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Predictive Analytics for Human Resources
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Predictive Analytics for Human Resources
by Jac Fitz-enz, John Mattox II
Predictive Analytics for Human Resources
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
End User License Agreement
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Predictive Analytics for Human Resources
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Predictive Analytics for Human Resources
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
End User License Agreement
List of Exhibits
Exhibit 1.1 Analytic Paths
Exhibit 1.2 How Your Company Makes Money
Exhibit 1.3 Data Analysis Levels
Exhibit 1.4 Capital Interactions
Exhibit 1.5 Preventable Reasons Why Employees Disengage
Exhibit 1.6 Finding Training Value
Exhibit 2.1 Go-to-Market Models
Exhibit 2.2 Leadership Development
Exhibit 2.3 Human Capital Income Statement (HCI$)
Exhibit 2.4 Force Analysis
Exhibit 2.5 Analytics Unit Development
Exhibit 3.1. Reporting versus Analysis
Exhibit 3.2 Cooking Up an Analytic Meal
Exhibit 3.3 Staffing Process Analysis
Exhibit 4.1 Open Positions and Positions Filled per Month
Exhibit 4.2 Time to Fill Compared to Benchmarks
Exhibit 4.3 Salary Costs and Total Cost to Hire Compared to Benchmarks
Exhibit 4.4 Logic Model
Exhibit 4.5 Completed Logic Model
Exhibit 4.6 Quarterly Performance Ratings
Exhibit 4.7 Competency Results
Exhibit 4.8 Speed to Competency
Exhibit 4.9 Test Score—Percentage Passing by Performance Group and Month
Exhibit 4.10 Employee Engagement by Group at 90 Days and One Year
Exhibit 4.11 Exit Survey Results
Exhibit 4.12 Turnover by Group at Two Years
Exhibit 4.13 Optimization Model with Key Performance Metrics
Exhibit 4.14 Productivity among Groups during Year 1
Exhibit 5.1 TDRP Efficiency Statement
Exhibit 5.2 TDRP Effectiveness Statement
Exhibit 5.3 TDRP Outcomes Statement
Exhibit 5.4 Data Sources for Executive Reports
Exhibit 6.1 Data Tracking Tool
Exhibit 6.2 Data Request Template
Exhibit 6.3 Delimited Data File
Exhibit 6.4 Vertical Display of a Data Set
Exhibit 6.5 Cross-Tab Display of a Data Set
Exhibit 6.6 Definitions of Metrics
Exhibit 6.7 Basic Analytics Plan
Exhibit 6.8 Open Positions by Business Unit in Quarter
Exhibit 6.9 Average Number of Days to Fill a Position
Exhibit 6.10 Average Cost per Hire for Each Business Unit
Exhibit 6.12 Correlation Values between GPA and ACT/SAT Scores: Auburn University
Exhibit 6.11 Data Set for Predictive Analytics
Exhibit 6.13 Correlation Model Showing Factors that Might Predict ACT/SAT Score
Exhibit 6.14 Regression Model Showing Factors that Might Predict ACT/SAT Scores
Exhibit 6.15 Hypothetical Structural Equation Model Showing Possible Predictors of ACT/SAT Scores
Exhibit 6.16 Correlations among Variables
Exhibit 6.17 Rank Ordered Correlations for Productivity
Exhibit 6.18 Rank Ordered Correlations for Profitability
Exhibit 6.19 Predictor of Profitability
Exhibit 6.20 Predictors of Productivity
Exhibit 6.21 Predicted Productivity Scores for Five New Hires
Exhibit 6.22 Predicted Profitability for Three New Hires
Exhibit 6.23 Hypothetical Structural Equation Model
Exhibit 7.1 Change in Human Capital Index from 1992 to 2008
Exhibit 7.2 Representation of the Inflow and Outflow of the Waterwheel
Exhibit 7.3 Google Searches for the Term “Big Data”
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Guide
Cover
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