Coming soon · Book Profile
Predictive Analytics for Human Resources
A practical, step-by-step guide to applying descriptive, predictive, and prescriptive analytics to human capital so HR can uncover the causal drivers of workforce outcomes and connect talent decisions to business value.
A profile of this book is on the way.
What it’s about
Written by the father of HR metrics, Jac Fitz-enz, and analytics practitioner John Mattox, this book demystifies predictive analytics for human resources by showing that analytics is first a logical mental framework and only second a set of statistical operations. Through a running case study of the 'Retain & Grow' talent initiative, it walks readers from gathering efficiency, effectiveness, and outcome data, through descriptive dashboards, correlation, regression, and structural equation modeling, all the way to predicting individual productivity and profitability. It teaches not just the statistics but the salesmanship, sponsorship, change management, and questioning discipline needed to build an analytics unit or culture, sell it to the C-level, and turn disparate data into actionable business intelligence. Grounded in frameworks like the Talent Development Reporting Principles and Boudreau and Ramstad's optimization model, it argues that people are best measured not as inert assets but through the efficiency, effectiveness, and outcomes of their processes—and that the future of HR belongs to those who can 'manage tomorrow today.'
The through-line
- Who it’s for
- An HR, talent, or learning professional (or analyst/manager) who wants to add measurable value to their organization and earn credibility with business leaders.
- The problem
- HR generates activity and cost reports but cannot connect talent decisions to business outcomes like productivity, retention, and profitability. They feel overwhelmed, ignorant, or powerless in a world of Big Data and fast computers, fearing they lack the statistical expertise to be taken seriously.
- The plan
- Clarify vision, brand, and culture and ask logical questions to define the true problem and its purpose.
- Identify and gather efficiency, effectiveness, and outcome metrics, securing data ownership and quality.
- Display data in descriptive dashboards and reports, then relate it to internal and external forces.
- Build predictive models using correlation, regression, or structural equation modeling to find causal drivers.
- Sell the effort to the C-level with a sponsor and translate insights into financial outcomes and prescriptions.
- The payoff
- HR provides actionable, financially framed intelligence that executives use for decision making. · Talent inputs are optimized to improve productivity, retention, and profitability. · The analyst gains credibility, a seat at the table, and possibly a permanent analytics unit or culture.
See our guide
Related profiles we’ve built
- A Theory of Human Motivation →
- Anxiety at Work_ 8 Strategies to Help Teams Build Resilience, Handle Uncertainty, and Get Stuff Done →
- Applied Multivariate Stats Social Sciences Stevens →
- Assessing Change in Psychoanalytic Psychotherapy of Children and Adolescents (Psychology, Psychoanalysis & Psychotherapy) →
- Basics Qualitative Research Grounded Theory Corbin Strauss →
- Bayesian Multilevel Models for Repeated Measures dаta A Conceptual and Practical Introduction in R →
- Beyond Hr Boudreau Ramstad →
- Compensating Your Employees Fairly →
Additional reading
- The Organism · Kurt Goldstein
Maslow sources the term 'self-actualization' from Goldstein and builds upon his holistic view of the organism.
- Explorations in Personality · H. A. Murray, et al.
Cited as providing an 'excellent discussion' on the basic principle of centering motivation theory on goals rather than instigation or behavior.
- Social Interest · Alfred Adler
Maslow credits Adler and his followers for stressing the importance of the 'esteem needs,' which he felt were neglected by Freudian psychoanalysts.
- Wisdom of the Body · W. B. Cannon
Provides the foundational concept of 'homeostasis,' which Maslow uses as the starting point for his discussion of physiological needs.
- Multipliers · Liz Wiseman
Explores how leaders can either amplify ('multiply') or diminish ('diminish') the intelligence and capabilities of their teams, a key concept for creating a positive, low-anxiety environment.
- The Fearless Organization · Amy Edmondson
Provides the foundational research and practical steps for creating psychological safety, which the book identifies as crucial for reducing interpersonal anxiety and encouraging people to speak up.
- Mindset · Carol Dweck
Explains the difference between a 'growth mindset' and a 'fixed mindset,' which is presented as a key tool for helping employees manage perfectionism and see failures as learning opportunities.
- Crucial Conversations · Kerry Patterson, Joseph Grenny, et al.
Recommended as a resource for employees to learn how to navigate difficult, high-stakes conversations, directly addressing the book's theme of moving from conflict avoidance to healthy debate.
- Better Allies · Karen Catlin
The author is quoted on specific, actionable steps for allyship, making her book a practical guide for implementing the principles in Chapter 7.
- Blindspot: Hidden Biases of Good People · Mahzarin R. Banaji and Anthony G. Greenwald
Explains the science of implicit bias, which is central to the book's argument that leaders need to be proactive allies because 'not being racist/sexist' isn't enough.