Ultimate Performance: Measuring Human Resources at WorkJohn Wiley & Sons, 20 Jul 2007 - 288 halaman 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. |
Isi
| 1 | |
Chapter 2 A Path to Alignment | 15 |
Chapter 3 Supporting Human Capital Decision Making | 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 |
| 259 | |
About the Contributing Authors | 263 |
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Ultimate Performance: Measuring Human Resources at Work Nicholas C. Burkholder,Scott Golas,Jeremy P. Shapiro Pratinjau tidak tersedia - 2007 |
Ultimate Performance: Measuring Human Resources at Work Nicholas C. Burkholder Pratinjau tidak tersedia - 2007 |
Istilah dan frasa umum
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
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