A crystal ball into the future value of your organization's human assets.
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, they will be able to:
- Evaluate and prioritize the skills needed to sustain performance
- Build an agile workforce through flexible Capability Planning
- Determine how the organization can stimulate and reward behaviors that matter
- Apply a proven succession planning strategy that leverages employee engagement and drives top-line revenue growth
- Recognize risks and formulate responses that avoid surprises
- Support decision making by predicting the actions that will yield the best returns
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 management.
About the Author JAC FITZ-ENZ (San Jose, CA) is widely acknowledged 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 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 (978-0-8144-1332-6). His column, "Leading Edge", appears monthly in Talent Management magazine.
Books in Brief Summary in HR Magazine
"Anecdotal evidence about the value of employees isn’t good enough to make a firm business case in HR’s favor, argues author and consultant Jac Fitz-enz. In The New HR Analytics, he urges readers to use “human capital measurement and analysis” to show the real dollar value of their investments in people.
The book combines Fitz-enz’s human capital management process with detailed “how to do it” essays by 30 HR experts writing about specific aspects of that process.
Fitz-enz breaks his human capital management process, called HCM:21, into four phases:
- Scanning. Organizations need to take a broad look at both external forces—industry trends, laws, labor supply, competition, etc.—and internal factors, such as their own leadership, culture, finances and more.
- Planning. Fitz-enz and his fellow authors argue in favor of doing away with the HR emphasis on filling positions and replacing it with a focus on building engagement, skills and knowledge. They call this the shift from “workforce planning” to “capability planning.”
Essayists look at how to measure employee engagement effectively, how to better manage performance while tying it to compensation more realistically, and how to spot signs of employee disengagement and turnover.
- Producing. Fitz-enz encourages HR professionals to improve processes and products by first gathering data on processes already in place and their results. Examples include analyses of staffing processes, training from different sources and turnover patterns. One essay examines how to use data you already have on hand to analyze processes and make predictions, while another looks at using time-clock records and other labor data to capture, predict and influence employee behavior.
- Predicting. Organizations can learn from common mistakes employers make when measuring and interpreting data. Fitz-enz looks at those errors as well as the path from measuring to benchmarking to predicting behaviors—and using those predictions to better manage people and “maximize investments in people.”
Chapters look at Fitz-enz’s human capital model in practice, using case studies from the car rental, engineering, federal government and health care sectors, among others."
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