Description
Book SynopsisFrom selection and assessment, to training and development, and reward management, all HR functions have an impact on an organization. Ever-present budgetary pressures mean that there is perpetual competition for resources, so HR departments must be able to account for and justify their contribution to the bottom line.
This practical text presents a results-based approach to HR accountability, which explains how to:
- Uncover and monitor the costs of HR programs
- Develop programs emphasizing accountability
- Collect data for evaluation
- Measure the contribution of human resources
- Calculate HR's return on investment
This new edition is fully revised and updated to reflect developments in the field, such as the rise of talent management and the increased role of technology in HR measurement, and is supported with international examples throughout. New chapters have been adde
Trade Review
‘Jack and Patti Phillips have done it again. Accountability is a critical issue in human resource programs of all kinds, but too often it is overlooked or even misunderstood. This book lays out the framework for accountability systems in clear, simple, and important ways. It is a must read for anyone in our field.’ – William Rothwell, Professor of Workforce Education and Development Program, The Pennsylvania State University, USA
‘Influential HR Executives know there is a compelling reason to show the value of HR Programs and of investing in Human Capital. To confront the myths and obstacles to implementing formal measurement and evaluation processes, this book equips the organizations with the most practical and easy tools, which are key to success.’ - Marcela Leon, Executive Director, Innovazzone
‘Accountability is a critical issue when connecting HR to business value. The framework for demonstrating accountability of HR is seamlessly presented in this book, showing the value in terms executives understand, and enabling the use of data to make improvements in programming. This book will be a tremendous support to any professional designing or championing Human Resources activities.’ - Jim Hughes, Director of Organizational Development, Lovelace Health System
‘Accountability in Human Resources Management is a step-by-step guide for success. Jack and Patti offer the methodology, tools, and resources to elevate the HR professional by delivering the specific advantage of adding value to the business. The need for the HR team to make these contributions is absolutely necessary today and this must-have book makes the process incredibly easy.’ - Ana Irving, PHR, HR Consultant, Embraer
‘As human resource professional we strive to propel our organizations to success. The 2nd Edition of Accountability in Human Resource Management offers a thoughtful, practical and guided approach to results-based HR accountability, the cornerstone of that success. It’s a must read for today's and tomorrow's HR leaders.’ - Nancy Dwyer, MSHR, Recruiting Manager, CliftonLarsonAllen LLP and Adjunct Professor, Western Carolina University, USA
‘This book analyses the fundamental aspects of ‘real-life’ HR practice with discussion supported by valuable case studies. The HRM structure of modern organisations is explored with key elements evaluated through an in-depth focus of accountability and measurement. Accountability in Human Resource Management is a core text for any HR student or professional practitioner.’ - Chris Doran, Lecturer in HRM, University of Salford, UK
Table of ContentsPart I: Setting the Stage for Accountability 1. The Need for Results from HR 2. Measuring the HR contribution: A History of Approaches 3. A Results-Based Model 4. Management Influence on Human Resources Accountability Part II: Measuring the Impact and ROI of Specific HR Programs 5. Achieving Business Alignment with Human Resources Programs 6. Selecting the Solution and Developing Objectives 7. Collecting Data 8. Analyzing Relationships, Causation, and Attribution 9. Monetary Benefits, Costs, and ROI 10. Reporting Results and Driving Improvement Part III: Measuring and Reporting the Total HR Function 11. How Much Should You Invest in HR? 12. Do HR Practices Add Value? 13. Measuring Specific Human Resources Functions and Processes 14. Developing an Executive-Friendly HR Scorecard
