Model Group Financial Statements

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Book does NOT Deliver on the Promise

Some good points, but reads like a homework assigment

"The Five Stages of Human Capital Appraisal."

Excellent

A rigorous investment perspective of the human organization.

Delivering on the Promise: How to Attract, Manage and Retain Human Capital
Brian Friedman , James A. Hatch , and David M. Walker
Manufacturer: Free Press
ProductGroup: Book
Binding: Hardcover

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Creating Commitment: How to Attract and Retain Talented Employees by Building Relationships That Last

The Roi of Human Capital: Measuring the Economic Value of Employee Performance

ASIN: 0684856581

Amazon.com

After exploring strategic planning, TQM, and reengineering, many management consultants began seriously concentrating on the people who actually populate and drive the workplace--just as a tightening employment market makes it more difficult than ever to attract and retain a top staff. The consultants at Arthur Andersen, under a motto proclaiming they "realize the value of people," have been focusing on this so-called human capital side of business through a proprietary approach that's based upon their experiences with firms like Land Rover Vehicles, IBM, Mobil Oil, and the Ritz-Carlton Hotel Company. Previously offered only to clients, this methodology is now laid out for all to see (and use) in Delivering on the Promise: How to Attract, Manage, and Retain Human Capital. Partners Brian Friedman, James Hatch, and David M. Walker present a step-by-step exploration of the process and what it may mean to businesses in the future; along the way they explain how to evaluate existing personnel and personnel-related programs in relation to specific company goals and how to realign corporate focus whenever necessary. Individual chapters follow the five stages of human-capital development as identified in Anderson's "Five Squared" program: clarification, assessment, design, implementation, and monitoring. --Howard Rothman

Book Description

Business has long struggled with the notion of "human capital," but do companies really know the value of their people? All too frequently, companies lay off thousands of workers to boost share price while, at the same time, their annual reports promise that "people are our greatest asset!" Now, for the first time, human capital experts Brian Friedman, James Hatch, and David M. Walker show how companies can deliver on this promise. They reveal how Arthur Andersen's breakthrough five-stage framework, "Human Capital Appraisal," enables managers to measure, manage, and leverage their companies' investment in people.

The authors describe specifically how managers can evaluate the current effectiveness of a firm's human capital strategies and the efficiency of its current Human Resources programs. They explain how to measure the amount of time and money management spends to recruit, develop, and manage human resources. Then they focus on how a firm can assess the return on this investment, minimize risk, and leverage the value of its human capital resources. Finally, the authors demonstrate how such leading companies as Colgate Palmolive, The Chicago Tribune, Mobil Oil, The Body Shop, Holy Cross Hospital, Hyatt Hotels, IBM, and British Petroleum are realizing the value of their people through human capital programs. This unique, proven, and proprietary methodology makes this invaluable book required reading for every chief executive, human resources director, and line manager.

Download Description

Business has long struggled with the notion of "human capital", but do companies really know the value of their people? All too frequently, companies lay off thousands of workers to boost share price while, at the same time, their annual reports promise that "people are our greatest asset!" Now, for the first time, human capital experts Brian Friedman, James Hatch, and David M. Walker show how companies can deliver on this promise. They reveal how Arthur Andersen's breakthrough five-stage framework, "Human Capital Appraisal", enables managers to measure, manage, and leverage their companies' investment in people. The authors describe specifically how managers can evaluate the current effectiveness of a firm's human capital strategies and the efficiency of its current Human Resources programs. They explain how to measure the amount of time and money management spends to recruit, develop, and manage human resources. Then they focus on how a firm can assess the return on this investment, minimize risk, and leverage the value of its human capital resources. Finally, the authors demonstrate how such leading companies as Colgate Palmolive, The Chicago Tribune, Mobil Oil, The Body Shop, Holy Cross Hospital, Hyatt Hotels, IBM, and British Petroleum are realizing the value of their people through human capital programs. This unique, proven, and proprietary methodology makes this invaluable book required reading for every chief executive, human resources director, and line manager.

Customer Reviews:

Book does NOT Deliver on the Promise.......2007-06-18

If your are seriously interested in learning "How to Attract, Manage and Retain Human Capital" I would not spend time reading/skimming this book. It is a skin-deep look at the topic, and other than the notion that people are not "human resources to be consumed" but "human capital to invest in" there is little of note in this book. I heartily agree with the reviewer who notes that the book reads like a homework assignment written by accountants. If you are looking for sage advice on how to "Attract, Manage and Retain" (and Inspire) people to/in your organization, then I suggest you read biographies of great leaders, good literature, or books written by professionals in the field of organizational development and psychology. Books by folks like Peter Block, Steven Covey, or Peter Senge are much more useful and practical.

Some good points, but reads like a homework assigment.......2004-04-20

There is one quote here which is worth the book price: "people are the only asset that does not show up on the balance sheet". This is a great way to start a dialog about the value of people.

This book, written by a team from the then famous, and now infamous, "Arthur Anderson", includes the basic premise that people are a measurable asset, and like capital, should be looked at as an investment that can bring big returns.

The book is however surprisingly flat and dry. If you have little business or financial experience and are a human resources professional, then this is a decently sound introduction to looking at people as a measurable part of a business performance criteria. I really had no issue with the way the topic was laid out, or how they described the various stages needed to start a measurable process. It was what the book lacked though that I found disappointing.

It reads like it was written by accountants. Wait, I guess it was. That said, I felt that the book lacked passion and inspiration. When discussing people, and how to look at them for their potential, I expect more information that is aligned to psychology and motivation. This book does not deliver that way. I would predict that someone could do everything outlined in the book, and yet not achieve the results because of not "what" was presented, but "how".

In the end people want to work for a cause, not just for a living (Soul of the Firm - ServiceMaster CEO). Check out a few other books that are less technical, but will probably help get better results for your company including "Leadership and Self Deception", and "Theory R Management".

"The Five Stages of Human Capital Appraisal.".......2000-05-25

"Most companies have human resources personnel and various HR policies and programs", B. Friedman, J. Hatch, and D. M. Walker write, "but few companies know their value-or how to enhance it. In the view of too many corporate chiefs, HR managers are mere functionaries implementing programs that are no more than extra costs to be cut in times of trouble...Everyone in progressive organizations recognizes that the HR function must become more closely linked to strategy. As the HR function evolves from administrative to strategic, the question can be asked (and objectively answered), what are we doing to enhance the value of human capital in our organization? Although the effectiveness of the HR department is a part of this answer, it is only one part. Arthur Andersen has developed an approach that can help companies measure the value of all policies affecting human capital, and align these policies more closely to corporate goals. This method, which we can call 'Human Capital Appraisal', shows how companies can measure and increase the returns on their investments in people (p.39)."

In this context, they describe a series of necessary five stages in the management of human capital covering the five major human capital areas as (a). recruitment, retention, and retirement, (b). rewards and performance management, (c).career development, succession planning, and training, (d). organizational structure, and (e). human capital enablers, as follows:

1. Stage One - Clarification: In this stage, companies identify and confirm their overall business direction or strategy in the broadest sense of the terms.(for a detailed discussion of this stage see Chapter 4)

2. Stage Two - Assessment: In this stage, companies calculate the cost of investment in human capital, and the value employees place on this investment.(for a detailed discussion of this stage see Chapter 5)

3. Stage Three - Design: In this stage, companies begin to create programs that can yield better returns on human capital. (for a detailed discussion of this stage see Chapter 6)

4. Stage Four - Implementation: In this stage, companies put these proposed changes into practice. (for a detailed discussion of this stage see Chapter 7)

5. Stage Five - Monitoring: In this stage, companies check this new system. (for a detailed discussio of this stage see Chpter 8)

As conclusion, they argue that 'Human Capital Appraisal' is a holistic approach based on the two equally important dimensions of stages and areas-time and space. It is in the squaring of these elements that the real substance of human capital development can emerge. By following a sequence for enhancing human capital, and by ensuring coverage of all areas within each part of the sequence, companies can improve their returns on investment in this area-by far the most critical for companies today (p.45).

Strongly recommended for executives and HR professionals.

Excellent.......1999-07-02

A long-awaited book on the topic of Human Capital. A worthy investment

A rigorous investment perspective of the human organization........1998-07-23

The meaning of the term "human capital" is far from clearly established, but the authors press for the need to shift management's perspective of people from a supply or resource to being capital, requiring investment and valuation. With this view of organization as their springboard, the authors present a model for managing human capital that applies a five stage process to five broadly defined HR areas or functions. A central theme is that there must be a fit between human capital programs and strategy, along with a focus on cost and value.The aim of measuring the effectiveness of human capital remains a subject to be further explored in a sequel to this book. Overall, this is a worthy effort to create a more rigorous investment-oriented mindset for thinking about, and proactively addressing, the human dimension of organization.

Customer Reviews:

An excellent place to start learnng about warmblood breeds........1998-05-15

As a long time breeder of warmbloods and author of bloodline articles, I recommend this book to anyone considering breeding sport horses with European bloodlines. The book is well written and easy to follow. It covers each of the 'breeds' and the most successful performance lines, up to the publication date. The book is an excellent reference; however, the development of the top internationally successful horses today is proceeding at an incredible rate with new sires establishing themselves regularly. To keep current, breeders should subscribe to individual breed registries and/or the World Federation of Sport Horse Breeders through BCM in Holland. They produce an annual update on leading sires.

A must-have resource for anyone buying a Warmblood.......1998-01-26

As the owner of The Warmblood Connection, I refer buyers and prospective breeders to this book on a regular basis. The authors offer the most impartial information related to the different Warmblood breeds. The authors do an excellent job of presenting the significant Warmblood bloodlines (in terms of performance) and then tracking these bloodlines to stallions and mare already imported to the United States. This is a must-have resource for anyone who wants to purchase or breed Warmbloods. Karen Jackson

Book Description

Most texts on electromagnetic theory follow the classical approach of steady state solutions of Maxwell's equations. In Interstellar Propagation of Electromagnetic Signals, the authors, H. Harmuth and K. Lukin, point out the deficiencies in Maxwell's theory and present an exciting new way of obtaining transient or signals solutions.
This book can be used by researchers, graduate students and scientists in the areas of physics, astrophysics, astronomy and electromagnetic theory or electromagnetics.

Book Description

Who were "The Strange Ones"? In this fascinating study of heritage, Brenda Sullivan expands on her investigation of a "pre-San" race from her first book, "Spirit of the Rocks." She dismisses the theory that all rock art is the work of the Bushmen, based on her research that the San married outside their clans and thus roamed throughout sub-Saharan Africa for millennia.

The San refer to rock engravings as the work of their ancestors. Brenda Sullivan launches into a compelling study of the San bloodlines based on evidence of their wanderings and the knowledge that Africa was circumnavigated for the second time as early as 470 BCE at the request of the Carthaginian king, Xerxes.

She emphasizes the preservation of South African rock engravings. "In South Africa the emphasis on fertility, as evinced by the engraved symbols and figures recognizable as such by traditional healers and diviners, and the lack of rock engravings depicting scenes of violence or brutality, should awaken in a reader's mind the urgency of a universal need to respect Earth, our Mother - and to restore to harmony the things of this Earth, this Eden," says Sullivan.

Book Description

Let the good times roll in New Orleans, where folks are friendly, food is fabulous and drinks come in 'go cups'. Birthplace of jazz and the blues, the city blends European and Afro-Caribbean cultures unlike anyplace else on earth. With a savvy mix of selective reviews, Best of New Orleans fits the Big Easy squarely in your pocket.

• PLAN YOUR VISIT with handy fold-out maps, detailed itineraries, highlights and day trips that make exploring New Orleans a breeze

• SOAK IT UP savor the city's unique ambience on a French Quarter walking tour, on a Mississippi River cruise, at an above-ground cemetery or on a Bourbon St balcony

• EAT, EAT, EAT! savor unique Cajun and Creole gumbo and jambalaya, lengthy seven-course breakfasts, or ubiquitous crawfish - pinch da head, suck da tail

• SHAKE YOUR THING to world-class musicians at legendary bars and clubs, or among revelers at festivals like Mardi Gras and Jazz Fest - top entertainment tips throughout

• SLEEP IN STYLE in a manicured southern mansion, luxury high-rise, restored Creole town house, or charming Victorian inn - lodging options for all budgets

Book Description

1862, Missouri. Set against the action of Quantrills Raiders, Westward Expansion, Indians, and unrest over the Civil War, Charissa of the Overland tells the amazing, story of Charissa Pankhurst, A.K.A. Charlie Pankhurst.

Charissas parents died of typhoid. Southern zealots forced her much older husband and her to hide out and live in caves in the Ozarks. Her husband was mercifully shot when he contracted rabies, and the young wounded Union soldier Charissa met while living in the caves was hunted down and hung by Quantrills Raiders. Feeling it her duty to tell the young mans parents, she risked her life to get to their farm. This was Charissas journey of change. At he farm, needing to take control of her life, she vowed to kill Quantrill. There, sixteen-year-old Charissa clipped her hair and cast aside her calico skirts to morph into Charlie, a young man with freedom a woman could never knowthen struck out for an adventure-filled life on the rough frontier.

Intending to follow through on her vow, Charlie joins the raiders, and meets Quantrills young wife, Kate, and Doctor Benson. Kate immediately knows Charlies secret, but keeps it because she wants a female friend to talk to. Doc Benson knows too, but his business is doctoring and getting to Texas. Charlie helps the good doctor, breaks horses for Quantrill and learns to drive a buckboard. Eventually Kate tells her husband about Charlie, and he too keeps the secret from his men, because he loves his wife. Charlie cannot kill Quantrill and leaves the Raiders instead. Charlie begins to work with a 16-mule team operation, does a stint as a horse jockey, becomes a jerk-line freighter, and eventually drives the big, Concord stagecoaches across the West.

Charlies relationships with men and women exhibit humor as Charissa perfects her walk, tobacco chewing and spitting expertise. They reach memorable proportions when squaws capture Charlie spying on their ceremony and prepare to castrate him, only to discover his secret. The women collapse laughing and Charissa makes her escape. Later, Charlie becomes a very close to her freight-hauling boss, and is certain that he knows she is a woman when he announces that he has a proposition to put forth. Sure that he will propose marriage, Charissa buys a velvet dress for her unveiling. But she is mistaken. His proposition is an offer to Charlie for half of the business. Those who met Charlie early and recognized that he was a girl in disguise, kept the secret, did not question his motivation, and offered suggestions for appearance improvement. Charissa listened well!

Novel Type: Historical/Relationships ** Primary Audience: Boys & Girls ** Interest Level: Grades 8 up; 14 years and up ** Author Style: Narrative ** Mood: Serious ***

Customer Reviews:

Great Book.......2007-01-12

I loved this book alot. A enjoyable read. I like the early west era and what women had to do to survive.

Customer Reviews:

CPA learns money management -- the hard way........1999-05-08

This books is valuable whether your debt problems stem from overuse of consumer credit cards or not. It is packed with wise advice and actual case histories of people who have done a turnaround financially. The best case study is that of the author himself -- a fast-track CPA enjoying one mortgage, two cars, and multiple credit cards. Somehow his training didn't give him a clue as to why he couldn't pay his monthly bills. One day he had to move himself (and wife and kids) back in with his parents. The ten principles (mostly derived from Bible study) that he used to climb out of the hole are well-explained, and the book includes helpful forms and strategies for achieving financial stability. This is a good, practical self-help book, and the Christian perspective is interesting too.

Book Description

This book tells the story of how successive administrations-Kennedy, Johnson, Nixon, and Ford-tried to maintain the confidence of its NATO ally, Portugal, while facilitating the process of decolonization in Angola and Mozambique. Ultimately becoming an epic battle of democracy versus dictatorship, African nationalism versus geo-strategic pre-eminence, and East versus West, this book, largely based on primary sources, tells the story of one of the Cold War's most intense confrontations.

Customer Reviews:

Accurate and informative.......2004-10-28

A very interesting book about the US relations with Portugal from Kennedy to Ford administrations.

Book Description

The concept of National Systems of Innovation was introduced as a method to describe the various elements which contribute to innovation performance and their interaction. Most analyses refer to the description of the structures of specific countries, whereas the comparison of different countries generally fails due to the inconsistency of information sources or the lack of specific data. In this book, the innovation structures of a broad set of countries are compared on the basis of various indicators. In particular, the topics of public and private R+D and their internationalisation, of scientific and technological performance, of innovation activities in manufacturing and services, of foreign trade, of technology-based start-ups, and ICT infrastructure are examined in detail. A further relevant area of investigation is higher education and highly skilled employment, and finally trends in innovation policy are presented in an international comparison. The book documents major elements of the joint work of eight leading German institutes, elaborated in the context of a regular annual report on Germany's technological performance. It provides much more than the pure compilation of quantitative indicators for international benchmarking, but gives support to an appropriate interpretation of the referring results and suggests relevant conclusions for innovation policy. A special focus is on Germany; so the book also aims at non-German readers interested in specific features of the German innovation system.

Germany's Technological Performance (ZEW Economic Studies)

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Germany's Technological Performance (ZEW Economic Studies)
H. Legler , G. Licht , and A. Spielkamp
Manufacturer: Physica-Verlag Heidelberg
ProductGroup: Book
Binding: Paperback

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ASIN: 3790812811

Book Description

The research results presented in this book are part of the continuous reporting on the technological performance of the German economy. The indicators of technological performance show a high efficiency of the German innovation system in the short term. With respect to the medium and longer term, however, the expansion of the R&D-intensive sectors, R&D activities in general and start-ups do not seem to be strong enough, and the service sector lacks prominent features in international comparison. While there are potentials, they are not sufficiently being mobilised. The strength of the German innovation system lies in advanced technologies. But Germany is also the technological leader in some areas. Being a "fast follower" by quickly integrating new technologies in innovative products and processes should prove a successful strategy. Innovation policy should promote solutions in all parts of the economy and society.

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