Amazon.com: Customer Reviews: The New HR Analytics: Predicting the Economic Value of Your Company's Human Capital Investments
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on July 25, 2011
If you've never read a book about HR analytics, this is a great place to start. However, if your organization is already using analytics and advanced metrics, this one won't get you much further. I thought the concepts were well presented, the examples were informative, and the case studies gave some great ideas on how people had applied the concepts. However, in order to set up these analytic programs, you need a whole lot more detail than this book would provide.
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Those who have read one or more of Jac Fitz-enz's previously published books know that he possesses superior reasoning and writing skills as well as an insatiable curiosity to understand what works, what doesn't, and why at all levels and in all areas of organizational management. I read this, his latest book, in combination with the late Jeremy Hope's last book, Beyond Performance Management, co-authored with Steve Player. However different the two books are in most respects, the authors of both insist (and I wholly agree) that superior business performance requires effective management of human resources that is guided and informed by effective measurement of what is most important today and tomorrow as well as in months and years to come.

According to Fitz-enz, "This book is twenty-five years in the writing." He has been centrally involved in the development of metrics in human resources from its inception in the 1970's. I first became familiar with his work when I read How to Measure Human Resources Management (1984) and, I think, have read and reviewed every other of his books since then. What we have in his latest "is both the product of these endeavors and the look into the future." He is joined by 29 highly esteemed contributors, each of whom is the author or co-author of an article that increases our understanding of one or more dimensions of predictive analytics. Fitz-enz also introduces and examines what he calls the "HCM:21®" model, the outcome of an 18-month study called the Predictive Initiative.

The material is carefully organized within four Parts: First, an introduction to predictive analytics; next, the HCM:21® model; then a series of immensely informative case studies (Ingram Content Group, Monster, Enterprise Rent-a-Car, Descon Engineering, a federal agency identified as "Research Economic Services," UnitedHealth Group); and then a concluding chapter that consists "Look What's Coming Tomorrow" (i.e. "What We Know About Tomorrow--What Analytics Can Deliver for Your Organization--Thought Drives Action--Still Evolving" and then "Views of the Future: Human Capital Analytics" in the form of brief commentaries provided by 34 additional contributors who include Dave Ulrich, Kevin Wilde, John Boudreau, and Libby Sartain...all thought leaders with whose work I am especially familiar.

Fitz-enz and his associates respond brilliantly to especially important business subjects such as why predictive analytics is important...indeed essential; how to improve HR processes; how to put capability planning into practice; and how human capital research data are being applied to manufacturing, supply chain management, and time and labor analysis. Note the references to "how." This is a research-driven book in which the information, insights, and recommendations provided are based on real-world companies in real-world situations, hence the incalculable value of the case studies.

I wholly agree with Fitz-enz asserts that following the four stage process of the HCM:21® model (i.e. scanning, planning, producing, and predicting) can help business leaders manage tomorrow today. "I've shown how this model of predictive management is built around the tools of human capital analytics...By apply these principles and tools, you will be helping build the competitive position of your company or, in the case of nonprofits, contribute to its organizational effectiveness." Obviously, it remains for each reader to determine which of the material provided is relevant to the needs, interests, resources, and strategic objectives of her or his company.

Congratulations to Jac Fitz-enz and his associates on a brilliant achievement. Bravo!

* * *

Those who read the book are invited to check out bonus material - including "The Role of Assessment in Driving Operating Results" by John Malone - by visiting the AMACOM website.
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on May 22, 2010
Dr. Jac continues to set the standard for how to measure HR activities. This book exends his previous work in useful and innovative ways. He has the unique ability to take broad and complex issues like HR metrics and put them into simple and useful frameworks and actions. His work shows that human capital issues are direclty relevant to business success. And, when we quantify the impact of human capital, HR can help businesses grow in the right way.

Well done!!!
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on March 7, 2013
I love the human capital concepts and many of the metrics in this book have solid applications across multiple industries. It goes well beyond the basic HR formulas and those produced in most generic reports (HRP , PeopleSoft, etc). My one word of caution is that not all metrics presented are really meaningful in the sense that this is not true statistical analysis, but rather just one more way to try and manage what you can measure. If you keep this in mind, the data can be telling; however you need to make the right decisions for your team and company. If you're an HR professional on the quest you started in 2007 to "get a seat at the table" and influence strategy this is a great way to support your suggestions, but don't use them to reinvent the wheel.
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on July 22, 2013
This book is simply a compilation of different articles--an excuse to create a book at sell it. The articles aren't tied together well, some are very high level and some dive deep. No rhyme or reason. Not a text book, and not a theory book. Better to find your own great articles through SHRM or elsewhere. I kept reading thinking I'd find something useful. That it would come together, but it never did.
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on February 25, 2013
This book is very informative and foward thinking. The only thing I would have preferred is more examples of how metrics were created. However it was a good start. I highly recommend as our field is in need of significant change - we need to be viewed more as part of the business and the only way that will change is if we as HR Professionals change.
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on July 9, 2014
Recently re-read this book to refresh and continue to challenge my thinking on human capital metrics. We must get this right to survive and thrive in this economy and this is a good start for someone ready to push beyond reporting turnover. Having met many contributors this is a book filled with collective wisdom from some great thinkers and great doers.
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on May 29, 2012
Jac Fitz-Enz does a great job of explaining how to apply analytics in the world of human resources. It is a very in-depth book, but the informtion is a great resource to use for helping the HR professional define the strategic and business goals so you can become a true business partner in your organization.
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on January 21, 2014
Good concepts, all of HR people must read it and mame it part of the ir librar y
easy to read
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on October 14, 2012
The author clearly showed that he is well aware of the concerns or skeptic eyes around HR and showed a good structure to prove that he had a good model to solve the problem.
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