Human Value Management: The Value-Adding Human Resource Management Strategy for the 1990s

Fitz-enz, Jac

ISBN 10: 1555422284 / ISBN 13: 9781555422288

Edité par Pfeiffer, 1991

A propos de cet article

N° de réf. du vendeur 3I5_13_1555422284

Détails bibliographiques

• Titre: Human Value Management: The Value-Adding Human Resource Management Strategy for the 1990s
• Éditeur: Pfeiffer
• Date de parution: 1991
• Langue: anglais
• ISBN à 10 chiffres: 1555422284
• ISBN à 13 chiffres: 9781555422288
• Reliure: Couverture rigide
• État de l'article: new

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Synopsis

In this book, Jac Fitz-enz demonstrates how human resource managers and practitioners can play a more integral and dynamic role in their company's growth by running human resources (HR) like a business. He shows how innovative HR departments around the world are increasing their influence within their organizations by moving beyond their traditional administrative role and practicing "human value management" - helping their companies to achieve important business objectives by using people's skills and talents to the best advantage.

Fitz-enz maintains that HR, if managed to add measurable value, is as essential to business success as accounting, sales, or production. He presents the simple, practical and cohesive HR strategy being used successfully in such companies as Gannett, Transamerica Insurance, Sun Microsystems, Merck, and Swiss Bank. And he shows how readers can apply this strategy to plan, design, deliver, and evaluate HR services in their companies to meet a range of challenges - including lowering operating costs, improving employee motivation and productivity, fostering innovation, and developing new employee skills.

The book provides a seven-step model for implementing human value management that will help HR professionals to: Refocus HR on the needs of its internal "customers" and "markets" - the individuals and groups within the company who use its services; Identify these needs and design and deliver HR services and products tailored to meet them; Eliminate all activites that do not directly contribute to company goals; Pinpoint eight key areas, from the marketing of HR services through effective service delivery, in which HR must succeed in order to add clear andconsistent value; andEvaluate HR's contribution to organizational performance by measuring its impact on productivity, quality, organizational effectiveness, and quality of work life.

À propos de l?auteur

Jac Fitz-enz, PhD, is widely regarded as the father of human capital strategic analysis and measurement. He founded the famous Saratoga Institute and published the first HR metrics in 1978 and the first international HR benchmarks in 1985. HR World cited him as one of the top five HR Management Gurus. IHRIM gave him its Chairman's Award for innovation, and SHRM chose him as one of the persons in the twentieth century who significantly changed what HR does and how it does it. He has authored twelve books and trained 90,000 managers in forty-six countries on strategic management and measurement. His book, The New HR Analytics, introduced predictive analytics to HR.