Estimating ROI on HR activities

For many years, it has been discussed how to measure the business value - or profitability - of investments in various HR activities such as management courses, team building, organizational changes, etc.
And each time it has ended in the same dead end. Skeptics have very relevant argued that you can not isolate the effects of such activities from the effect of all other activities that are ongoing in a company. Just as it is common to hear the objection that you do not know the result of not implementing a given initiative.

Just to mention some of the most common and known

arguments to avoid starting to calculate ROI on HR activities.

Per Krogager and Kyösti Schmidt, who have a long history of

enriching the HR world with innovative and often controversial

considerations about not least HR measurements, do so again.
They simply turn it around and suddenly it seems all that simple

and straightforward to sit back thinking it is strange that no one

has thought and described it like that before.