Proving the Value of HR: How and Why to Measure ROI
Today's HR professionals need a balanced set of measures and processes to show the value of the HR contribution. Measuring the return on investment (ROI) is a promising tool to provide convincing data about the contribution of specific HR programs and processes. It is now a part of the measurement mix. It is, however, one of the most challenging and intriguing issues facing the HR field. The challenging aspect of the process is the nature and accuracy of its development. The process often seems confusing, inundated with models, formulas, and statistics that often frighten the most capable HR practitioners who joined human resources because they loved working with people, not numbers. Coupled with this concern are misunderstandings about the process and the gross misuse of ROI concepts in some organizations. What was needed, according to HR practitioners, was a book that addresses the ROI process for human resources and presents an approach that is rational, feasible, and understandable to the typical HR practitioner. Proving the Value of HR is designed to meet that need. The second edition has expanded and deepened its coverage of the three core areas of the book: (1) how to isolate the effects of an HR program from other influences, (2) how to convert data to money, and (3) how to monitor the impact data needed to show the value of human resources. The new edition has also been significantly reorganized and includes new information, examples, and a few new techniques.
|Name||Proving the Value of HR: How and Why to Measure ROI|
|Author||Jack J. Phillips PhD | Patricia Pulliam Phillips PhD|