Uncover and Monitor the Costs of Human Resource Programs.DUBLIN Dublin, city, Republic of Ireland Dublin, Irish Baile Átha Cliath, county borough (1991 pop. 915,516), Leinster, capital of the Republic of Ireland, on Dublin Bay at the mouth of the Liffey River. , Ireland Ireland, Irish Eire (âr`ə) [to it are related the poetic Erin and perhaps the Latin Hibernia], island, 32,598 sq mi (84,429 sq km), second largest of the British Isles. -- Research and Markets (http://www.researchandmarkets.com/reports/c70218) has announced the addition of "Accountability in Human Resource Management" to their offering. Techniques for evaluating the human resource function, and measuring its bottom-line bot·tom-line adj. 1. Concerned exclusively with costs and profits: bottom-line issues. 2. Ruthlessly realistic; pragmatic: a bottom-line political strategy. contribution. This guide develops a results-based approach to human resources The fancy word for "people." The human resources department within an organization, years ago known as the "personnel department," manages the administrative aspects of the employees. that keeps an eye on the bottom line. Based on actual experiences, accepted practices, and a strong 10-year research base, it clearly shows you how to: Uncover and monitor the costs of human resource (HR) programs Develop programs emphasizing accountability Design data-collection instruments for evaluation Measure the contribution of human resources Calculate the return on investment Elevate el·e·vate tr.v. ele·vat·ed, ele·vat·ing, ele·vates 1. To move (something) to a higher place or position from a lower one; lift. 2. To increase the amplitude, intensity, or volume of. 3. management's commitment to HR programs Phillips' nine-step, results-based human resource model helps you analyze, create, and execute successful HR programs. In addition, you'll you'll Contraction of you will. you'll you will or you shall you'll will find a Human Resources Effectiveness Index you can use to measure the overall effectiveness of HR performance. A benchmarking chapter assists you in comparing your success against other organizations. HR professionals, top- top- pref. Variant of topo-. and middle-level adj. 1. intermediate in rank or position; as, middle-level management s>. Adj. 1. middle-level - intermediate in rank or position; "middle-level management" inferior - of or characteristic of low rank or importance managers, and students of human resources management will find this book an invaluable resource in which each technique and idea has been tested and proven in actual practice. 'Accountability in Human Resource Management' develops a results-based approach to human resources that keeps an eye on the bottom line. Based on actual experiences, accepted practices, and a strong 10-year research base, it clearly shows you how to: - Uncover and monitor the costs of human resource (HR) programs - Develop programs emphasizing accountability - Design data-collection instruments for evaluation - Measure the contribution of human resources - Calculate the return on investment - Elevate management's commitment to HR programs Phillips' nine-step, results-based human resource model helps you analyze, create, and execute successful HR programs. In addition, you'll find a Human Resources Effectiveness Index you can use to measure the overall effectiveness of HR performance. A benchmarking chapter assists you in comparing your success against other organizations. HR professionals, top- and middle-level managers, and students of human resources management will find this book an invaluable resource in which each technique and idea has been tested and proven in actual practice. For more information, visit http://www.researchandmarkets.com/reports/c70218 |
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