EEA Class 5 on Metrics and ROI Demonstrates Need for More Measurement

This formal session in the Enterprise Engagement Alliance curriculum and certification program on program design and measurement provides an overview of the major metrics and return-on-investment measurement tools for engagement processes, starting with a panel discussion with experts  Allan Schweyer, Senior Research Consultant, Center for Human Capital Innovation, and Chief Research Advisor and Todd Hanson, President, Catalyst Performance Group, an early leader in return-on-investment measures.

• The measurement of human resources and other engagement tactics remain early stage.
• While there are many commonly accepted practices for measuring the quantitative and qualitative return-on-investment of engagement and related efforts, most organizations do little more than measure the level of engagement in their human resources or incentive efforts.
• The pressure for measurement will grow as more organizations recognize that people are an investment and should be managed as such--i.e., with some element of return-on-investment measurement in mind. ISO 30414 Human Capital Standards provide a practical way of managing to metrics that can have a direct impact on profits.
• The Master Measurement Model, available from the Incentive Resource Foundation provides a simple statistical process control any organization can use to measure the ROI of any type of program.
• The ROI Institute offers a methodology for measuring the impact of almost any type of engagement or related human resources effort that in fact can be applied to marketing and other business practices as well.

• Founded in 2008, the Enterprise Engagement Alliance provides outreach, learning and certification in Enterprise Engagement, an implementation process for the “S” or Social of Stakeholder Capitalism and Human Capital Management and measurement of engagement across the organization.
• The Enterprise Engagement Alliance provides a training and certification program for business leaders, practitioners, and solution providers, as well as executive briefings and human capital gap analyses for senior leaders.
• The EEA produces an education program for CFOs for the CFO.University training program on Human Capital Management.
• Join the EEA to become a leader in the implementation of the “S” of ESG and Stakeholder Capitalism. 

• The ESM information portal and The Enterprise Engagement Advisors Network solution provider marketplace cover all aspects of stakeholder engagement, and the EEA information library lists dozens of resources.
• The RRN information portal and Brand Media Coalition marketplace address the use of brands for gifting, incentives, recognition, and promotions. The BMC information library provides information and research resources.

• Enterprise Engagement for CEOs: The Little Blue Book for People-Centric Capitalists. A quick guide for CEOs.
• Enterprise Engagement: The Roadmap 5th Edition implementation guide. A comprehensive textbook for practitioners, academics, and students.

• Organizations of all types develop strategic Stakeholder Capitalism and Enterprise Engagement processes and human capital management and reporting strategies; conduct human capital gap analyses; design and implement strategic human capital management and reporting plans that address DEI (Diversity, Equity, and Inclusion), and assist with managed outsourcing of engagement products and services.
• Human resources, sales and marketing solution providers profit from the emerging discipline of human capital management and ROI of engagement through training and marketing services.
• Investors make sense of human capital reporting by public companies.
• Buyers and sellers of companies in the engagement space or business owners or buyers who seek to account for human capital in their mergers and acquistions. 

Click here for complete information on Enterprise Engagement Alliance benefits and to join.