By Dr. Jac Fitz-enz
The rate at which this e-book used to be introduced was once outstanding! The content material of the booklet and the condiditon during which it used to be recieved, exceeded my expectations.
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Extra info for The ROI of Human Capital: Measuring the Economic Value of Employee Performance
Understand the market. 2. Move with it. 3. Form relationships. Whereas information may have a ﬂeeting moment on the stage of consciousness, relationships have a permanence that can be very powerful. People might not remember what someone said yesterday, but they will remember what others did. Somewhere along the way, McKenna’s third element got lost because it was not a traditional marketing activity and accounting didn’t know how to put a value on it—and still doesn’t. However, as one who spent several years in sales and then founded a company, I can state unequivocally that personal relationships are absolutely a competitive advantage.
I submit that includes human capital data, which is at least partly a function of human resources services. A customer-centric approach segments the customer base in multiple ways.
That is the charge for the Society for Human Resource Management. As the national professional association, it is SHRM’s duty to step forward and make the deﬁning statement. The deﬁnitions are no longer the exclusive property of Saratoga Institute, so SHRM would not be endorsing one company to the exclusion of others. From there, HR ratiﬁes through application the concept of generally accepted human resources practices. The goal would be to have the routine infrastructure in place to do for human capital investment what ﬁnance colleagues have done for ﬁnancial capital.
The ROI of Human Capital: Measuring the Economic Value of Employee Performance by Dr. Jac Fitz-enz