Mastering the Rules of Competitive Strategy: A Resource Guide for Managers blends selected historical lessons with modern business practice to provide a solid platform on which to understand, develop, and apply competitive business strategies. It identifies commonalities in culture and strategy among businesses that have successfully adapted to changing marketplaces and emerging competitors. The author defines nine distinct rules of strategy to implement in your own company to achieve the same level of success.
Each rule or chapter is supported with real-company examples, quick-tip guidelines, and applications. Each includes a Strategy Diagnostic Tool to provide a reliable performance measure that supports you in building, evaluating, and monitoring your business strategies. The book emphasizes developing your ability to think and act like a strategist. An outline of a Strategic Business Planin the Appendix provides a starting place for developing your strategies, as well as a format for presenting your ideas to management.
By deliberately and systematically following these nine enduring rules of competitive strategy you will overcome obstacles that have crushed other businesses. Integrating them into your business plans can increase your chances of triumphing over rivals who are looking to oust you from the marketplace.
This practical text presents a results-based approach to HR accountability, which explains how to:
Uncover and monitor the costs of HR programs
Develop programs emphasizing accountability
Collect data for evaluation
Measure the contribution of human resources
Calculate HR’s return on investment
This new edition is fully revised and updated to reflect developments in the field, such as the rise of talent management and the increased role of technology in HR measurement, and is supported with international examples throughout. New chapters have been added to address business alignment, HR scorecards, analytics maturity, and international applications of the methodology. Case studies, tool templates and lecture slides are provided as online supplements for HR practitioners and students.
Accountability in Human Resource Management 2nd Editionis a complete and detailed guide suitable for HR professionals and students on advanced human resource management courses.
'The Human Resources Scorecard' is essential for human resource executives, professionals, CEOs, CFOs, consultants, professors and other managers concerned with their businesses' bottom lines.
Jack J. Phillips, Ph.D. is a renowned expert of measurement and evaluation. He provides consulting services for Fortune 500 companies and workshops for major conference providers throughout the world. He is also an author or editor of more than 20 books and 100 articles.
Ron D. Stone is vice president and chief consulting officer for Performance Resources Organization. He is also director of the company's consulting practices in measurement and accountability. He has published numerous articles on the subject of ROI.
Patricia Pulliam Phillips is chairman and CEO of the Chelsea Group, a consulting and publishing organization that focuses on accountability issues in organizations. She works with organizations to implement measurement and evaluation processes.
This is an invaluable resource for those who are designing, managing, and evaluating performance management systems. It links performance management to strategy, and discusses it as an organizational culture change mechanism. The articles and other resources have been carefully selected to emphasize application, which makes this a practical "how to" sourcebook on all aspects of performance.
Also included are ready-to-use, fully reproducible handouts, questionnaires, transparency masters, and other materials to use in presentations and training.
Until 1760 ships routinely disappeared, ran aground, or sank because seafarers could not measure longitude. The cost in life and property was immense. Today, business faces a similar challenge, as the failure to measure human resources performance is just as costly and deadly to modern organizations.
Senior executives once considered HR a "soft," unavoidable cost of doing business, responsible for compensation, employee transactions, company functions, workforce problems, and legal issues. Three factors changed this perception: the significant impact of high-performance HR, the implications of poorly performing HR, and soaring HR operating expenses. These factors have led to an increased demand and focus on HR metrics.
Ultimate Performance approaches this challenge by providing clear, proven measurement solutions that will optimize the performance of people and businesses.