Index
Thomas McGuire
(Talent Growth Advisors, USA)
Linda Brenner
(Talent Growth Advisors, USA)
Building Business Value through Talent
ISBN: 978-1-80043-116-4, eISBN: 978-1-80043-115-7
Publication date: 4 May 2021
This content is currently only available as a PDF
Citation
McGuire, T. and Brenner, L. (2021), "Index", Building Business Value through Talent, Emerald Publishing Limited, Leeds, pp. 103-105. https://doi.org/10.1108/978-1-80043-115-720211010
Publisher
:Emerald Publishing Limited
Copyright © 2021 by Emerald Publishing Limited
INDEX
Accounts payable clerk
, 44
Annual merit increase
, 24
Assets
future cash flow
, 2
human capital
, 6
intangible
, 2–3, 5
tangible
, 2–3
types of
, 3
Book value
, 5
Borrow decision tree
, 42, 45
Brand equities
, 32
Budgeting
, 81–82
Build decision tree
, 42, 45
Business development manager
, 44
Business value
business combination accounting
, 2
definition
, 1
Dow Jones Industrial Average (DJIA)
, 1–2
future cash flows
, 2
goodwill
, 5
intellectual capital (IC)
, 1
talent
, 3
Buy decision tree
, 42, 45
Capital growth
, 27
CHRO
, 1, 40, 63–64, 68, 87
Clinical research organization (CRO)
, 64
Compensation
, 27
Consulting team, troubleshooting tips
, 87–88, 99
Consumer Marketing
, 41
Corporate Executive Board (CEB)
, 50–51, 54, 56–57
Debt-free shareholder
, 5
Demand planning
, 86
Director International Taxation
, 44
Dividend payout
, 27
Documented process management
, 66–67
Dow Jones Industrial Average (DJIA)
, 1–6
Employment branding
, 67
Employment value proposition (EVP)
, 29
science behind employment branding
, 29
strategic goals
, 30–31
work phases
, 34–35
Enterprise value
, 5
Equivalent equities
, 33
Exponential performance curve
, 59
False advertising
, 29
Fixed cost
, 80–86
Flexible hiring organization
, 66
Full Life Cycle Recruiter
, 20–21
Future cash flows
, 2
Goodwill
, 5
Hire indexing
, 55
Human capitalist investors
, 26–27, 29
Human Resources (HR)
operating metrics
, 47–49
operating model
, 47
results metrics
, 48–49
talent quality
, 50–60
Human Resources (HR) operating model
budgeting
, 81–82
clinical research organization (CRO)
, 64
costs
, 80–86
critical vs. supporting roles designations
, 62
demand planning
, 86
external factors
, 62–68
flexible hiring organization
, 66
foundation fixing, competencies
, 72–73
indexing variable costs
, 82
internal factors
, 61
operating metrics deep analysis
, 83–86
organization
, 85
people
, 70–75
process
, 75, 78, 86
process design
, 78–79
recruitment process outsourcing (RPO)
, 66–68
talent advisor
, 73–75
technology
, 78–80
zero-based planning
, 81–82
Human Resources (HR), talent for
acquisition
, 19–21
capability
, 37
development
, 21–22
employee compensation
, 24
employment branding project
, 26, 34, 37–38
function mindset
, 37–38
human capitalist investor
, 26–29
identification
, 19–21
performance management
, 22–24
reward
, 24
salary bands
, 25–26
science behind employment branding
, 29–34
strategy matrix
, 17–18
talent management activities
, 14
workforce planning (WFP)
, 14–18
Indexing variable costs
, 82
Intellectual capital (IC)
, 1
algorithm
, 9–11
Archer-Daniels-Midland (ADM)
, 10
companies within industries
, 10–11
components
, 41
correlation
, 9
high levels
, 6
human capital
, 3
individual companies over time
, 11
industry characteristics
, 10
intellectual properties
, 4–5
Intellectual Capital Index (ICI)
, 3–4
book value
, 6
debt-free market value
, 5
enterprise value
, 4–6
intellectual capital
, 6
Knowledge workers
, 1–3
Market cap growth
, 1–2
Net debt
, 5
Oil gauge
, 50
Operating metrics
, 47–49
deep analysis
, 83–86
Organizations
, 52, 85
Persona attributes
, 36
Persona key traits
, 36
Persona target segment
, 36
Potential strengths
, 33
Potential vulnerabilities
, 32–33
Process design
, 78–79
Process management
, 67
Projected variable hiring plan
, 65
Promotion
, 52–53
Recruitment marketing
, 67
Recruitment process outsourcing (RPO)
, 66–68
documented process management
, 66–67
employment branding
, 67
flexible hiring organization
, 66
process management
, 67
recruitment marketing
, 67
results metrics
, 67
socialized process management
, 66–67
streamlined process management
, 66–67
Results metrics
, 48–49
Retention
, 53
Science behind employment branding
, 29–34
Short-term incentives
, 24
Socialized process management
, 66–67
Speedometer
, 50
Step cost
, 80–86
Streamlined process management
, 66–67
Talent acquisition (TA)
, 19, 21, 68
Talent Advisor
, 73–75
Talent process
acquisition researcher
, 20
acquisiton sourcer
, 20
business value
, 3
identification
, 19–21
management activities
, 14
operational excellence in
, 84
performance
, 52
potential
, 52
promotion
, 52–53
quality
, 50–60
retention
, 53
strategy matrix
, 42
Troubleshooting tips
, 87–88, 99
Value-driven talent strategy
, 61
business value
, 40
critical roles
, 39–40
implications
, 39
intellectual capital
, 39–40
Variable cost
, 80–86
Weighted quality index (WQI)
, 54, 56–58
Zero-based planning
, 81–82
- Prelims
- 1 Important Instructions At the Intersection of Talent and Market Value
- 2 Features at a Glance Strategic Talent Function and Tools
- 3 Installation How to Start or Restart the Strategic HR Function
- 4 Controls The Most Important Facets of the HR Operating Model and How They Can Be Monitored
- 5 Changing the Filter Refreshing the HR Operating Model Over Time
- 6 Care and Maintenance Actions Taken Periodically to Keep the HR Operating Model in Good Working Order
- 7 Before You Call A Checklist of What to Look at before Calling the Consultants
- Glossary
- Index