3 alternatives to ROI in HR – Part 3

ROI is used more and more in HR when justifying or evaluating HR projects. But it has at the same time come under a lot of criticism for being too difficult to use in HR.┬áThe first alternative I suggested was another financial ratio – CROCI – which may be better due to its focus onContinue reading “3 alternatives to ROI in HR – Part 3”

3 alternatives to ROI in HR – Part 2

In this series , I look at alternatives to ROI in HR. I was asked to come up with alternatives since ROI is sometimes met with some resistance. In my last post, I argued that CROCI is an excellent alternative to ROI if you are looking for an even better financial ratio. It is betterContinue reading “3 alternatives to ROI in HR – Part 2”

3 alternatives to ROI in HR – Part 1

I argued in a blog last week that ROI is not always the answer for HR. I argued that if it was just about getting approval for a project then ROI was too complicated and time consuming. If on the other hand it is used to make better HR investment decisions and/or to evaluate HRContinue reading “3 alternatives to ROI in HR – Part 1”

A vision for HR

I was recently asked an interesting question by a friend about how the world looked like if my overall vision for HR was fulfilled. How, did he ask, would he be able to see the difference between now and the desired future. My overall vision for HR is that I want HR to be totallyContinue reading “A vision for HR”