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dc.contributor.authorCollier, Danielle
dc.contributor.authorZheng, Helen
dc.date.accessioned2020-11-17T15:58:17Z
dc.date.available2020-11-17T15:58:17Z
dc.date.issued2016-10-01
dc.identifier.other9568670
dc.identifier.urihttps://hdl.handle.net/1813/74479
dc.description.abstractCompanies must think carefully about what types of measures they will use to understand employee performance. Most results measures track what goes on within a function, not what happens across functions, and getting people from different functions on a team to speak a common language can be difficult. These measures tend to vary significantly across different companies and industries. In order to best evaluate the performance of employees, it is imperative to: Develop measures that make sense for your business and the impact your employees have. Understand how to properly evaluate interventions in meaningful ways. Share this information in a practical and clear tool like the balanced scorecard.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: Copyright held by the authors.
dc.subjecthuman resources
dc.subjectbusiness strategy
dc.subjectHR intervention
dc.subjectfunction
dc.subjecthigh performers
dc.subjectstrategy
dc.subjectHR strategy
dc.subjecthigh impact HR
dc.subjectbalanced scorecard
dc.subjectemployee performance
dc.subjectperformance management
dc.titleWhat are some Effective HR Measures that can be Built out of Existing HR or Business Strategies to Measure the Impact and Success of HR Intervention?
dc.typearticle
dc.description.legacydownloadsWhat_Are_Some_Effective_HR_Measures_That_Can_be_Built_Out_of_Existing_HR.pdf: 669 downloads, before Oct. 1, 2020.
local.authorAffiliationCollier, Danielle: Cornell University
local.authorAffiliationZheng, Helen: Cornell University


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