My second take-away from the workforce analytics case-studies and conferences I have heard, attended and experience over the last year is what I call the
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
ROI has become such a buzz-word for HR practitioners and not least for HR consultants. You cannot read an article, a book or a blog
I sometimes get asked; why measure Human Capital ROI? This is simple; to be more efficient and more effective and ultimately to add more value.
Lets face it – most companies don’t measure ROI on their Talent Management programs. Perhaps this is because they don’t know how to, that they
ROI (Return On Investment) has become the tool which HR increasingly use to show that they are adding value to the company’s bottom line. And