Successfully reported this slideshow.
Converting Intangibles to Tangibles<br />Quantifying Intervention Benefits<br />Presented by:<br />Jennifer Moss, Ph.D.<br...
Summary<br />What we’ll cover<br />Human Capital Investment<br />Case Study<br />Intangible and Tangible Benefits<br />Con...
Learning and Development Investment<br />U.S. organizations spent $134.39 billion on employee learning and development in ...
Case Study<br />Human capital investments frequently have soft skill and technical skill components<br />Couple recent exa...
Intangible and Tangible<br />Intangible – incapable of being perceived<br />Tangible – treated as fact, real or concrete<b...
Intervention Benefits<br />
Hard and Soft Data Tangibles<br />Hard Data<br />Traditional measures<br />Objective<br />Easy to convert to dollars<br />...
Conversion Strategies<br />Output to contribution<br />Cost of high and low quality<br />Convert using employee time<br />...
Conversion Strategies<br />
Summary<br />What we covered<br />WLP Investment<br />Case Study<br />Intangible and Tangible Benefits<br />Conversion Str...
Contact Information<br />Bellevue University’s Human Capital Lab<br />http://www.humancapitallab.org/<br />Jennifer Moss, ...
Upcoming SlideShare
Loading in …5
×

Converting intangibles to tangibles 09

1,676 views

Published on

Published in: Business, Technology
  • Be the first to comment

  • Be the first to like this

Converting intangibles to tangibles 09

  1. 1. Converting Intangibles to Tangibles<br />Quantifying Intervention Benefits<br />Presented by:<br />Jennifer Moss, Ph.D.<br />Joe Hare, MS, PMP, CPLP<br />
  2. 2. Summary<br />What we’ll cover<br />Human Capital Investment<br />Case Study<br />Intangible and Tangible Benefits<br />Conversion Strategies<br />
  3. 3. Learning and Development Investment<br />U.S. organizations spent $134.39 billion on employee learning and development in 2007<br />Average direct learning expenditure per employee was $1,103 per employee in 2007<br />Increasingly, learning leaders are expected to articulate the benefits and quantify if possible<br />Less than 5% of organizations actually measure intervention effectiveness<br />
  4. 4. Case Study<br />Human capital investments frequently have soft skill and technical skill components<br />Couple recent examples<br />
  5. 5. Intangible and Tangible<br />Intangible – incapable of being perceived<br />Tangible – treated as fact, real or concrete<br />
  6. 6. Intervention Benefits<br />
  7. 7. Hard and Soft Data Tangibles<br />Hard Data<br />Traditional measures<br />Objective<br />Easy to convert to dollars<br />Output<br />Quality<br />Cost<br />Time<br />Soft Data<br />Often subjective<br />Difficult to measure<br />More difficult to convert to dollars<br />Usually less credible and more contentious<br />
  8. 8. Conversion Strategies<br />Output to contribution<br />Cost of high and low quality<br />Convert using employee time<br />Historical costs<br />Expert estimates<br />Industry data sources<br />Participant estimates<br />Linkage to other measures<br />Supervisor estimates<br />Training staff estimates<br />
  9. 9. Conversion Strategies<br />
  10. 10. Summary<br />What we covered<br />WLP Investment<br />Case Study<br />Intangible and Tangible Benefits<br />Conversion Strategies<br />
  11. 11. Contact Information<br />Bellevue University’s Human Capital Lab<br />http://www.humancapitallab.org/<br />Jennifer Moss, Ph.D, Lab Director<br />Jennifer.moss@bellevue.edu<br />Joe Hare, PMP, CPLP, Research Analyst<br />Joe.hare@bellevue.edu<br />

×