It is now possible to trim down HR Metrics, and make them universal across industries and professions, to create a level play ground for all the staff; and to improve on the observed values steadily until people value is optimised, for sustained organisational growth, as well as liquefy the value of the business environment

1. +234-703-430-2486
The Natural Order:
Globalisation of HR Metrics to Optimise
People Value for Sustained Organisational
Growth and a Liquefied Business
View
my profile Environment
Keywords: Sustenance, Data, Metrics, Ratings, Psychology, Behaviourism,
Philosophy, Physics, “Universal History”, “Nature’s Secret Plan”
By
Peter Anyebe
WordPress
AGAPE
Google Me
CONSULTANTS
16th November, 2012

2. +234-703-430-2486
The Natural Order:
A Globalisation of HR Metrics to Optimise
People Value for Sustained Organisational
Growth and a Liquefied Business Environment
By
Peter Anyebe
Abstract
The Agape Research sought to put a value on people uniquely, against the
background of the wave model. And then to demonstrate that any observed
shortfall can be improved upon, to optimise the people value.
Fourteen, 14 factors are identified; re-grouped into four, 4 sets of four, 4
three, 3 three, 3 and four, 4 items; to reconstruct the human analogue of the
wave.
The productivity model is presented as the outcome of the necessary
negotiation to resolve the conflict between soul and belly. The system of
values that is derived in the process, translates into the creation of value that
includes organisational value, ROI and the value of the business
environment, EB.
Then, to improve upon organisational value and the value of the business
environment, it would be sufficient to optimise the people value, by way of
standardising the system of values, to approximate the natural order, N-O.
The feasibility of this approach is rooted in the capacity to measure the
system of values on the Rn-Kit, Pc-Kit, Vc-Kit and the √n-Kit; since what
gets measured gets done.
The research expands the current popular
domain of psychology from its emphasis on
behaviour, to include its complement,
phenomenology; which was the original domain
from the beginning.
View my profile Google Me WordPress

3. +234-703-430-2486
The Natural Order:
A Globalisation of HR Metrics to Optimise People
Value for Sustained Organisational Growth and a
Liquefied Business Environment
By
Peter Anyebe
1.00 Preamble
The Agape Research sought to do as follows:
Put a value on people
Optimise the value
It was guided by the principles expressed in the following quotes:
In any population of self-reproducing organisms, there will be
variations in the genetic material and upbringing that different
individuals have.
These differences will mean that some individuals are better able than
others to draw the right conclusions about the world around them and
to act accordingly.
These individuals will be more likely to survive and reproduce and so
their pattern of behaviour and thought will come to dominate.
Stephen Hawking on
Charles Darwin’s natural selection
Thirty-one years ago Dick Feynman told me about his 'sum over
histories' version of quantum mechanics. "The electron does anything
it likes," he said. "It just goes in any direction, at any speed, forward
and backward in time, however it likes, and then you add up the
amplitudes and it gives you the wave function." I said to him "You're
crazy." But he isn't.
Freeman Dyson, 1980
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4. The history of mankind can be seen, in the large, as the realization of
nature’s secret plan to bring forth a perfectly constituted state as the
only condition in which the capacities of mankind can be fully
developed, and also bring forth that external relation among states which
is perfectly adequate to this end.
A philosophical attempt to work out a universal history according to a
natural plan directed to achieving the civic union of the human race
must be regarded as possible and, indeed, as contributing to this end of
nature.
Immanuel Kant
All science rests upon and begins with
accurate description and measurement
Whatever exists, exists in some quantity
and can, in principle, be measured
The only things that can be known for sure
are those that can be measured
Thorndike, E. L. (1874 – 1949)
To put a value on people therefore an operational definition was sought for, the
individuals that are better able than others to draw the right conclusions about the world
around them and to act accordingly; who would be more likely to survive and reproduce,
and whose pattern of behaviour and thought would then come to dominate. Following
Dyson’s rendition of Feynman, these individuals would be observed to be doing
anything they like; they would be seen to be going just in any direction, at any speed,
forward and backward in time, however they like. But when their lives are added up,
the whole would give the wave function (The natural order, N-O?).
According to Thorndike, if this type of person existed, then they must exist in some
quantity and can, in principle, be measured. And because whatever gets measured
gets done, it would be possible to optimise those who fall short of this standard.
Immanuel Kant showed the direction in which to look, for the methodology for
optimisation, when he concluded that nature was working out a secret plan in a
universal history.

5. 2.00 People Value
When the histories of knowledge and production are taken together, a meeting point
is found in, process. Following six sigma, 6σ when process is standardized to
maturation, then production is optimized. This is when process approximates the
natural order, N-O exactly. Hawking made allusions to this system of order when he
simulated the universe, to derive a shape that is a replica of the earth. These thoughts
are summarized in the following dictum:
A God who is self-contained,
Created a universe that is self-contained;
And expects humans to become self-contained,
So they can make institutions that are also self-contained
Then the task of putting a value on people was reduced to the following three, 3 steps:
Find the analogue of the wave, with regards to humans
Define the size of the person, from the analogue.
Identify their location, accordingly
Following this path culminated in the following four, 4 conclusions:
Humans are souls, S and the personality, F draws from energy that is in soul
storage to express itself, for F = 1/S; thirdly, character, C is the conversion
constant that drives the process, for F’ = 1/S C2
Humans are split between their souls and their bellies, and the resolution of
this antagonism defines the person’s system of values; which is what converts
into the value that they create, for (Rn, Pc, Vc, and √n) → (C, ROI, and EB)
This sets the limit of the quality of soul that a person can make at
approximately 0.7, for CWk = 1 – 1/3 S
Being the primary responsibility of every person to make their souls, this also
sets the limit to the expression of the personality, F as well as to the
performance at task generally. Rather than evaluate people against their full
potential at Nu = 5 therefore, they are evaluated against a lesser standard, at
Nu ≥ 4.

6. 3.00 The Conflict of Soul and Belly
To confirm the first, 1st conclusion, a correlation coefficient, r of r = 0.99 was found
between F and F’. The second, 2nd was resolved with recourse to the Kantian
distinction between noumena and phenomena. The following questions were asked:
What effort, Rn has the person made to approximate noumena, or the N-O?
How does this level with the score on phenomena, Pc when compared
against the standard defined by, Rn = 2Pc – 1?
How does the observed slack reflect in the choice of profession, Vc?
And subsequently, in the performance at task, √n?
Once more, two, 2 measures of F were compared and found to be perfectly
correlated, resulting in the following relationship between them:
HPRQ, F + 3
F= ,
4 F = Rn / √n,
HPRQ, F = 2 (L / A) – 1,
L = Rn / Vc
A = Pc / √n
Follow this link for simulation of these relationships
The four, 4 factors in this analysis define the standard value system, in the following series:
Rn, Rationality
Pc, Phenomenological Compression
Vc, Professionalism
√n, The Standard Procedure Series
The factor-F evaluates the observed slack in the system of values by taking the
whole hug, involving only the two, 2 extreme points. But HPRQ, F considers the
observed gap between each pair of the four, 4 values. Whichever way, the two, 2
units measure the same thing. They measure how well the person has resolved the
conflict between soul and belly, as well as the quality of the system of values that is
derived in the process. It is the quality of the system of values that is measured on
the following kits:

7. The Rn-Kit
The Pc-Kit
The Vc-Kit
The √n-Kit
Two, 2 sets of values link the system of values with the created values. Thus Rn, Pc,
Vc, and √n are first reduced into the factors S, C, and F; before the expansion into
RES, RGT, Nu, and Ps; and then the following created values are derived:
People Value, C
Organizational Value, ROI
Value of the Business Environment, EB
This means that the capacity of a person, C to meaningfully contribute to the
organization, ROI as well as the environment, EB in general is determined by how
thoroughly they resolve the conflict between soul and belly.
4.00 Need as an Exhaust Function
For the purpose of the third, 3rd and fourth, 4th conclusions, the distinction is made
between thought and behavior, to correspond to the distinction between soul and
personality respectively. Thus, soul derives from thought, while the personality is
the product of behavior. And the thought process involves the following two, 2 tasks:
The derivation of the procedure for goal attainment or work, CWk = 1 – 1/3 S
Contention with the detractors of the work process or need, CNd = LogC / Log(1/S)
Then, the motive strength, C’ is derived by summing up the energies expended on
both tasks, for C’ = CWk + CNd. This factor also correlates with the character factor-
C, at up to r = 0.99. Follow this link for simulation of these relationships
But CNd is exhausted, and only CWk contributes to the performance at task. The soul
factor–S has been observed to correlate exactly with the appraised performance,
APP, which is evaluated as presented below:

8. APP = APP O / APP E, SUS = Sustainability
CSN = Customer Satisfaction
APP E = SE / S FSY = Financial Security
APP O = SUS / OrgSUS Rw = Reward
EB = Business Environment
SUS = 1 / √ (CSN x FSY), ROI = Return on Investment
FSY = √(Rw x EB) XTY = Productivity
RES = Response to Stimuli
ROI = 2X – 1, CSN = √(XTY x ROI) RGT = Appropriateness of Responses
X = 1 / (1 – 1 / C) XTY = √(RGT x RES) C = Character of Consistency
S = Soul Factor
Follow link for simulation data
5.00 The Human Analogue of the Wave
The factors RES, RGT, Nu, and Ps; which combine to describe the productivity model,
actually define the human analogue of the wave. Nu represents the size of the person,
and Ps defines the position. RES and RGT define the wave. On the left limb of this
wave analogue are the stimuli, or tasks that need to be performed. The right limb
lines up the appraised performance on each of these tasks. To reconstruct the
symmetry of the wave, every task ought to have been performed to specification, for
RE = RGT. Any observed deviance from this standard would therefore define the limits
of consistency, which is evaluated as follow:
CSY = Wk / Nd,
Wk = F1 / XTY
Nd = EFT / SUS
Inconsistencies are the consequence of a knowledge gap that is evaluated as follows:
KGP = GAP / GEF, CSY = Consistency
GEF = F/ EFT EFT = Effort
GAP = APP / S F1 = Focus
KGP = Knowledge Gap
EFT = 6Pc2 – Pc – 1 Wk = Work
4Pc2 Nd = Need
Pc = Phenomenological
F = Rn / √n, Compression
Rn = 2Pc – 1 Rn = Rationality
√n = 1 / C x Pc2, √n = Standard Procedure Index
C = (3Pc + 1) / 4

9. All these measures are actually expressions of the observed slack in the system of
values, including Rn, Pc, Vc, and √n. The slack is summarized in the productivity
model presented below:
RES = Response to Stimuli
RES = RGT,
RGT = Appropriateness of Response
Nu ≥ 4 Nu = Number of Essentials Identified
Ps ≤ 20% Ps = Position on the Pareto 80-20 Continuum
This model, like the set of created values that include C, ROI, and EB is
behavioural. But the system of values, and the set of three, 3 factors to which they
are reduced; including S, C, and F, are phenomenological. Taken together therefore,
the four, 4 sets of factors also reconstruct the symmetry of the wave. See the effect
below:
P
B
H
E
E
N
Rn RES H
A
O C C V
M P RGT I
E S ROI O
N
O
Vc Nu U
R
L F EB
I
O √n Ps S
G
M
Y
6.00 Concluding
What gets measured gets done! The value creation paradigm, which is designed to
complement the profit and loss paradigm, is operationalised in the T-AID Retention
Principle. The DMR Model of Organisational Culture actualises the paradigm and
principle, to present a step by step best practice for making people who are self-
contained and fit this description. ‘The Mentality Profile, Toward an Economy of
HR Metrics’ throws more light on these issues.

10. Selected Bibliography
1. Aaron, Raymond (1967) Main Currents in Sociological Thought, 1
Penguine Books; Auguste Comte: pp63-109
2. Aaron, Raymond (1967) Main Currents in Sociological Thought, 2
Penguine Books; Emile Durheim: pp 21-117
Max Werber: pp 185-258
3. Brooks, Harry C (1922) The Practice of Autosuggestion by the Method of Emile
Coue. Dodd, Mead & Co.
4. Carpenter, Harry W. (2005) The Power of your Sub-Conscious Mind: How it
works, and how to use it. Anaphase Publishing 2739
Wightman Street Sandiego CA 92104-3526
5. Carroll, H.A. (1969) Mental Hygiene The Dynamics of Adjustment
Prentice – Hall Inc.
6. Catell, R. B. (1965) The Scientific Analysis of Personality. Penguine Books
7. Coombs, C. et al (1970) Mathematical Psychology, An Elementary Introduction.
Prentice Hall Inc.
8. Cosgrove, M. P. (1977) The Essence of Human Nature. Zondervan Publishers
9. Coué, E (1920) Self Mastery Through Conscious Autosuggestion
PSI TEK edition
10. De La Cruz, A. et al (1981) Physiological Basis of Human Behaviour
KEN inc. Quezon City Philippines
11. Gladwell, Malcolm (2008) OUTLIERS The Story of Success. Little, Brown and
Company New York • Boston • London
12. Fitz-enz, Jac (2,000) The ROI of Human Capital: Measuring the Economic Value
of Employee Performance. American Management
Association; AMACOM
13. Freud, Sigmund (1924) A General Introduction to Psycho-Analysis Washington
Square Press Inc. N.Y. June 1966.
14. Hume, D. (1740). A Treatise of Human Nature (1967, edition).
Oxford University Press, Oxford.
15. Kant, Immanuel (1963) Critique of Pure Reason (1781; rev. ed. 1787),
trans. N. K. Smith (London: MacMillan & Co.).

11. 16. Maltz, Maxwell (1960) Psycho-Cybernetics: A New Approach for using your
Subconscious Power. Prentice-Hall, Inc.
Englewood Cliffs, N.J
17. Nido Qubein (2006) How to Motivate Yourself to Greatness
Creative Series Inc. USA
18. Niven, David (2000) THE 100 SIMPLE SECRETS OF Happy People: What
Scientists Have Learned And How You Can Use It.
Harper San Francisco; A Division of Harper Co Ums Publisbers
19. Pickering, W. S. F. (1975) Durkheime on Religion, A Selection of Readings.
RKP
20. Rae Alastair (1986) Quantum Physics, Illusion or Reality?
Cambridge University Press, NY
21. St. Augustine (1950) The City of God. Edited by Vernon J Bourke Image Books,
1958 Garden City, N.Y.
22. Wann, T. W. (1964) Behaviourism and Phenomenology, Contrasting Bases for
Modern Psychology. University of Chicago Press.
Contributors: Sigmund Kock,
R. B. Macleod,
Nroman Malcolm,
Carl Rogers,
Micheal Scriven,
B. F. Skinner.
Internet Resources
The Breath that Fires the Equations that Describe the Universe
Philosophy in the 3rd Millennium, The Meeting Point of Physics and Psychology
Precision, Making the Best of the Information Revolution
The Agape Constant, F
The Productivity Model, Toward an HRM that is at once a People Protector and Driver of Business Results
A Synopsis of the Agape Research
T-AID Retention A Best Practice with the Potential for Creating Migration from the Pareto 80%ters into the
20%ters
The Path to Soul

12. Scribd
http://www.scribd.com/panyebe
God, The Breath that Fires the Equations that Describe the Universe
Philosophy in the 3rd Millennium, The Meeting Point of Physics and Psychology
Precision, Making the Best of the Information Revolution
The Agape Constant, F
A Synopsis of the Agape Research
http://www.12manage.com/profile.asp?m=anyebepeter
The Value Creation Model:
http://www.12manage.com/myview.asp?KN=2698
HPRQ Hierarchy:
http://www.12manage.com/myview.asp?KN=2715
Maturation:
http://www.12manage.com/myview.asp?KN=2716
HPRQ, F
http://www.12manage.com/myview.asp?KN=2717
http://www.slideshare.net/peteranyebe
The Saga against the 1%
http://www.slideshare.net/peteranyebe/the-saga-against-the-1
Merit Does It
http://www.slideshare.net/peteranyebe/merit-does-it
ITEL in Benue
http://www.slideshare.net/peteranyebe/itel-in-benue
The Mentality Profile
http://www.slideshare.net/peteranyebe/the-mentality-profile
The Character Profile
http://www.slideshare.net/peteranyebe/the-character-profile
Self fulfilment
http://www.slideshare.net/peteranyebe/self-fulfilment
Thematic Analysis
http://www.slideshare.net/peteranyebe/thematic-analysis
Christian Youths and Business
http://www.slideshare.net/peteranyebe/christian-youths-and-business-10724598
The 99%
http://www.slideshare.net/peteranyebe/the-99-10599129
Changing role of the Human Resource Function
http://www.slideshare.net/peteranyebe/changing-role-of-the-human-resource-function
The Limits of Reality
http://www.slideshare.net/peteranyebe/the-limits-of-reality

13. Recommendations
http://slidesha.re/o8md40
Normality
http://slidesha.re/nsATNC
Leadership
http://slidesha.re/oVBAYb
Growth
http://www.slideshare.net/peteranyebe/growth-9251921
Application of the Value Creation Model
http://slidesha.re/nRQzft
The Value Creation Model
http://www.slideshare.net/peteranyebe/the-value-creation-model
The Perception Model Of Mind
http://www.slideshare.net/peteranyebe/the-perception-model-of-mind
The Path To Soul Document
http://www.slideshare.net/peteranyebe/the-path-to-soul
Business ethics
http://www.slideshare.net/peteranyebe/business-ethics-5515336
The Duality Series Org Kit
http://www.slideshare.net/peteranyebe/the-duality-series-org-kit
The Need Profile
http://www.slideshare.net/peteranyebe/the-need-profile
Value Creation Chart
http://www.slideshare.net/peteranyebe/value-creation-9157667
Whole Spectrum Knowledge Chart
http://www.slideshare.net/peteranyebe/whole-spectrum-knowledge-2472783
The PMM Simulation Chart
http://www.slideshare.net/peteranyebe/the-pmm-a-simulation
The Path to Soul Chart
http://www.slideshare.net/peteranyebe/the-path-to-soul-chart
The Organizational Kit Chart
http://www.slideshare.net/peteranyebe/the-organisational-kit-chart
The Natural Order Chart
http://www.slideshare.net/peteranyebe/the-natural-order
The Concatenation Model Chart
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The Character Model Chart
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Appreciation Model Sample Simulation Data
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A Unitary History of Humanity, Char
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Whole-Spectrum Knowledge, Chart
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The Mind, Chart
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The Path To Soul Video
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T Aid Retention Video
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A Model Of Learning Video
http://www.slideshare.net/peteranyebe/2-a-model-of-learning

14. WordPress
http://peteranyebe.wordpress.com
About
http://wp.me/PUAJB-2
Death:
Where is thy Sting?
http://wp.me/pUAJB-1
Love:
The Fruit of Life
http://wp.me/pUAJB-l
Knowledge
http://wp.me/pUAJB-p
The Mind
http://wp.me/pUAJB-r
The Natural Order
http://wp.me/pUAJB-v
The Soul
http://wp.me/pUAJB-y
Making a Difference
http://wp.me/PUAJB-C
You Tube
http://www.youtube.com/user/PeterAnyebe
Knowledge
http://www.youtube.com/watch?v=iJAmV4N1UP
Nature
http://www.youtube.com/watch?v=8x16syoH9P8
Humanity
http://www.youtube.com/watch?v=jToTV2LIPsw
Society
http://www.youtube.com/watch?v=JFyOn25Uhm0
T-AID Retention
http://www.youtube.com/watch?v=3YtVhyrtQbw
A Model of Learning
http://www.youtube.com/watch?v=_x7QsSmqapA
Whole-Spectrum Knowledge
http://www.youtube.com/watch?v=tDqtmM7yvbs
The Natural Order
http://www.youtube.com/watch?v=l8ldIE7nQ_E
The Model Human
http://www.youtube.com/watch?v=jhYQPQGJqLY
Sustained Organisational Growth
http://www.youtube.com/watch?v=hyk5MVy-OEk

15. The Path to Soul
http://www.youtube.com/watch?v=XRZO0PDkIx4
The Perception Model of Mind
http://www.youtube.com/watch?v=ERfew_uLvfY
The Identity Kit
http://www.youtube.com/watch?v=jW34g9kHExU
Religion and Science
http://www.youtube.com/watch?v=Ebp1YuHiapg
A Unitary History
http://www.youtube.com/watch?v=Jh01HLWQ-7Q
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http://www.linkedin.com/pub/peter-anyebe/17/292/589
http://vizibility.com/Springflower
www.agapecon.4t.com
http://www.agapecon.4t.com