Leading With Data· a Bicycle Guide

Partial book profile

The new HR analytics predicting the economic value of your companys human capital investments

Fitz-enz, Jac

This book introduces a predictive analytics framework, HCM:21®, to empower HR professionals and business leaders to quantify, manage, and forecast the economic value of their human capital investments.

The full book profile is not available yet.

Get the book →

What it’s about

With his landmark book 'The ROI of Human Capital', Jac Fitz-enz established a methodology for measuring the bottom-line contributions of employees. Now, 'The New HR Analytics' takes the next logical step, uncovering the most promising development in HR: predicting the monetary value of future human capital investments through analytics. This book makes a passionate case for why HR must evolve from a reactive cost center to a proactive, strategic partner by embracing data. It provides the principles, practices, and a complete four-phase predictive management model called HCM:21® (Scan, Plan, Produce, Predict) that enables organizations to forecast needs, optimize HR processes like staffing and development, and directly link people management to business outcomes. Supported by original research and real-world case studies, this is the definitive guide for turning HR data into the business intelligence required to gain a competitive advantage in today's volatile economy.

The through-line

Who it’s for
HR professionals and business leaders who feel their function is undervalued, viewed as a mere cost center, and struggles to demonstrate its tangible impact on the bottom line. They want to become respected strategic partners, make data-driven decisions, and prove the economic value of their work.
The problem
They lack a credible, quantitative language to communicate their value to C-level executives and are often excluded from strategic conversations. Their methods are reactive and based on outdated practices, leaving them perpetually behind the business curve. They feel frustrated, vulnerable, and disconnected from the core business. They are anxious about being perceived as a 'soft' administrative expense, making them a prime target for budget cuts during economic downturns.
The plan
  1. Phase 1: Scan - Learn to systematically analyze external market forces and internal organizational factors to identify risks and opportunities.
  2. Phase 2: Plan - Adopt a new model of workforce planning focused on building future human capability, not just filling jobs.
  3. Phase 3: Produce - Reframe and optimize HR services (staffing, development, etc.) as integrated, value-generating processes.
  4. Phase 4: Predict - Implement an integrated measurement system to turn data into predictive business intelligence.
The payoff
The reader becomes a respected, data-savvy strategic partner at the executive table. · HR is viewed as a critical, value-generating function that directly drives and predicts business success. · Decisions about people are made with confidence, based on evidence, minimizing risk and maximizing the return on human capital investments.

See our guide

Related profiles we’ve built

Featured in these guides

Co-cited books