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Intellectual Capital ROI Dr. Nick Bontis

Intellectual Capital ROI Dr. Nick Bontis Associate Professor of Strategic Management , McMaster U. Director, Institute for Intellectual Capital Research Associate Editor, Journal of Intellectual Capital Chief Knowledge Officer, Knexa Solutions www.NickBontis.com

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Intellectual Capital ROI Dr. Nick Bontis

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  1. Intellectual Capital ROI Dr. Nick Bontis Associate Professor of Strategic Management, McMaster U. Director, Institute for Intellectual Capital ResearchAssociate Editor, Journal of Intellectual Capital Chief Knowledge Officer, Knexa Solutions www.NickBontis.com nick@bontis.com

  2. Information Management and Teenage Sex • The reality is that when you finally do it, you are never satisfied • The few who are doing it are probably not doing it well • Those who say they are doing it are probably lying • No one is sure what it is, but they hear that it is great • Everyone thinks everyone else is doing it

  3. Volunteer for a Reading test Aoccdrnig to rscheearch at Cmabrigde Uinervtisy, it deosn't mttaer in waht oredr the ltteers in a wrod are, the olny iprmoetnt tihng is taht the frist and lsat ltteer be at the rghit pclae. The rset can be a total mses and you can sitll raed it wouthit a porbelm. Tihs is bcuseae the huamn mnid deos not raed ervey lteter by istlef, but the wrod as a wlohe.

  4. Volunteer for a Reading test YELLOWBLUEORANGE BLACK RED GREEN PURPLEYELLOWRED ORANGE GREEN BLACK BLUEREDPURPLE GREEN BLUEORANGE

  5. Nonaka (SECI Model)

  6. Causal Model Planning IICR Causal Model Seminars

  7. Causal Model: Insurance Sector 0.506 ManagerialLeadership Retention of Key People 0.442 R2 = 68.2% 0.530 0.326 0.360 Training &Development Human Capital Relational Capital Human Capital Effectiveness 0.307 R2 = 28.5% 0.358 - 0.337 0.475 Structural Capital 0.751 BusinessPerformance Knowledge Generation 0.491 0.734 Employee Satisfaction Employee Commitment 0.327 0.543 R2 = 44.1% 0.439 0.456 0.429 Knowledge Integration Process Execution - 0.372 Employee Motivation 0.394 0.262 0.430 ValueAlignment Knowledge Sharing Human CapitalDepletion 0.285 - 0.233 R2 = 28.5%

  8. Participating Organizations ABN AMRO North America Inc. Allstate Insurance Company AMP Australia AMP UK Andersen Consulting Aon AXA Client Solutions Blue Cross Blue Shield of Florida Blue Cross Blue Shield of Illinois / Texas Blue Cross Blue Shield of North Carolina CNA Commercial Insurance Equitax Farmers Insurance Group Hartford Financial Services Hewitt Associates, LLC Intermountain Health Care International Monetary Fund Merrill Lynch National City Corp. Northwestern Mutual Life Penn National Insurance PNC Bank Savings Bank of Utica United Health Group Zurich U.S.

  9. Quantitative Metric Model _ Human Capital Depletion + Human Capital Valuation Human Capital Effectiveness Human Capital Investment +

  10. Quantitative Metric Model _ Human Capital Depletion + Human Capital Valuation Human Capital Effectiveness Human Capital Investment • Revenue Factor • Income Factor +

  11. HC Effectiveness - Revenue Factor

  12. HC Effectiveness - Income Factor

  13. Quantitative Metric Model _ Human Capital Depletion + Human Capital Valuation Human Capital Effectiveness • Compensation Expense Factor • Compensation Factor Human Capital Investment • Revenue Factor • Income Factor +

  14. HC Valuation - Compensation Factor

  15. Quantitative Metric Model _ Human Capital Depletion + Human Capital Valuation Human Capital Effectiveness • Compensation Expense Factor • Compensation Factor Human Capital Investment • Revenue Factor • Income Factor • Development Rate • Training Investment +

  16. HC Investment - Development Rate

  17. HC Investment - Training Factor • Asbsetasdtat • Asrfasdfasdfasfd • Asdfasdfasfd • Asdfasdfasf • Asdfasdfasf • Asdfasdfasdf • Asfdasdfa • Asdfadsfasdf • Asfd • Asfdasdfasfd • Asdfasdfasf • Asfdasdfas • Asfdasdfa • Asfdasdfa • Asfdafds • Asdfasdf • Asdfasdf • Asfdasdfas • Asdfasfd • Asfd • Asdfad • Asdfasfdasdfasdfasdf • Asdfafd • Asdfasdfasdfasdfasdf • asdfasdfasdfasdfafds

  18. Quantitative Metric Model _ • Voluntary Turnover • Involuntary Turnover Human Capital Depletion + Human Capital Valuation Human Capital Effectiveness • Compensation Expense Factor • Compensation Factor Human Capital Investment • Revenue Factor • Income Factor • Development Rate • Training Investment +

  19. HC Depletion - Voluntary Turnover

  20. Outcome Constructs Retention of Key People Human Capital Effectiveness BusinessPerformance Human CapitalDepletion 0.506 ManagerialLeadership 0.442 R2 = 68.2% 0.530 0.326 0.360 Training & Development Human Capital Relational Capital 0.307 R2 = 28.5% 0.358 - 0.337 0.475 Structural Capital 0.751 Knowledge Generation 0.491 0.734 Employee Satisfaction Employee Commitment 0.327 0.543 R2 = 44.1% 0.439 0.456 0.429 Knowledge Integration Process Execution - 0.372 Employee Motivation 0.394 0.262 0.430 ValueAlignment Knowledge Sharing 0.285 - 0.233 R2 = 28.5%

  21. Correlation vs Path Analysis + 0.36 + 0.32 Correlation between Age and Risk of Heart Attack + 0.36 (p < 0.01) Correlation between Obesity and Risk of Heart Attack + 0.32 (p < 0.01) Age Heart Attack Obesity

  22. Correlation vs Path Analysis X Path between Age and Obesity + 0.26 (p < 0.01) Path between Obesity and Risk of Heart Attack + 0.43 (p < 0.01) Age + 0.26 Heart Attack Obesity + 0.43

  23. Parsimony vs. Predictive Power + 0.13 + 0.19 + 0.29 + 0.23 Fitness Genetic Diet Age + 0.26 Heart Attack + 0.20 Obesity + 0.43 + 0.29

  24. Research Implication I 0.506 ManagerialLeadership Retention of Key People 0.751 ValueAlignment Knowledge Sharing 0.285 0.442 R2 = 68.2% 0.530 0.326 0.360 Training &Development Human Capital Relational Capital Human Capital Effectiveness 0.307 R2 = 28.5% 0.358 - 0.337 0.475 Structural Capital BusinessPerformance Knowledge Generation 0.491 0.734 Employee Satisfaction Employee Commitment 0.327 0.543 R2 = 44.1% 0.439 0.456 0.429 Knowledge Integration Process Execution - 0.372 Employee Motivation 0.394 0.262 0.430 Human CapitalDepletion - 0.233 R2 = 28.5%

  25. Research Implication II 0.326 0.360 Human Capital Relational Capital Human Capital Effectiveness 0.307 R2 = 28.5% Structural Capital 0.506 ManagerialLeadership Retention of Key People 0.442 R2 = 68.2% 0.530 Training &Development 0.358 - 0.337 0.475 0.751 BusinessPerformance Knowledge Generation 0.491 R2 = 44.1% 0.734 Employee Satisfaction Employee Commitment 0.327 0.543 0.439 0.456 0.429 Knowledge Integration Process Execution - 0.372 Employee Motivation 0.394 0.262 0.430 ValueAlignment Knowledge Sharing Human CapitalDepletion 0.285 - 0.233 R2 = 28.5%

  26. Research Implication III 0.358 BusinessPerformance 0.491 0.734 Employee Satisfaction Employee Commitment R2 = 44.1% 0.439 0.456 0.429 Employee Motivation 0.430 Knowledge Sharing 0.506 ManagerialLeadership Retention of Key People 0.442 R2 = 68.2% 0.530 0.326 0.360 Training &Development Human Capital Relational Capital Human Capital Effectiveness 0.307 R2 = 28.5% - 0.337 0.475 Structural Capital 0.751 Knowledge Generation 0.327 0.543 Knowledge Integration Process Execution - 0.372 0.394 0.262 ValueAlignment Human CapitalDepletion 0.285 - 0.233 R2 = 28.5%

  27. Research Implication IV BusinessPerformance Knowledge Generation 0.327 R2 = 44.1% Knowledge Integration Process Execution 0.394 0.262 Knowledge Sharing Human CapitalDepletion - 0.233 R2 = 28.5% 0.506 ManagerialLeadership Retention of Key People 0.442 R2 = 68.2% 0.530 0.326 0.360 Training &Development Human Capital Relational Capital Human Capital Effectiveness 0.307 R2 = 28.5% 0.358 - 0.337 0.475 Structural Capital 0.751 0.491 0.734 Employee Satisfaction Employee Commitment 0.543 0.439 0.456 0.429 - 0.372 Employee Motivation 0.430 ValueAlignment 0.285

  28. Research Implication V Human Capital Effectiveness R2 = 28.5% - 0.337 BusinessPerformance R2 = 44.1% - 0.372 Human CapitalDepletion R2 = 28.5% 0.506 ManagerialLeadership Retention of Key People 0.442 R2 = 68.2% 0.530 0.326 0.360 Training &Development Human Capital Relational Capital 0.307 0.358 0.475 Structural Capital 0.751 Knowledge Generation 0.491 0.734 Employee Satisfaction Employee Commitment 0.327 0.543 0.439 0.456 0.429 Knowledge Integration Process Execution Employee Motivation 0.394 0.262 0.430 ValueAlignment Knowledge Sharing 0.285 - 0.233

  29. KRA Health Canada

  30. The Power of Longitudinality 4.0 0.530 0.326 0.360 Human Capital Effectiveness Training &Development Human Capital Relational Capital 0.307 Structural Capital 0.358 Employee Satisfaction

  31. The Power of Longitudinality Human Capital Effectiveness Training &Development Human Capital Relational Capital Structural Capital Employee Satisfaction 4.0 0.530 (t = 0.75) 0.326 (t = 0.23) 0.360 (t = 0.45) 0.358(t = 0.15) 0.307 (t = 1.25) 0.245 (t = 0.01) 0.307 (t = 0.28)

  32. Thank you! • Speaking, training • Keynotes, seminars • Causal model studies • www.NickBontis.com Dr. Nick Bontis Ph.D.DeGroote Business School McMaster University Tel: (905) 525-9140 x23918 Fax: (905) 304-7734 Director, Institute for Intellectual Capital Research Chief Knowledge Officer (CKO), Knexa SolutionsAssociate Editor, Journal of Intellectual Capital nick@bontis.com www.NickBontis.com

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