Leading With Data· a Bicycle Guide

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The New HR Analytics Predicting the Economic Value Of Your Company’s Human Capital Investments

Jac Fitz-enz

This book introduces a predictive analytics framework, HCM:21, to transform human resources from a reactive cost center into a strategic partner that drives business value by managing human capital for future success.

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What it’s about

For too long, Human Resources has been viewed as a mere expense center, disconnected from core business strategy and unable to prove its value. "The New HR Analytics" provides the antidote, arguing that by adopting the language of business—data and predictive analytics—HR can transform itself into a vital strategic partner. Dr. Jac Fitz-enz, the father of human capital measurement, introduces HCM:21, a groundbreaking four-phase model for predictive management: Scan, Plan, Produce, and Predict. This book is a practical guide for HR professionals and line managers to move beyond reactive problem-solving and start 'managing tomorrow, today.' It provides the framework, tools, and real-world case studies to analyze HR processes, demonstrate their economic impact, and make data-driven decisions that build sustainable human capability and drive bottom-line results.

The through-line

Who it’s for
An HR professional or line manager who wants to be seen as a strategic partner and add real, measurable value to their organization, but is struggling to prove their impact and move beyond a reactive, administrative role.
The problem
Their department is consistently viewed as a cost center, disconnected from core business strategy, and their recommendations are often ignored because they are not backed by the hard data that finance and operations use. They feel frustrated, undervalued, and stuck in a reactive cycle of fighting fires, leaving them unable to shape the future. They are anxious about their function's relevance and their own career progression in a data-driven world.
The plan
  1. Phase 1: Scan the market and internal environment to identify the forces affecting your human, structural, and relational capital.
  2. Phase 2: Reframe workforce planning as strategic Capability Planning to build the agile talent needed for the future.
  3. Phase 3: Analyze and optimize HR services as 'Input-Throughput-Output' processes to produce the best results cost-effectively.
  4. Phase 4: Implement a predictive, three-point measurement system (Strategic, Operational, Leading) to turn data into actionable business intelligence.
The payoff
You become a respected strategic partner whose insights, backed by predictive data, shape key business decisions. · Your function is recognized as a critical value-driver that directly contributes to productivity and profitability. · You are proactively managing talent and shaping the future of the organization, leading to greater career success and professional fulfillment.

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