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首页> 外文学位 >The current state of quantitative measurement and cost benefit analysis in the human resource departments of large, publicly-held corporations.
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The current state of quantitative measurement and cost benefit analysis in the human resource departments of large, publicly-held corporations.

机译：大型上市公司人力资源部门的定量测量和成本收益分析的当前状态。

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摘要

Scope and method of study. The study examined the use of quantitative measurement and cost benefit analysis in human resource departments. Twenty nine human resource managers of large, publicly held corporations in the State of Oklahoma evaluated by Value Line Investment Survey were interviewed. Usage was explored in each of the following four subsystems within the human resource department: Training and Development, Staffing, Employee Relations, and Compensation and Benefits. Other items explored in the study include: the ability of human resource managers to measure benefits, quantification in new areas, automation in the department, human resource credibility and reasons why human resource personnel do not use more quantitative measurement and cost benefit analysis.; Findings and conclusions. Training programs are more likely to be measured subjectively than objectively. Few human resource managers are measuring training programs in terms of results. Participant feedback is the most often used method of measurement. Results of training programs are more likely to be presented to management in demographic terms than in economic terms. Training continues to be considered an expense rather than an investment by most companies, although a few companies are beginning to think of some training costs as investments. Few are measuring the benefits of their pre-employment testing programs and selection policies at this time but they are using quantitative measurement in a variety of studies related to staffing activities such as destaffing, learning curve associated with pre-employment tests and retention of employees from specific universities. Employee relations programs are monitored but actual cost benefit analysis is considered too difficult because there are so many variables involved. Companies are measuring job performance in new and different ways. Few human resource managers have developed their ability to measure the benefits of their training programs in economic terms. They are making quantitative measurement in a number of areas previously though to be unmeasurable or too difficult to measure. The computer is providing the human resource personnel an additional ability to perform quantitative measurement and cost benefit analysis. The human resource managers in this population perceived themselves as having more credibility than the marketing function and above the training and development function. There are varied reasons why human resource personnel have not used more quantitative measurement and cost benefit analysis. These include corporate cultural reasons such as reactive rather than proactive management, lack of management persuasion, inadequate manpower and insufficient time. Other reasons appear to be related to the human resource manager's skill level and orientation.
机译：研究范围和方法。这项研究检查了人力资源部门中定量测量和成本收益分析的使用。通过《价值线投资调查》评估了俄克拉荷马州大型上市公司的29名人力资源经理。在人力资源部门的以下四个子系统中的每个子系统中都研究了用法：培训和发展，人员配备，员工关系以及薪酬和福利。该研究探讨的其他项目包括：人力资源经理衡量收益的能力，新领域的量化，部门的自动化，人力资源信誉以及人力资源人员不使用更多定量度量和成本收益分析的原因。结论和结论。培训计划更可能是主观而非客观地衡量。很少有人力资源经理根据结果来衡量培训计划。参与者反馈是最常用的测量方法。培训计划的结果更有可能以人口统计而非经济的方式呈现给管理层。大多数公司仍然将培训视为支出而不是投资，尽管少数公司开始将培训成本视为投资。目前，很少有人在衡量其职前测试计划和policies选政策的收益，但他们在与人员配置活动相关的各种研究中使用了定量评估，例如人员配备，与职前测试相关的学习曲线以及员工的保留率。特定的大学。员工关系计划受到监控，但由于涉及太多变量，因此实际成本收益分析被认为过于困难。公司正在以新的和不同的方式衡量工作绩效。很少有人力资源经理发展出以经济角度衡量其培训计划的收益的能力。他们以前在许多领域进行定量测量，尽管这些测量无法测量或难以测量。计算机为人力资源人员提供了进行定量测量和成本效益分析的附加功能。该人群中的人力资源经理认为自己比市场营销职能和培训与发展职能更具信誉。人力资源人员没有使用更多的定量测量和成本收益分析的原因有多种。这些包括公司文化原因，例如被动管理而不是主动管理，缺乏管理说服力，人力不足和时间不足。其他原因似乎与人力资源经理的技能水平和方向有关。

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  • 作者

    Crane, Ruth Ann.;

  • 作者单位

    Oklahoma State University.;

  • 授予单位 Oklahoma State University.;
  • 学科 Education Adult and Continuing.; Psychology Industrial.
  • 学位 Ed.D.
  • 年度 1989
  • 页码 73 p.
  • 总页数 73
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 成人教育、业余教育;工业心理学;
  • 关键词

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