Separate jobs into three or four buckets based on their impact (low, moderate or high) on a handful of high-level corporate objectives such as revenue growth. Combine this with rating employees — A player, B player or C player, for example — based on their job performance. This dual-rating system can provide valuable insights into human capital deployment and compensation. For example, it can help companies ensure that they are optimizing deployment of their HR assets by assigning A players to high-impact positions.
Author: Eric Krell
Source: Human Capital Management: How CFOs Manage Investments In Their Company’s Biggest Asset
Original Publication: Business Finance
Subject: Human Resources
Source: Human Capital Management: How CFOs Manage Investments In Their Company’s Biggest Asset
Original Publication: Business Finance
Subject: Human Resources
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