The Consultant's Scorecard: Tracking Results and Bottom-Line Impact of Consulting Projects

Business & Money

Jack J. Phillips

Industries

McGraw=Hill

The Human Resources Scorecard: Measuring the Return on Investment (Improving Human Performance)

Patricia Phillips

Ron Stone

Routledge

Return On Investment In Training And Performance Improvement Programs

Retention is becoming one of the most pressing concerns of employers worldwide. This book provides an overview of talent retention and defines retention and turnover in very specific measures. It explores the full impact of talent departure and most important it offers proven solutions to talent retention. The book clearly shows how to forecast the ROI of talent retention solutions and how to capture the actual ROI after the solution was implemented. This is a practical book providing an ROI approach to HR managers and practitioners.

Managing Talent Retention: An ROI Approach

Human Resources

Pfeiffer

Value for Money: How to Show the Value for Money for All Types of Projects and Programs in Governments, Non-Governmental Organizations, Nonprofits, and Businesses

Patricia Pullman Phillips

Gina Paone

Cyndi Huff Gaudet

Scrivener Publishing

The Phillips ROI MethodologyT utilizes five levels of evaluation, which are essential in determining the return on investment. At Level 1 - Reaction and Planned Action, attendee and stakeholder satisfaction from the meeting can be measured. Almost all organizations evaluate at Level 1, usually with a generic, end-of-meeting questionnaire. While this level of evaluation is important as a "stakeholder" satisfaction measure, a favorable reaction does not ensure that attendees have acquired new skills, knowledge, opinions or attitudes from the meeting. At Level 2 - Learning, measurements focus on what participants learned during the meeting using tests, skill practices, role-plays, simulations, group evaluations, and other assessment tools. A learning check is helpful to ensure that attendees have absorbed the meeting material or messages and know how to use or apply it properly. It is also important at this level to determine the quantity and quality of new professional contacts acquired and whether existing professional contacts were strengthened due to the meeting. However, a positive measure at this level is no guarantee that what was learned or whether the professional contacts acquired will be used on the job. At Level 3 - Job Applications, a variety of follow-up methods can be used to determine if attendees applied on the job what they learned or acquired at the meeting. The frequency and use of skills are important measures at Level 3. While Level 3 evaluations are important to gauge the success of the meeting, it still does not guarantee that there will be a positive business impact in the organization or for the attendee. At Level 4 - Business Results, the measurement focuses on the actual business results achieved by meeting participants as they successfully apply the meeting material or messages. Typical Level 4 measures include output, sales, quality, costs, time and customer satisfaction. Although the meeting may produce a measurable business impact, there is still a concern that the meeting may cost too much. At Level 5 - Return on Investment, this ultimate level of measurement compares the monetary benefits from the meeting with the fully-loaded meeting costs as expressed in the ROI formula. All levels of evaluation must be conducted in order to determine the ROI of a meeting or event. The data collected should show a chain of impact occurring through the levels as the skills and knowledge learned (Level 2) are applied on the job (Level 3) to produce business results (Level 4). * Introduces and demonstrates Jack J. Phillips's well-established ROI measurement methodology * Addresses the growing demands from stakeholders to prove the value of meetings through data * Endorsed by MPI (Meeting Professionals International)

Return on Investment in Meetings and Events: Tools and Techniques to Measure the Success of all Types of Meetings and Events

Patricia Pulliam Phillips

M. Theresa Breining

The Value of Learning is a hands-on guide for the implementation of learning and development programs that can be applied across all types of programs, ranging from leadership development to basic skills training for new employees. In this book, Patti Phillips and Jack J. Phillips offer a proven approach to measurement and evaluation for learning and development that can be replicated throughout an organization, enable comparisons of results from one program to another, and ultimately improve ROI.

The Value of Learning: How Organizations Capture Value and ROI and Translate It into Support, Improvement, and Funds

Management & Leadership

Pfeiffer & Co.

Investing in Your Company's Human Capital: Strategies to Avoid Spending Too Little -- or Too Much

Foreword by Jac Fitz-enz, author of The ROI of Human Capital 
The importance of an organization's human capital -- its people -- cannot be overstated or overlooked, but like any other asset, it must be carefully managed and monitored. The people in a company reflect the investment not only of money, but also of the time dedicated to developing and executing projects and programs. Investing in Your Company's Human Capital presents five strategies for establishing appropriate levels of investment -- monetary and otherwise -- in workforce initiatives. The book addresses four overarching questions: 
* How much should we invest in human capital, and is it possible to spend too much? * Why is it important to invest (and invest properly) in human capital? * What measures should be monitored? (the author identifies 24) * What are the roles of the CEO and other executives and senior team members? 
A practical approach to an often mishandled asset, Investing in Your Company's Human Capital is a valuable tool for driving any enterprise's bottom line.

Investing In Your Company's Human Capital: Strategies To Avoid Spending Too Little--Or Too Much

Amacom Books

Handbook Of Training Evaluation And Measurement Methods

Portable and powerful! The Boxed Set provides a great variety of fresh activities that add sparkle to presentations and foster the transfer of learning. This compact, portable collection of 240 activities helps groups focus on: <ul>
<li>Values</li> <li>Listening</li> <li>Awareness</li> <li>Power</li> <li>Motivation</li> <li>Leadership</li> <li>Trust</li> <li>Consensus . . . and much more!</li> </ul>
Each structured experience is: <ul>
<li>Easy to use?for each activity, you are given the goals, group size, time and materials needed, variations, instructions, and suggestions for further reading when appropriate.</li> <li>Adaptable?you can quickly modify activities to meet your specific needs.</li> </ul>
With this ready resource you will have a super array of training tools at your fingertips. Order yours today!

Handbook of Training Evaluation and Measurement Methods

Meet the demands of a competitive worldwide competitive economy. Discover the relevance of these 16 global HRD trends to your organization: * Strategy and training * Needs assessment and analysis * Performance improvement * Corporate universities * Training and delivery * Shared responsibilities * Systematic evaluation * Measuring the return on investment (ROI) * Training costs * Profit centers * Budgeting * Learning objectives * Management partnerships * Technology * Global training programs * Outsourcing Jack Phillips noticed something while consulting for organizations all over the world. He discovered that training and development departments - even though they are in different countries - experience many of the same issues and challenges. He recognized and then researched, sixteen critical global HRD trends. These sixteen noteworthy trends were formulated by surveying thirty-five organizations in various industrialized countries, as well as actually working with training and development departments across the globe. This firsthand global HRD experience verified and brought to life the trends. As a result of the author's investigation, 'HRD Trends Worldwide' outlines each HRD trend and helps you thoroughly understand them all and, more importantly, put them to good use. This text presents the survey results and explains each trend through examples and evidence. To help you work with the trends, the text provides an examination of each trend's potential impact on your training and performance improvement functions. Every HRD and training and development professional interested in meeting the demands of a competitive worldwide economy should make reading this book a priority.

HRD Trends Worldwide: Shared Solutions to Compete in a Global Economy (Improving Human Performance)

International

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Books by Jack J. Phillips