The Human Resources Scorecard: Measuring the Return on Investment (Improving Human Performance)
Contents:
Measuring the Return on Investment.
The Human Resources Scorecard
Phillips , Ron D. Stone , Patricia Pulliam Phillips.
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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 HR unction is not being left out. Principle five adds to the credibility and accuracy of the process. Bookseller Completion Rate This reflects the percentage of orders the seller has received and filled. They need a process that will develop a calculation similar to the ROI formula applied to other types of investments. Spine creases, wear to binding and pages from reading.
He provides consulting services for Fortune companies and workshops for major conference providers throughout the world. He is also an author or editor of more than 20 books and articles. 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.
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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. Measuring the Return on Investment Jack J. Twelve Case Studies from the Real World of He developed the ROI MethodologyT, 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.
He is the author or editor of more then 30 books focused on measurement and evaluation-and more than articles. His expertise in measurement and evaluation is based on more than 27 years of corporate experience in five industries aerospace, textiles, metals, construction materials, and banking.
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Phillips has served as training and development manager at two Fortune firms, senior HR officer at two firms, president of a regional federal savings bank, and management professor at a major state university. In , Phillips founded Performance Resources Organizations PRO , an international consulting firm that provides comprehensive assessment, measurement, and evaluation services for organizations. Today the center is an independent, leading provider of measurement and evaluation services to the global business community.
He leads the Phillips Center in Research and publishing efforts that support the knowledge and development of assessment, measurement, and evaluation. Phillips's most recent books include The Human Resources Scorecard: Measuring the Return on Investment Boston: Phillips has undergraduate degrees in electrical engineering, physics, and mathematics from Southern Polytechnic State University and Oglethorpe University, a master's degree in decision sciences from Georgia State University, and a Ph.
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