About the Book

With the excitement surrounding analytics many people have asked the questions; "Where do I start?" and "What tools are available?" This book is designed to answer those concerns. Where to start depends on where you are, where you want to go, how difficult the path to the future is and how you expect to get there. Too often, this initial scanning and assessment of all forces and factors is ignored, given too little attention or is a replay of the past. As a result future outcomes are, at best, suboptimized, or worst, embarrassing and costly failures that can even take someone's job.
• Starts by explaining the basics of every business: vision, band and culture, and how predictive analytics supports them.
• Focuses on the two fundamentals of predictability: (1) a framework of logical questions to set up an analytic program or project, (2) an explication of statistical applications.
• A how-to-do-it with practical specific advice from the basic idea of engaging in predictive analytics all the way through to case simulations showing statistical examples.
• Addresses the reader's needs of internal coaching, mentoring and sponsoring including how to recruit a sponsor.
• Shows how to add value through analysis of systems such as staffing, training and retention.
• Provides an example of three major retailers, how they go to market, develop a leadership model, and link it to financial targets through causal modeling.
• Explains the 10 steps required in building an analytics function.

About the Author

Jac Fitz-enz, is widely regarded as the father of human capital strategic analysis and measurement. He founded the famous Saratoga Institute and published the first HR metrics in 1978 and the first international HR benchmarks in 1985. HR World cited him as one of the top five "HR Management Gurus," IHRIM gave him its Chairman's Award for innovation and SHRM chose him as one of the persons in the 20th Century who "significantly changed what HR does and how it does it." He has authored 12 books, over 350 articles and trained 90,000 managers in 46 countries on strategic management and measurement. His 2010 book, The New HR Analytics, introduced predictive analytics to HR. Dr. Fitz-enz holds degrees from Notre Dame (BA), San Francisco State (MA), and USC (PhD) in organizational communications. John R. Mattox II, is Director of Research at Knowledge Advisors. He helps clients maximize their understanding of learning analytics and make decisions to determine the effectiveness of learning and how it can be improved to optimize business performance. He is a former Associate Director of Performance Management at KPMG; Manager Learning Effectiveness at PricewaterhouseCoopers; and a Manager at Arthur Andersen.

Table of Contents:
Foreword Preface Chapter 1 Where's the Value? Some Basics What Is Analytics? Two Values Analytic Capabilities Analytic Value Chain Analytic Model Typical Application Training Value Measurement Model Inside the Data Notes Chapter 2 Getting Started Go-to-Market Models Assessment Developmental Experiences Financial Connections Sample Case Focusing on the Purpose Present-Day Needs How Human Capital Analytics Is Being Used Turning Data into Information Three Value Paths Solving a Problem Essential Step Prime Question Case in Point Preparing for an Analytics Unit Ten Steps for an Analytics Unit Structure and Team Building Developing an Analytics Culture Notes Chapter 3 What You Will Need Dealing with the C Level Breaking Through Research Recruiting a Sponsor or Champion Making the Sale Selling Example Working with Consultants and Coaches Designing and Delivering Reports Making an Impact Process Management Preparation Notes Chapter 4 Data Issues Efficiency Measures Effectiveness Measures Business Outcome Measures Note Chapter 5 Predictive Statistics Examples Begin with the End in Mind Go Back to the Beginning Who Owns Data, and Will They Share It? What Will You Do with the Data? What Form Is the Data In? Is the Data Quality Sufficient? Note Chapter 6 Predictive Analytics in Action First Step: Determine the Key Performance Indicators Second Step: Analyze and Report the Data Relationships, Optimization, and Predictive Analytics Predictive Analytics Interpreting the Results Predicting the Future Structural Equation Modeling Notes Chapter 7 Predicting the Future of Human Capital Analytics What Does the Future Look Like? Bringing It All Together Predictive Analytics for HR in Action Notes Epilogue Appendix: Example Measures of Efficiency, Effectiveness, and Outcomes About the Authors Index