The Human Resources Scorecard

The Human Resources Scorecard

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Overview

The Human Resources Scorecard by Jack J. Phillips, Ron Stone, Patricia Phillips

'The Human Resources Scorecard: measuring the return on investment' is the first book to provide a comprehensive, step-by-step process for measuring return on investment in human resources programs. Based on the classic ROI definition of earnings divided by investment, the ROI Process developed 20 years ago by co-author Jack J Phillips aids managers in determining and improving the bottom-line impact that human resource programs have on an organization. The ROI Process provides six additional measures in the form of a scorecard to track and monitor the total impact of the human resource programs.

'The Human Resources Scorecard' is essential for human resource executives, professionals, CEOs, CFOs, consultants, professors and other managers concerned with their businesses' bottom lines.
Jack J. Phillips, Ph.D. is a renowned expert of measurement and evaluation. He provides consulting services for Fortune 500 companies and workshops for major conference providers throughout the world. He is also an author or editor of more than 20 books and 100 articles.
Ron D. Stone is vice president and chief consulting officer for Performance Resources Organization. He is also director of the company's consulting practices in measurement and accountability. He has published numerous articles on the subject of ROI.
Patricia Pulliam Phillips is chairman and CEO of the Chelsea Group, a consulting and publishing organization that focuses on accountability issues in organizations. She works with organizations to implement measurement and evaluation processes.

Product Details

ISBN-13: 9781136357404
Publisher: Taylor & Francis
Publication date: 06/25/2012
Sold by: Barnes & Noble
Format: NOOK Book
Pages: 420
File size: 9 MB

About the Author

Jack J. Phillips, PhD, is a world-renowned expert on measurement and evaluation and chair of the ROI Institute, Inc., which provides consulting services, workshops and keynote addresses for Fortune 500 companies and major organizations around the world. He developed the ROI Methodology™, a revolutionary process that provides bottom-line figures and accountability for all types of training, performance improvement, human resources and technology programs and is used worldwide by corporations, governments and non-profit organizations. His expertise in measurement and evaluation is based on nearly thirty years of corporate experience in five industries. He has served as training and development manager at two Fortune 500 firms, senior HR officer at two firms, president of a regional federal savings bank, and management professor at a major state university. Phillips is the author or editor of more than 30 books and more than 100 articles.

Ron Drew Stone is an author, international consultant and presenter, and one of the world’s most recognized and accomplished authorities on improving and measuring training and performance improvement interventions. He provides consulting services in performance improvement, linking training to organization business measures, designing training for results and ROI, and measuring program results. Ron also certifies practitioners in the ROI process, and conducts a full range of public and in-house performance improvement and measurement workshops. He also conducts a workshop on situational needs assessment. Ron has over 30 years of diverse experience in economic development, engineering, training, and human resources. He has authored several books and has contributed to numerous published case studies and resource books. He is a certified change consultant. He has a BBA from Georgia State University.

Patti Phillips, PhD., president and CEO of the ROI Institute, Inc., earned her doctoral degree in International Development and her master’s degree in Public and Private Management. Early in her professional career, she was a corporate manager who observed performance improvement initiatives from the client perspective and knew that results were imperative. As manager of a market planning and research organization for a large electric utility, she and her team were responsible for the development of electric utility rate programs for residential and commercial customers. In this role, she played an integral part in establishing Marketing University, a learning environment that supported the needs of new sales and marketing representatives. Internationally known as an accountability, measurement, and evaluation expert, Ms. Phillips facilitates workshops all over the world and consults with US and international organizations - public, private, non-profit, and educational - on implementing the ROI Methodology™. She is the author of The Bottomline on ROI, CEP Press (2002), which won the 2003 ISPI Award of Excellence. She is editor or co-author of Return on Investment (ROI) Basics (ASTD 2006), ROI at Work: Best-Practice Case Studies from the Real World (ASTD Press 2005), Proving the Value of HR: How and Why to Measure ROI (SHRM 2005), The Human Resources Scorecard: Measuring the Return on Investment (Butterworth-Heinemann, 2001), and Measuring ROI in the Public Sector (ASTD 2002).

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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