Ultimate Performance: Measuring Human Resources at Work

The Human Capital Blueprint™

When evaluating the individual human capital performance, it’s often difficult to maintain consistent input data that remains uniform throughout the information gathering process. For example, if you have a group of 20 mountaineers who set out to climb Mount Everest, there are several objectives to meet in order to accomplish that mission. One of the first and most important steps is to ensure that the climbers have supplies before they embark on their climb. The supply objective is critical to meeting other objectives that will lead to the completion of the goal, which is reaching the summit of Mount Everest.

This obviously takes some coordination, and meeting this objective requires significant discussion among all 20 climbers. If that’s the case, then the outcome is that they will have 100 percent of the supplies they need when they reach the base of the mountain. However, there may have been unforeseen circumstances or a communication breakdown, perhaps forgetting some supplies or someone missing the rendezvous point, which will result in a less than perfect outcome.

Climbing Mount Everest is a very expensive endeavor, so let’s assume that the mountaineers are well-funded and purchase the additional necessary supplies at the bottom of the mountain, assuming they are available. The outcome would be that they garnered all necessary supplies, but did so at a greater expense than if they had been able to craft a perfect packing list, communicate it ...