1. Men: Never move anything in the house that belongs to your wife.  That includes absolutely everything.
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OKAY, I’ve had it!  After 30 years of trying to convince people that they could improve the position of the HR function through metrics and analytics I’m through being Mister Nice Guy.  Here it is, head on.  Either Own the Table or get out of HR.  Lee Iacocca said it best twenty years ago; Lead – Follow - or Get Out of the Way.

We have reached a point in the development of computer technology and predictive analytics where you can truly own the C-level table.  I didn’t say get a seat at it.  I said own it.

Right now, today, the minute you read this we can show you an integrated business model and a software package with which you can own the C-level table in your company. These tools exist.  They have been tested here and abroad.  You can introduce them into your company tomorrow.   Use them and you will have the best data in your company; better than finance, sales or anyone.  I’m not backing down an inch.  One more time:  You can own the bloody table!

Step One.  Ask yourself these questions:

• What do you need to know about future human capital investments and how they will affect your organization?  This process reveals what you must know and how to get it.
• Why do you want to know it?  With this information (actually intelligence) you can plan and manage talent in a way that leads to greater efficiency and profitability.
• How much value could you create with this intelligence?  The value will be many times the expense in terms of cost reduction, customer delight and revenue generation.
• If we showed you how to produce these leading indicator reports would you know how to use them in discussions with the C-level?  Not sure?  We’ll teach you how to sell it.

Step Two. There is a truly leading edge, integrated Human Capital Impact software program in existence today that provides intelligence on over 70 variables.  Here is a small sample of what it provides:

• Workforce Productivity

1. Revenue per FTE
2. Cost per FTE
3. Profit (EBITDA) per FTE

• Total Cost of Workforce

1. Compensation and Benefits
2. HR Service Costs

• Talent Management Impact

1. Recruiting Quality and Cost Differentials
2. Mobility - Internal and External Impact
3. Leadership and Management: Costs and Impact
4. Training Effectiveness - Performance Differentials
5. Engagement - Revenue Linkage
6. Turnover and Retention Analysis

• Total Organizational Impact

Step Three.  The first time someone sees the spreadsheet their reaction is, “We could never get the data.”  Then, we point out to them that they already collect a lot of it in various activities, but it is not pulled together.  Much of it is also available in corporate accounting statements.  Just drop it into the integrating analytics software and watch the answers emerge.

If you really want to elevate the stature of HR in your company here is your chance.  Give it a try.  It is not a gimmick.  The system I am describing has been thoroughly tested in industry and government.  We will walk you through the process step by step and the designer of the software (a former CFO) will train your staff on data collection, management and presentation.

If you are ready to drop the excuses and own the table, give me a call at 408 223-7750 or e-mail me at This e-mail address is being protected from spambots. You need JavaScript enabled to view it .

Dr. Jac

The wise heads of the European financial crisis have saved the day.  What a relief.  They cobbled together a plan this week that will provide support for Greece whose debt is 1.6 times greater than its gross domestic product.

Since 1998 the wizards at BofA have spent almost $150 Billion on acquisitions.