The ROI of Human Capital Measuring the Economic Value of Employee Performance人力资本投资回报率

作者:Dr. Jac Fitz-enz

页数:312

出版时间:2009-2

价格:288.00元

isbn号码:9780814413326

具体描述

The lifeblood of any business enterprise is its people. Yet it wasn’t until the publication of the groundbreaking book The ROI of Human Capital that there was a reliable way to quantify the contributions of people to corporate profit. Completely updated with new metrics, the book shows executives and HR professionals how to gauge human costs and productivity at three critical levels: organizational (contributions to corporate goals) • functional (impact on process improvement) • human resources management (value added by five basic HR department activities) The second edition contains new material on topics including corporate outsourcing, developments in behavioral science, and advances in trending and forecasting that have dramatically changed the way organizations measure the bottom line effect of employee performance. Utterly up-to-date, this is the go-to resource for organizations performing the essential task of measuring the value of their people.

From the Inside Flap

The mission of quantifying the value each employee brings to your organization is a crucial task, and not one to be taken lightly. But how do you accurately determine the contributions of your people and use that knowledge to improve your company’s overall performance? Now in a brand new edition, The ROI of Human Capital provides you with a complete, reliable method for measuring the contributions of your people to corporate profit. Fully updated with new metrics, this long trusted resource offers a rare blend of management expertise and quantitative measurements, showing you how to gauge human costs and productivity at three critical levels: 1. Organizational. Macro-level data is the launching site of any ROI assessment system. Examples and proven formulas illustrate how to combine quantitative and perceptual measures into a corporate human capital scorecard. The book introduces you to the five key indexes of change: cost, time, quantity, quality, and human reactions. 2. Functional. This is the process arena, which typically sprawls across business units and is therefore difficult to manage and measure. A detailed five-point approach shows how to “tame” processes and add value to them, specifically in terms of service, quality, and productivity. 3. Human Capital Management. You’ll discover how to build a performance matrix that enhances the fundamental HR activities—planning, acquiring, supporting, developing, and retaining—by connecting them to the five indexes of change. Written by Jac Fitz-enz, the man widely regarded as the inventor of human performance benchmarking, The ROI of Human Capital, which won the Society for Human Resource Management Book of the Year Award in 2001, brilliantly shows how to integrate these levels into a single, end to end system of human capital valuation reporting. It also helps you weigh the potential effects of such practices as HR restructuring, outsourcing, using contingent workers, and merging with or acquiring another company. And, not least, you will learn to create futures scorecards that can improve your ability to see over the horizon and far beyond your competition. Throughout, Fitz-enz enlivens his wealth of hard data with useful examples and a conversational, easy-to-read style. The second edition contains new material on topics including corporate outsourcing, developments in behavioral science, and advances in trending and predicting that have dramatically changed the way organizations measure the bottom-line effect of employee performance. Utterly up-to-date, this is the go to resource for organizations performing the essential task of measuring the value of their people. Jac Fitz-enz, Ph.D., is the acknowledged father of human capital strategy and measurement. He began his breakthrough research in these areas in the 1970s and has since trained more than 85,000 managers in 45 countries. From 1980 to 2002 Dr. Fitz-enz was founder and chairman of Saratoga Institute, renowned for its benchmark data on effective HR practices. Currently, he is the founder and CEO of Human Capital Source, developers of Predictive Management—HCM:21®. His other books include The 8 Practices of Exceptional Companies; How to Measure Human Resource Management; Benchmarking Staff Performance; A New Vision for Human Resources (coauthored with Jack Phillips); and Human Value Management, honored as Book of the Year in 1991 by the Society for Human Resource Management. Dr. Fitz-enz lives in San Jose, California.

用户评价

《The ROI of Human Capital Measuring the Economic Value of Employee Performance人力资本投资回报率》这本书，它不仅仅是关于如何计算投资回报率那么简单，更像是打开了一扇通往企业未来发展潜力的窗户。在阅读过程中，我被书中对于“人才”的定义和解读深深吸引。它不再是冰冷的数据和报表，而是充满了对个体潜能的挖掘和对团队协作价值的强调。作者用一种非常生动且引人入胜的方式，描绘了优秀员工如何成为企业核心竞争力的来源，以及如何通过科学的管理和激励机制，将这种潜力最大化。其中关于“雇主品牌”与“员工敬业度”之间的关联分析，让我印象深刻。它揭示了，一个良好的企业文化和品牌形象，并非只是宣传口号，而是实实在在能够吸引和留住顶尖人才，并直接转化为生产力提升和创新能力增强的关键因素。这本书的价值在于，它提供了一种全新的视角，让我们去审视企业内部最宝贵的资源——人，并教会我们如何去“投资”于人，而不是简单地“消耗”人。它是一本能够激发思考、引发共鸣，并且指导实践的书籍，对于渴望在激烈的市场竞争中脱颖而出的企业来说，具有不可估量的价值。

读完《The ROI of Human Capital Measuring the Economic Value of Employee Performance人力资本投资回报率》，我最大的感受就是，它让“人力资本”这个概念变得不再遥不可及，而是充满了可视化的价值。书中对于各种人才管理策略的评估和量化方法，提供了非常清晰的框架。比如，作者是如何衡量一项培训项目的实际效益，或者一个新招聘渠道的成本效益比的。这些细节的处理，让我看到了这本书的严谨和专业。它不仅仅是告诉我们“人很重要”，而是深入到了“如何证明人有多重要”这个层面。我尤其欣赏书中关于“战略性人力资源规划”的论述，它将人力资本的投入与企业的整体战略目标紧密结合，强调了人力资源部门不再是传统的支持性部门，而是企业实现战略目标的关键驱动力。这种转变，对于很多还在墨守成规的企业来说，无疑是醍醐灌顶的。它提供了一个清晰的路径，让我们理解如何通过对员工的系统性培养和发展，来直接影响企业的财务报表，最终实现“以人为本”的管理理念与商业成功的双赢。

《The ROI of Human Capital Measuring the Economic Value of Employee Performance人力资本投资回报率》这本书，给我带来了非常深刻的启发，尤其是在理解“员工价值”的多元性方面。它打破了我过去对员工价值的片面认知，不仅仅关注于当下的绩效产出，更将目光投向了员工的长期发展潜力、创新能力以及对企业文化的贡献。书中大量的案例研究，生动地展示了不同行业、不同规模的企业是如何通过精细化的人力资本管理，实现超预期的增长。我特别喜欢其中关于“员工流失成本”的分析，它用数据说话，让我们直观地感受到，人才的离开并非仅仅是少了一个螺丝钉，而是会对企业的运营效率、知识储备、甚至士气造成多方面的负面影响。这本书提供了一套系统性的方法论，让我们能够将人力资本的投入，从一个模糊的“开销”转变为一项清晰的“战略性投资”，从而在资源配置上做出更科学、更有效的决策。它是一本能够帮助企业领导者和HR部门提升专业度，并且真正实现“人才驱动增长”的宝贵读物。

读完《The ROI of Human Capital Measuring the Economic Value of Employee Performance人力资本投资回报率》这本书，我真的对“人力资本”这个概念有了全新的认识。以往总觉得，员工就是公司运营成本的一部分，是需要付出薪资、福利去“养”的。但这本书则完全颠覆了我的这种看法，它深刻地阐述了员工并非简单的成本，而是能够为企业带来巨大价值的“资产”，而且这种价值是可以被量化、被衡量的。作者通过大量详实的案例和数据分析，为我们揭示了如何去“看懂”人力资本的真正价值，如何将抽象的员工敬业度、培训效果、领导力等，转化为可观的经济回报。书中关于“人力资本投资回报率”（ROI of Human Capital）的计算模型和方法，是我觉得最具有实践意义的部分。它不再是停留在理论层面，而是提供了一套切实可行的工具，让企业管理者能够更清晰地了解，在人力资源上的每一笔投入，到底能带来多少产出，从而做出更明智的决策。这本书不仅是一本理论著作，更是一本操作指南，对于任何希望提升企业绩效，实现可持续发展的企业领导者和人力资源从业者来说，都绝对是必读之作。它让我明白了，真正的“人力资源管理”，不仅仅是事务性的工作，更是战略性的投资。

这本书，我真的得说，颠覆了我以往对于“管理”和“绩效”的理解。《The ROI of Human Capital Measuring the Economic Value of Employee Performance人力资本投资回报率》这本书，它最核心的价值在于，将那些看似难以量化的“软性”指标，通过科学的分析方法，转化为了实实在在的经济价值。我曾一度认为，员工的积极性、创造力这些，更多是靠感觉和经验来判断，但这本书却提供了具体的数据模型和评估体系，让我们能够去“看见”这些无形资产的价值。它不再是纸上谈兵，而是为我们提供了一套完整的“工具箱”，让我们能够去衡量不同人力资源投资项目（如培训、福利、激励计划等）的实际回报。读到书中关于如何构建一个“数据驱动”的人力资源管理体系时，我深受启发。这意味着，我们的决策不再是基于直觉，而是基于客观的数据分析，这无疑会大大提高管理效率和投资的精准度。对于那些希望在人才竞争日益激烈的今天，建立可持续竞争优势的企业来说，这本书绝对是一本不可多得的“战略地图”。