HCMoneyball https://hcmoneyball.com Fri, 09 Jun 2023 10:31:08 +0000 en-US hourly 1 https://wordpress.org/?v=6.5.2 https://hcmoneyball.com/wp-content/uploads/2023/06/fav_moneyball.png HCMoneyball https://hcmoneyball.com 32 32 Human Capital and Analytics https://hcmoneyball.com/human-capital-and-analytics/ https://hcmoneyball.com/human-capital-and-analytics/#respond Fri, 09 Jun 2023 10:31:07 +0000 https://hcmoneyball.com/?p=904 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/human-capital-and-analytics/feed/ 0 Running the Numbers on Human Capital ROI with Dr. Solange Charas https://hcmoneyball.com/running-the-numbers-on-human-capital-roi-with-dr-solange-charas/ https://hcmoneyball.com/running-the-numbers-on-human-capital-roi-with-dr-solange-charas/#respond Fri, 09 Jun 2023 10:26:44 +0000 https://hcmoneyball.com/?p=901 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/running-the-numbers-on-human-capital-roi-with-dr-solange-charas/feed/ 0 Human Capital and Predictive Analytics – Part 4: Prescriptive Analytics https://hcmoneyball.com/human-capital-and-predictive-analytics-part-4-prescriptive-analytics/ https://hcmoneyball.com/human-capital-and-predictive-analytics-part-4-prescriptive-analytics/#respond Fri, 09 Jun 2023 09:19:12 +0000 https://hcmoneyball.com/?p=863 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/human-capital-and-predictive-analytics-part-4-prescriptive-analytics/feed/ 0 The Impact of Human Capital Data on Executive Decision-Making https://hcmoneyball.com/the-impact-of-human-capital-data-on-executive-decision-making/ https://hcmoneyball.com/the-impact-of-human-capital-data-on-executive-decision-making/#respond Fri, 09 Jun 2023 09:17:59 +0000 https://hcmoneyball.com/?p=860 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/the-impact-of-human-capital-data-on-executive-decision-making/feed/ 0 The Profound Relationship between Human Capital Expenditures and Financial Outcomes https://hcmoneyball.com/the-profound-relationship-between-human-capital-expenditures-and-financial-outcomes/ https://hcmoneyball.com/the-profound-relationship-between-human-capital-expenditures-and-financial-outcomes/#respond Fri, 09 Jun 2023 09:16:30 +0000 https://hcmoneyball.com/?p=857 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/the-profound-relationship-between-human-capital-expenditures-and-financial-outcomes/feed/ 0 Measuring How Your Human Capital Investments Affect Your Bottom Line https://hcmoneyball.com/measuring-how-your-human-capital-investments-affect-your-bottom-line/ https://hcmoneyball.com/measuring-how-your-human-capital-investments-affect-your-bottom-line/#respond Fri, 09 Jun 2023 08:34:15 +0000 https://hcmoneyball.com/?p=854 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/measuring-how-your-human-capital-investments-affect-your-bottom-line/feed/ 0 Human Capital Analytics and the CFO – Why HC Data is a MUST! https://hcmoneyball.com/human-capital-analytics-and-the-cfo-why-hc-data-is-a-must/ https://hcmoneyball.com/human-capital-analytics-and-the-cfo-why-hc-data-is-a-must/#respond Fri, 09 Jun 2023 08:32:51 +0000 https://hcmoneyball.com/?p=851 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/human-capital-analytics-and-the-cfo-why-hc-data-is-a-must/feed/ 0 Raise the Tide- Episode featuring Solange Charas https://hcmoneyball.com/raise-the-tide-episode-featuring-solange-charas/ https://hcmoneyball.com/raise-the-tide-episode-featuring-solange-charas/#respond Fri, 09 Jun 2023 08:18:15 +0000 https://hcmoneyball.com/?p=841 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/raise-the-tide-episode-featuring-solange-charas/feed/ 0 Human Capital Leader’s Guide to Quantifying DE&I Performance for Multiple Stakeholders – Focusing on the Employee and Candidates https://hcmoneyball.com/human-capital-leaders-guide-to-quantifying-dei-performance-for-multiple-stakeholders-focusing-on-the-employee-and-candidates/ https://hcmoneyball.com/human-capital-leaders-guide-to-quantifying-dei-performance-for-multiple-stakeholders-focusing-on-the-employee-and-candidates/#respond Fri, 09 Jun 2023 07:55:13 +0000 https://hcmoneyball.com/?p=824 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/human-capital-leaders-guide-to-quantifying-dei-performance-for-multiple-stakeholders-focusing-on-the-employee-and-candidates/feed/ 0 Preparing The Organization For Human Capital Reporting ?(Live Webinar) https://hcmoneyball.com/preparing-the-organization-for-human-capital-reporting-live-webinar/ https://hcmoneyball.com/preparing-the-organization-for-human-capital-reporting-live-webinar/#respond Fri, 09 Jun 2023 07:53:05 +0000 https://hcmoneyball.com/?p=822 For 30 years, my clients have been board directors, CEOs and CFOs and I have had plenty of time to observe these smart people ignore the impact of human capital.  After many years of conversations, I’ve concluded that there are two fundamental reasons why they ignore human capital:

  1. HR is “messy” and non-HR professionals don’t want to – and more likely don’t even know how to – deal with the “soft” issues of individuals;
  2. HR has its own language that is utterly foreign to most financial people

I’ve created HCMoneyball to address these two issues – CFOs can measure and track the impact of human capital on business outcomes – in a language they understand – ratios and factors.  By calculating the collective impact of Human Capital, we can see how the system of people contributes to or detracts from operating efficiencies – a departure from having to understand people at the individual level. Our software creates the types of human capital metrics (ROHC, Income Ratio, Revenue Ratio, etc.) that are easy to compare to standard financial measures – ROE, ROS, ROI, Quick Ratio, Inventory Turn Ratio.  And more exciting is that they can benchmark their human capital ratios to a set of competitors through HCMoneyball’s benchmarking feature.

By translating Human Capital trends into a financial language, decision-makers can enhance their ability to optimize the return on investment, create economic value for stakeholders, and understand their competitive position against the market. 

My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix – at the board level, C-suite level and eventually by every manager in the organization.

We look forward to showing you how!

]]> https://hcmoneyball.com/preparing-the-organization-for-human-capital-reporting-live-webinar/feed/ 0