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Book Categories |
Preface | ||
Acknowledgments | ||
Pt. I | The Need for ROI in Human Resources | |
Ch. 1 | The Business Case for ROI | 2 |
Approaches to HR Accountability | 3 | |
Why ROI? | 12 | |
A Credible Approach | 18 | |
Barriers to Implementing the ROI Process | 34 | |
Benefits of Implementing the ROI Process | 36 | |
Final Thoughts | 38 | |
References | 40 | |
Ch. 2 | Initial Analysis and Planning | 42 |
Evaluation: Project Requirements | 43 | |
Level of Objectives for HR Programs | 46 | |
Linking Evaluation with Needs | 52 | |
Planning for Measurement and Evaluation | 57 | |
Shortcut Ways to Plan for the Evaluation | 62 | |
Final Thoughts | 64 | |
Further Reading | 64 | |
Pt. II | The ROI Process, Step-by-Step | |
Ch. 3 | Collecting Data During HR Program Implementation | 68 |
Measuring Reaction and Satisfaction | 69 | |
Measuring Skill and Knowledge Changes | 83 | |
Conclusion | 98 | |
Ch. 4 | Collecting Data After HR Program Implementation | 100 |
Measuring Application and Implementation | 100 | |
Capturing Business Impact Data | 140 | |
Selecting the Appropriate Method for Each Level | 163 | |
Shortcut Ways to Capture Business Impact Data | 165 | |
Conclusion | 167 | |
Ch. 5 | Isolating the Effects of an HR Program | 168 |
Preliminary Issues | 169 | |
The Ten Strategies | 171 | |
Using the Strategies | 194 | |
Conclusion | 195 | |
References | 195 | |
Ch. 6 | Converting Data to Monetary Value | 197 |
Preliminary Issues | 198 | |
Strategies for Converting Data to Monetary Values | 200 | |
Converting Output Data to Contribution | 200 | |
Calculating the Cost of Quality | 203 | |
Converting Employee Time | 204 | |
Historical Costs | 205 | |
Internal and External Experts' Input | 205 | |
Values from External Databases | 206 | |
Participant Estimates | 207 | |
Supervisor Estimates | 208 | |
Senior Manager Estimates | 209 | |
HR Staff Estimates | 210 | |
Selecting the Appropriate Strategy | 210 | |
Accuracy and Credibility of Data | 211 | |
Conclusion | 214 | |
References | 215 | |
Ch. 7 | Monitoring the Cost of Human Resource Programs | 216 |
Cost Strategies | 217 | |
Major Cost Categories | 222 | |
Cost Accumulation and Estimation | 226 | |
Summary | 232 | |
Reference | 232 | |
Ch. 8 | Calculating the Actual Return on Investment | 233 |
Basic Issues | 234 | |
Benefit/Cost Ratio | 235 | |
ROI Formula | 236 | |
BCR/ROI Case Application | 237 | |
Other ROI Measures | 241 | |
Utility Analysis | 243 | |
Consequences of Not Providing an HR Solution | 244 | |
ROI Issues | 245 | |
Conclusion | 248 | |
References | 248 | |
Ch. 9 | Identifying Intangible Measures | 249 |
Key Issues | 250 | |
Employee Satisfaction | 252 | |
Employee Withdrawal | 254 | |
Customer Service | 256 | |
Team Effectiveness Measures | 257 | |
Conclusion | 260 | |
References | 260 | |
Ch. 10 | Communicating Results | 261 |
Why Be Concerned About Communicating Results? | 262 | |
Principles of Communicating Results | 264 | |
A Model for Communicating Results | 266 | |
Shortcut Ways to Provide Feedback and Communicate with Clients | 298 | |
Final Thoughts | 299 | |
Pt. III | Important Issues with ROI Implementation | |
Ch. 11 | Forecasting the ROI | 302 |
Why Forecast ROI? | 302 | |
The Tradeoffs of Forecasting | 304 | |
Pre-Project ROI Forecasting | 306 | |
Forecasting ROI with Reaction Data | 314 | |
Forecasting ROI with Learning Data | 319 | |
Forecasting ROI with Application of Skills and Competencies | 322 | |
ROI at Level 4: Business Results | 325 | |
Shortcut Ways to Forecast ROI | 325 | |
Final Thoughts | 326 | |
Ch. 12 | Implementation Issues | 327 |
Planning the Implementation | 327 | |
Preparing the HR Staff | 337 | |
Initiating the ROI Process | 343 | |
Management Team | 346 | |
Monitoring Progress and Communicating Results | 350 | |
Conclusion | 350 | |
References | 351 | |
Pt. IV | Case Applications | |
Ch. 13 | Sexual Harassment Prevention (Healthcare Inc.) | 354 |
Background | 355 | |
Events Leading to Program | 355 | |
The Program: Design, Development, and Implementation | 356 | |
Why ROI? | 357 | |
Data Collection | 358 | |
ROI Analysis | 360 | |
ROI Analysis Plan | 361 | |
Reaction and Learning Data | 363 | |
On-the-Job Application | 363 | |
Business Impact | 364 | |
Program Costs | 367 | |
Monetary Benefits from Program | 368 | |
Program Costs | 370 | |
ROI Calculation | 371 | |
Questions for Discussion | 372 | |
Ch. 14 | Competency-Based Pay System (National Crushed Stone Company) | 373 |
Background | 373 | |
Competency-Based Pay | 374 | |
ROI Drivers | 375 | |
Development and Implementation | 376 | |
Evaluation Methodology | 377 | |
Control Group Selection | 377 | |
Evaluation Planning | 378 | |
Results: Reaction and Learning | 381 | |
Application/Use | 381 | |
Business Impact | 384 | |
Program Costs | 386 | |
Intangible Benefits | 387 | |
Forecast Value | 389 | |
Questions for Discussion | 389 | |
Ch. 15 | Absenteeism Reduction Program (Metro Transit Authority) | 390 |
Background | 390 | |
Causes of Problems and Solutions | 391 | |
Objectives of the Initiatives | 392 | |
Data Collection | 393 | |
Isolating the Effects of the Initiatives | 395 | |
Converting Data to Monetary Values | 397 | |
Costs for Initiatives | 399 | |
Results: Reaction, Learning, and Application | 400 | |
Business Impact | 400 | |
Monetary Benefits | 401 | |
Costs | 402 | |
ROI Calculation | 403 | |
Questions for Discussion | 403 | |
Ch. 16 | Stress Management (Midwest Electric Inc.) | 404 |
Background | 404 | |
Program Planning and Design | 407 | |
Program Results | 419 | |
Questions for Discussion | 438 | |
Ch. 17 | Safety Incentive Program (National Steel) | 439 |
Background | 439 | |
A Performance Problem | 440 | |
The Needs Assessment | 440 | |
The HR Solution | 441 | |
The Measure of Success | 441 | |
The Incentive Plan | 442 | |
Implementation of the Incentive Plan | 442 | |
Cost Monitoring | 443 | |
Data Collection and Analysis | 443 | |
Data Interpretation and Conclusion | 446 | |
Calculating the Return on Investment | 447 | |
Communication of Results | 447 | |
Questions for Discussion | 448 | |
Ch. 18 | Executive Leadership Development (Imperial National Bank) | 449 |
Background | 449 | |
Initiation of the Leadership Development Program | 450 | |
Data Collection Plan | 452 | |
Reaction and Learning | 457 | |
Application | 459 | |
Business Impact | 461 | |
Program Costs | 463 | |
ROI Analysis | 469 | |
Intangible Benefits | 472 | |
Results | 474 | |
Questions for Discussion | 475 | |
Ch. 19 | Technology-Based Learning (United Petroleum International) | 477 |
Background | 478 | |
Designing and Implementing the Solutions | 479 | |
The Technology Learning Competency Program (TLC) | 480 | |
Measurement Methods and Data Analysis | 481 | |
ROI Model and Process | 482 | |
The Data Collection Plan and ROI Analysis Plan | 483 | |
Levels 1 and 2 Data | 486 | |
Levels 3 and 4 Data | 486 | |
Isolating the Effects | 488 | |
Design and Implementation Costs | 489 | |
Levels 3 and 4 Results | 491 | |
ROI Results | 492 | |
Intangible Benefits | 492 | |
Learning Issues from the Study | 493 | |
Reporting to Stakeholder Groups | 494 | |
Questions for Discussion | 495 | |
Self-Test: How Results-Oriented Are Your Human Resources Programs? | 496 | |
Index | 505 |
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