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A crystal ball into the future value of your organization’s human assets.

In his landmark book The ROI of Human Capital, Jac Fitz-enz presented powerful metrics for quantifying the contributions of individual performers to an enterprises bottom line. The New HR Analytics represents another such quantum leap, revealing how to predict the continuing value of present and future human capital investments. Brimming with input from dozens of HR and business thinkers and executives, and fortified with cutting-edge tools for today’s (and tomorrow’s) growth-directed organizations, The New HR Analytics is the next step in strategically aligned human resource planning.

Using Fitz-enz’s metrics, readers will measure past and current returns. Then, by combining those results with focused business intelligence and applying the exclusive analytical tools in the book, they will learn how to:

• Evaluate and prioritize the skills needed to run the organization optimally
• Build a workforce around Capability Planning—not just filling job openings
• Determine the impact of compensation programs on business results. (Is the enterprise rewarding the right things?)
• Interpret data and the business climate for more accurate risk assessment
• Create ideal succession planning strategies that leverage employee engagement
• Convert analytical findings to effective, specific actions

Single copies available at your favorite online retailer or bookstore. Great discounts on bulk purchases, starting at 40%! For details, call 1-800-250-5308 or email: This e-mail address is being protected from spambots. You need JavaScript enabled to view it .

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The New HR Analytics Available April 2010

We all know that people--not cash, buildings, or equipment--are the lifeblood of any business enterprise. Yet, astonishingly, there has never been a reliable way to quantify the contribution of human capital to corporate profit...until now. In THE ROI OF HUMAN CAPITAL, Jac Fitz-enz draws on years of quantitative and qualitative research by his prestigious Saratoga Institute to provide a breakthrough methodology for measuring the bottom-line effect of employee performance. A prolific author, whose previous work includes Human Value Management, named Book of the Year by the Society for Human Resource Management, Fitz-enz has also been called "the father of human performance benchmarking." This new book offers a rare blend of management expertise and quantitative metrics, showing executives and HR professionals how to gauge human costs and productivity at three critical levels: * Organizational (contributions to corporate goals) * Functional (impact on process improvement) * Human resources management (value added by five basic HR department activities). With today's employee costs often exceeding 40 percent of corporate expense, measuring the value of this human capital is essential. Here, at last, is a resource that reveals how to do it and that helps managers determine how to invest most effectively in human productive potential.

The ROI of Human Capital: Measuring the Economic Value of Employee Performance

Once thought of simply as the place where employee records are kept, today's human resources department has evolved into a manager of human capital. However, HR faces challenges - among them providing necessary services at competitive cost, enhancing productivity, and justifying budgets at a time when outsourcing firms threaten its very existence. Now more than ever, HR needs to position itself as a value-added partner that contributes to the strategic goals of its organization. This Third Edition of a human resources classic is the only book to provide a proven, quantifiable method for accurately measuring the productivity of all major HR functions. "How to Measure Human Resources Management" is nothing short of a must-have for HR managers - a tool that allows you to gauge the effectiveness of your department and communicate with senior management in the quantitative business language they understand .Thoroughly revised, this practical guide offers new chapters that show how to measure: intellectual capital; the effectiveness of the HR Web site - the employee handbook, retirement and benefits information, etc.; and, HR call centers and service centers. Now you can accurately measure virtually anything that needs measuring, from a specific task to the way your entire department is organized. You'll see how to support your managerial decisions - from how much HR staff is needed to how much to spend on HR services - with hard numbers obtained from easy-to-apply formulas and benchmark database examples. Authors Jac Fitz-enz and Barbara Davison expertly demonstrate how you can: evaluate all your human resources activities and costs, including: staffing, training, HRIS services, employee turnover, employee absence control, and the pay and benefits system; and, collect data on costs, time, and the quantity and quality of work.The book includes another new chapter on employee communications - which is at the heart of leading the new employee - as well as expanded coverage of the role of technology, now the driving force in HR management. The authors also offer guidance in linking HR activities to business objectives and, ultimately, to the organization's goals. In addition, they examine the future direction of HR and its likely prospects, problems, and payoffs in the new millennium. Direct, easy-to-follow, and remarkably insightful, "How to Measure Human Resources Management" is a resource no HR manager can afford to be without. Protect your HR department and prove its value with a measurement system that works.Is it cost-effective to add staff in a given area?

Today’s highly competitive marketplace demands that human resources departments emerge from under their administrative workloads and become full partners in determining their organizations’ winning strategies.

In Human Resources Business Process Outsourcing, Edward E. Lawler III, Dave Ulrich, Jac Fitz-enz (the foremost experts in the human resources field), and James C. Madden V (the CEO of the top HR outsourcing firm) clearly show how outsourcing offers an effective, low-cost alternative to traditional administration and provides HR managers with new opportunities to contribute directly to their companies’ overall strategy and business performance. Step by step, the authors explore how the HR function in corporations is structured and include a template for analyzing an HR department’s value, value added, and cost-to-serve. In this important resource, the authors explain new approaches organizations can take to improve HR administration and demonstrate how HR functions can be best organized.

To demonstrate the effectiveness of outsourcing HR administration, the book contains an in-depth study of Exult, Inc., the leading HR business process outsourcer (BPO). This detailed study offers an insider’s look at an effective BPO start-up and is filled with valuable lessons for managers who are on the brink of a significant change effort. Human Resources Business Process Outsourcing also examines four companies–British Petroleum, Bank of America, International Paper, and Prudential–that contracted with Exult for a range of HR BPO services. Each company’s "report card" reveals the substantive successes and significant challenges encountered in the transition process.

In addition to providing a hands-on resource for making the HR BPO transition, the authors look to the future and identify the key issues that will affect the long-term development and effectiveness of human resources business process outsourcing.

High-performance companies don't get the extraordinary performers they need by tossing another fad management program on their people. Instead, they adhere to fundamental beliefs and operating strategies that pay off in the long run--both in higher profits and more productive employees. Now Jac Fitz-enz, the founder and president of the prestigious Saratoga Institute, identifies best practices in human asset management. Fitz-enz is the author of numerous other titles including Human Value Management and The ROI of Human Capital, both of which were SHRM "Book of the Year" winners. Based on four years of research involving more than 1,000 companies worldwide and filled with illuminating case studies, The 8 Practices of Exceptional Companies documents how the best organizations practice: • balanced value fixation • commitment to a core strategy • culture-system linkage • massive two-way communication • partnering with stakeholders • functional collaboration • innovation and risk • never being satisfied. The book shows managers and executives how to shift their primary focus away from short-term process improvement (reengineering, benchmarking, quality) and toward the enduring human asset management practices that can make these efforts long-term successes.

Demonstrates how HR managers can play a more integral and dynamic role in their companies' growth by running human resources like a business. Shows how to shift focus from the administration of traditional personnel programs to proactive support for organizational goals.