February 2009
Intermediate to advanced
336 pages
7h 14m
English
book
The ROI of Human Capital: Measuring the Economic Value of Employee Performance, Second Edition
by Jac Fitz-enz
Content preview from The ROI of Human Capital: Measuring the Economic Value of Employee Performance, Second Edition
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PREDICTIVE ANALYTICS: LEADING INDICATORS AND INTANGIBLE METRICS 201
quirement is that when you conduct an employee survey,
you provide prompt feedback to the respondents. If you are
not committed to dealing with uncomfortable information
from below, don’t ask for it.
Indirec t S ign
There is another two-part indicator that is not necessarily a
direct leading metric but is useful to monitor and stimulate
action before a major loss occurs. It is the depletion rate and
cost. I already discussed the separation rate in Chapter 2 as
part of the human capital enterprise scorecard. Now I want
to take another look at it as a leading indicator. I grant that
the separation rate is an indicator of past action. The em-
ployees have voted with their feet already.
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O’Reilly covers everything we've got, with content to help us build a world-class technology community, upgrade the capabilities and competencies of our teams, and improve overall team performance as well as their engagement.Julian F.
I wanted to learn C and C++, but it didn't click for me until I picked up an O'Reilly book. When I went on the O’Reilly platform, I was astonished to find all the books there, plus live events and sandboxes so you could play around with the technology.Addison B.
I’ve been on the O’Reilly platform for more than eight years. I use a couple of learning platforms, but I'm on O'Reilly more than anybody else. When you're there, you start learning. I'm never disappointed.Amir M.
I'm always learning. So when I got on to O'Reilly, I was like a kid in a candy store. There are playlists. There are answers. There's on-demand training. It's worth its weight in gold, in terms of what it allows me to do.