The New HR Analytics

The New HR Analytics : Predicting the Economic Value of Your Company's Human Capital Investments

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In his landmark book, "The ROI of Human Capital", Jac Fitz-enz presented a system of powerful metrics for quantifying the contributions of individual employees to a company's bottom line. "The New HR Analytics" is another such quantum leap, revealing how to predict the value of future human capital investments. Using Fitz-enz's proprietary analytic model, readers learn how to measure and evaluate past and current returns. By combining those results with focused business intelligence and applying the exclusive analytical tools in the book. Brimming with real world examples and input from thirty top HR practitioners and thought leaders, this groundbreaking book ushers in a new era in human resources and human capital more

Product details

  • Hardback | 336 pages
  • 154.94 x 228.6 x 35.56mm | 657.71g
  • Amacom
  • New York, United States
  • English
  • figures
  • 0814416438
  • 9780814416433
  • 294,539

Review quote

..".book is a leading-edge addition to the field...will serve as an excellent framework for organizations seeking to enhance the return on their investment in human capital." --Choice magazineshow more

Flap copy

With his landmark book "The ROI of Human Capital," Jac Fitz-enz delivered a powerful methodology for pinpointing the bottom-line contributions of employees. The book helped transform human resources, turning a field considered soft and vulnerable into a business-focused operation that delivered quantifiable results. Now Fitz-enz uncovers the most exciting and promising development in HR today: actually predicting the monetary value of future human capital investments through analytics. This is a new and vastly improved way of mapping out organizational needs, particularly in the wake of layoffs and economic turmoil, as organizations recover and rebuild for the future. "The New HR Analytics" supplies the principles, practices, and worksheets you need to thoroughly grasp and apply HCM:21(R), the author's four-phase predictive management model. Original research conducted by 30 HR practitioners and global thought leaders details their experiences translating human capital analytics into action. The book: - Makes a passionate case for why HR needs to embrace analytics to keep pace with how the shifting market and internal factors affect human capital management - Promotes a new workplace planning model focused on generating human capability through employee engagement and paying for performance - Explains how to turn HR service delivery into a value-generating process by analyzing staffing, development, and turnover through the lens of a cost-effective input-throughput-output model - Provides an in-depth approach to performance measurement and reporting--one that links strategic, operational, and leading indicators to apply metrics and analytics in a more meaningful way The book's numerous real-world examples show you exactly how the predictive management model has been put to work, including how: - Ingram Book Group used analytics to combat an ongoing turnover and productivity problem - Enterprise partnered with Monster to use market and demographic information for selecting a call-center site - UnitedHealth Group drew on analytics and technology to solve its staffing and retention problems Analytics, explains Fitz-enz, is not just a set of statistical tools. It is a mental framework, a quantum leap in human capital management. It is the logic framework that gathers, organizes, and interprets data--to deliver the knowledge your organization needs to grow and thrive. Jac Fitz-enz is acknowledged world-wide as the father of human capital strategic analysis and measurement. As founder of Saratoga Institute, he developed the first international HR benchmarks. He was named by "HR World" as one of the Top 5 HR Management Gurus and cited by "HR Magazine" as one who has significantly changed the field. He has authored a dozen books, including the award-winning "The ROI of Human Capital," and his column "Leading Edge" appears monthly in "Talent Management." He can be reached at more

Back cover copy

ADVANCE PRAISE FOR THE NEW HR ANALYTICS "Dr. Jac Fitz-enz . . . has now defined and shaped predictive analytics that define more clearly how today's metrics can predict and lead to tomorrow's successes." -- Dave Ulrich, Professor, Ross School of Business, University of Michigan, and Partner, The RBL Group "In "The New HR Analytics" Jac Fitz-enz extends his decades of leadership in human capital measurement. It is a call to action that should inspire leaders to rethink their assumptions and improve their decisions."-- John Boudreau, Professor, Management & Organization, and Research Director, Center for Effective Organizations, University of Southern California ." . . a comprehensive Human Capital Management framework and a very practical set of action-oriented recommendations that together enable you to leverage the one thing that makes your organization truly unique: your human talent." -- James P. Ware, Executive Producer, Work Design Collaborative LLC "Predictive analytics is what we've been waiting for because it's the next level of understanding in Dr. Jac's long and evolving journey to empower us with the core tools, terminology, and logic to make a difference." -- Ed Kleinert, Administrator, HR Information Technology, Memorial Sloan-Kettering Cancer Center "Dr. Jac Fitz-enz continues to provide the thought leadership businesses need now more than ever when it comes to human capital management." -- Shyam Patel, COO, People Report ""The New HR Analytics" is the breakthrough people management playbook. . . . The HCM:21(R) model introduces leading-edge predictive techniques that maximize return on human capital investments while energizing and engaging employees."-- Ken Scarlett, President, Scarlett Surveys International "Once again, Dr. Jac has led the way with critical research that enables organizations to create sustainable value through people." -- Kent Barnett, CEO, KnowledgeAdvisors "Jac Fitz-enz . . . is a powerful lighthouse who enlightens the long way from the old human resources department to the new human capital strategic partner. . . . an important milestone in human capital history." -- Luis Maria Cravino, Cofounder and Codirector, AO Consulting S.A., Buenos Airesshow more

About Jac Fitz-Enz

Jac Fitz-Enz is widely acknowledged as the father of human capital strategic analysis and measurement. As founder of Saratoga Institute, he developed the first international HR bench marks. He was named by HR World as one of the Top 5 HR Management Gurus and cited by HR Magazine as one of 50 people in the last 50 years who have significantly changed the field of HR. He has authored a dozen books including the award-winning The ROI of Human Capital (9780814413326). His column, Leading Edge, appears monthly in Talent Management more

Table of contents

CONTENTS PREFACE xi CONTRIBUTORS xvii PART ONE: INTRODUCTION TO PREDICTIVE ANALYTICS 1 CHAPTER ONE Disruptive Technology: The Power to Predict 3 CHAPTER TWO Toward Analytics and Prediction 8 Why Analytics Is Important 17 Measuring What Is Important, by Luis Maria Cravino Strategic Human Capital Measures: Using Leading HCM to Implement Strategy, by Stephen Gates and Pascal Langevin From Business Analytics to Rational Action, by Kirk Smith PART TWO: THE HCM:21(r) MODEL 45 CHAPTER THREE Scan the Market, Manage the Risk 47 How to Improve HR Processes 56 The Intersection of People and Profits: The Employee Value Proposition, by Joni Thomas Doolin, Michael Harms, and Shyam Patel More Than Compensation: Attracting, Motivating, and Retaining Employees, Now and in the Future, by Ryan M. Johnson "Best in Brazil": Human Capital and Business Management for Sustainability, by Rugenia Pomi CHAPTER FOUR The New Face of Workforce Planning 85 How to Put Capability Planning into Practice 94 Scenario Planning: Preparing for Uncertainty, by James P. Ware Quality Employee Engagement Measurement: The CEO's Essential Hucametric to Manage the Future, by Kenneth Scarlett Truly Paying for Performance, by Erik Berggren The Slippery Staircase: Recognizing the Telltale Signs of Employee Disengagement and Turnover, by F. Leigh Branham CHAPTER FIVE Collapsing the Silos 141 How They Are Applying It 153 Roberta Versus the Inventory Control System: A Case Study in Human Capital Return on Investment, by Kirk Hallowell The Treasure Trove You Already Own, by Robert Coon Waking the Sleeping Giant in Workforce Intelligence, by Lisa Disselkamp CHAPTER SIX Turning Data into Business Intelligence 182 How to Interpret the Data 192 Predictive Analytics for Human Capital Management, by Nico Peruzzi Using Human Capital Data for Performance Management During Economic Uncertainty, by Kent Barnett and Jeffrey Berk Using HR Metrics to Make a Difference, by Lee Elliott, Daniel Elliott, and Louis R. Forbringer PART THREE: THE MODEL IN PRACTICE 215 CHAPTER SEVEN Impacting Productivity and the Bottom Line: Ingram Content Group, by Wayne M. Keegan 217 CHAPTER EIGHT Leveraging Human Capital Analytics for Site Selection: Monster and Enterprise Rent-A-Car, by Jesse Harriott, Jeffrey Quinn, and Marie Artim 224 CHAPTER NINE Predictive Management at Descon Engineering, by Umair Majid and Ahmed Tahir 240 CHAPTER TEN Working a Mission-Critical Problem in a Federal Agency, by Jac Fitz-enz 259 CHAPTER ELEVEN UnitedHealth Group Leverages Predictive Analytics for Enhanced Staffing and Retention, by Judy Sweeney 265 PART FOUR: LOOKING FORWARD 271 CHAPTER TWELVE Look What's Coming Tomorrow 273 Views of the Future: Human Capital Analytics 276 APPENDIX: THE HCM:21(r) MODEL: SUMMARY AND SAMPLES 301 INDEX 333 ABOUT THE AUTHOR 000show more

Rating details

43 ratings
3.62 out of 5 stars
5 19% (8)
4 35% (15)
3 37% (16)
2 9% (4)
1 0% (0)
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