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 Harassment 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) -- Appendix: Self-Test: How Results-Oriented Are Your Human Resources Programs?
Summary
'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 program
