'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.
"The underlying aim of the book is to set out various ways in which the return on investment (ROI) of different aspects human resources management can be measured, and while most of us find it fairly easy to do this in the abstract, this book offers formulae and equations that should satisfy the most demanding finance manager…….. The book offers a variety of ways of planning human relations interventions, collecting data before, during and after events, converting the data to monetary values (the most difficult part) and finally, measuring the ROI. AT each stage, the authors provide helpful and exhaustive list of the questions to ask, the preparations to make and the pitfalls to avoid. When it comes to calculations, the equations that are necessary are explained clearly and in non-mathematical language." - David Evans, TrainingZone
"The first book to provide a comprehensive, step-by-step process for measuring ROI in HR programs." - Personnel Today
"The Human Resources Scorecard is both academically grounded & practical in approach, & should make a significant contribution to the field of human resource management." - Training Journal
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).