The ROI of Human Capital: Measuring the Economic Value Of Employee Performance Hardcover – Jun 1 2000
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an important new business book....This work will be invaluable as a framework for executive dialog on HR issues. -- HR Magazine
About the Author
Jac Fitz-enz, Ph.D. (Saratoga, CA) is the founder of the Saratoga Institute in Santa Clara, California, known worldwide for its pioneering research and reports on performance measurement and improvement. His numerous books include The 8 Practices of Exceptional Companies, Human Value Management, and How to Measure Human Resource Management.
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• The traits one brings to the job: intelligence, energy, a generally positive attitude, reliability, commitment
• One's ability to learn: aptitude, imagination, creativity, and what is often called street smarts", savvy (for how to get things done)
• One's motivation to share information and knowledge: team spirit and goal orientation
As Fitz-enz then explains, Chapter 1 takes the first steps toward a methodology for measuring the return on investment (ROI) of human capital. Chapter 2 launches the process of finding the ROI of human capital from an unusual "starting point": rather than begin with process improvement at the lower organizational levels, focus at the highest possible levels on "the goals of the enterprise." Chapter 3 is the "bridge" between the enterprise and the human capital management levels. Chapter 4 brings us to "the drivers of all enterprise success": people." Chapter 5 integrates the three levels (enterprise, process or function, and people), combining them "in one end-to-end system of human capital valuation reporting." Chapter 6 moves to the next level: trending and predicting. Chapter 7 dissects five of the most common human resources and human capital initiatives, demonstrating HOW to find economic value in the workings of each. Chapter 8 reports on two of the longest-term, largest-scale studies of human capital management.Read more ›
Within this general framework, Jac Fitz-Enz argues that without measurement we cannot:
* communicate specific performance expectations.
* know what is going on inside the organization.
* identify performance gaps that should be analyzed and eliminated.
* provide feedback comparing performance to a standard or a benchmark.
* recognize performance that should be rewarded.
* support decisions regarding resource allocation, projections, and schedules.Read more ›
Most recent customer reviews
Jac Fitz-enz presents a breakthrough approach to measuring your return on investment (ROI) in human capital. Read morePublished on March 18 2003 by Rolf Dobelli
This book is one of the most interesting publication come across. As a BIG 5 Consultant to implement HUman Capital Solutions, its important to have a new world picture for Human... Read morePublished on Oct. 2 2001 by Bhupendra