
Improving Human Performance Series
Edition description:
New Edition
Pages:
538
Product dimensions:
6.14(w) x 9.21(h) x 1.19(d)

Table of Contents

The need for ROI in human resources - The business case for ROI; Initial analysis and planning; The ROI process, step-by-step - Collecting data during HR program implementation; Collecting data after HR program implementation; Isolating the effects of an HR program; Converting data to monetary value; Monitoring the cost of human resource programs; Calculating the actual return on investment; Identifying intangible measures; Communicating results; Important issues with ROI implementation - Forecasting the ROI; Implementation issues; Case applications - Sexual harrassment prevention (Healthcare Inc.); Competency-based pay system (National Crushed Stone Company); Absenteeism reduction program (Metro Transit Authority); Stress management (Midwest Electric Inc.); Safety incentive program (National Steel); Executive leadership development (Imperial National Bank); Technology-based learning (United Petroleum International).

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