The ROI of Human Capital: Measuring the Economic Value of Employee Performance
By L. Brazen. 2004
466 citations recorded by the source corpus.
Subfields: Strategy and Management
View Paper: https://www.semanticscholar.org/paper/f06f3f1d6de37f486cba43967eafee65392af2fc
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In Strategy and Management
Citations in the corpus
- The Evolution of Capital Theory: A Critique of a Theory of Social Capital and Implications for HRD (2002, background): “…CAPITAL THEORY 475 knowledge economy has placed the employee at the center of analysis (Blundell et al., 1999; Davenport, 1999; Dess & Picken, 2000; Fitz-enz, 2000; Senge, 1990), the discipline of accounting has been sorely tested to accurately value business organizations (Blair & Kochan, 2000;…”
- Human capital theory: implications for human resource development (2004, background): “Fitz-Enz (2000), observed that peoples’ intelligence, their fulfilling work energy, positive attitude, reliability, commitment, ability to learn, aptitude, imagination, creativity, and motivation to share information and knowledge make a difference that leads to innovation and process capital which…”
- The relationship between learner utility reactions and predicted learning transfer among trainees (2002, background): “The challenge has been and continues to be that Human Resource Development (HRD) professionals must better demonstrate strategic (Huselid et al., 2001; Swanson and Holton, 1999) and bottom-line impact (Fitz-Enz, 2000; Phillips, 1997; Swanson, 2000).”
- Human Capital Reporting in a Developing Nation (2004, unknown): “…data; skills and technical ability; personal traits such as intelligence, energy, attitude, reliability, and commitment; ability to learn, including aptitude, imagination and creativity; and, the desire to share information, participate in a team and focus on the goals of the firm (Fitz-enz, 2000).”