Ultimate Performance: Measuring Human Resources at WorkJohn Wiley & Sons, 20 Ιουλ 2007 - 288 σελίδες Meeting the challenges of high-performance HR Until 1760 ships routinely disappeared, ran aground, or sank because seafarers could not measure longitude. The cost in life and property was immense. Today, business faces a similar challenge, as the failure to measure human resources performance is just as costly and deadly to modern organizations. Senior executives once considered HR a "soft," unavoidable cost of doing business, responsible for compensation, employee transactions, company functions, workforce problems, and legal issues. Three factors changed this perception: the significant impact of high-performance HR, the implications of poorly performing HR, and soaring HR operating expenses. These factors have led to an increased demand and focus on HR metrics. Ultimate Performance approaches this challenge by providing clear, proven measurement solutions that will optimize the performance of people and businesses. |
Περιεχόμενα
| 1 | |
| 15 | |
| 23 | |
Chapter 4 Employee Assets and Contribution | 35 |
Chapter 5 Employee Contribution to Risk | 47 |
Chapter 6 The Employee Lifecycle A Metrics Roadmap from the CLevel | 59 |
Chapter 7 Missions Objectives and Metrics | 71 |
Chapter 8 Measuring Staffing A Better Approach to Hiring Metrics | 93 |
Chapter 11 Current Measurement Practices Lessons from the Field | 169 |
Chapter 12 Case Studies Metrics in Action | 189 |
Chapter 13 Human Capital and Organizational Performance | 207 |
Chapter 14 HR Outsourcing and Metrics | 221 |
Chapter 15 A Practical Guide to Building Your Ultimate Dashboard | 235 |
Conclusion | 253 |
References | 259 |
About the Contributing Authors | 263 |
Chapter 9 Beyond Hiring Metrics for Employee Development and Retention | 113 |
Chapter 10 Succession Planning and Internal Mobility | 141 |
Index | 267 |
Άλλες εκδόσεις - Προβολή όλων
Ultimate Performance: Measuring Human Resources at Work Nicholas C. Burkholder,Scott Golas,Jeremy P. Shapiro Δεν υπάρχει διαθέσιμη προεπισκόπηση - 2007 |
Ultimate Performance: Measuring Human Resources at Work Nicholas C. Burkholder Δεν υπάρχει διαθέσιμη προεπισκόπηση - 2007 |
Συχνά εμφανιζόμενοι όροι και φράσεις
aligned analysis Applicant Tracking System approach areas assessment associated balanced scorecard behaviors benchmark business strategy candidates CHRO company’s cost-per-hire create dashboard data mart data warehouse decision economic value added effective employee asset employee’s evaluate example firm’s focus focused Fooled by Randomness framework function goals High Potential Hire Quality Hiring Manager Satisfaction HR metrics HR’s human capital Human Resources impact implemented important improvement indicators industry Intel Internal Hires investment lagging indicator mance measure ment mission and objectives Moneyball Mount Everest organization organization’s organizational outcomes outsourcing PacifiCare percent percentage performance metrics position productivity Recruiting Cost Recruiting Efficiency retention rics role sabermetrics scorecard skills specific staffing metrics staffing operations Staffing.org succession planning survey talent time-to-fill Time-to-Start tion tive tom line total number turnover understand workforce
Δημοφιλή αποσπάσματα
Σελίδα 168 - When we run over libraries, persuaded of these principles, what havoc must we make? If we take in our hand any volume; of divinity or school metaphysics, for instance; let us ask, Does it contain any abstract reasoning concerning quantity or number? No. Does it contain any experimental reasoning concerning matter of fact and existence? No. Commit it then to the flames: For it can contain nothing but sophistry and illusion.
Σελίδα 179 - Committee was initiated by the American Educational Research Association, the American Psychological Association, and the National Council on Measurement in Education.
Σελίδα 181 - States must specify annual objectives to measure progress of schools and districts to ensure that all groups of students — including low-income students, students from major racial and ethnic groups, students with disabilities, and students with limited English proficiency— reach proficiency within 12 years.
Σελίδα 259 - US National Assessment of the Potential Consequences of Climate Variability and Change, and an author in the IPCC Special Report on Land-Use Change and Forestry, and the Global Biodiversity Assessment Dr.
Σελίδα 90 - Does the process have the capacity to perform (quantity, quality, and timeliness)? Does the individual have the mental, physical, and emotional capacity to perform? Motivation Do the policies, culture, and reward systems support the desired performance? Does the process provide the information and human factors required to maintain it? Does the individual want to perform, no matter what? Expertise Does the organization establish and maintain selection and training policies and resources? Does the...
Σελίδα 217 - The analysis allowed the company to make the following statement: i a 5 point improvement in employee attitudes will drive a 1.3 point improvement in customer satisfaction which in turn will lead to a 0.5 per cent improvement in revenue growth...
Σελίδα 175 - used to show both how well a department or agency is executing the management initiatives, and where it scores at a given point in time against the overall standards for success.
Σελίδα 259 - Hooper, et al. 1998: Ecosystem consequences of changing biodiversity: Experimental evidence and a research agenda for the future. BioScience, 48(1), 45—52. Clark, WC, 1985: Scale of climate impacts. Climatic Change, 7, 5-27. Clark, WC and NM Dickson, 1999: The Global Environmental Assessment Project: Learning from efforts to link science and policy in an interdependent world.
Σελίδα 46 - The chance of something happening that will have an impact upon objectives. It is measured in terms of consequences and likelihood.
Σελίδα 259 - Care at the Crossroads: Strategies for Improving the Medical Liability System and Preventing Patient Injury.