{"id":863,"date":"2023-06-09T09:19:12","date_gmt":"2023-06-09T09:19:12","guid":{"rendered":"https:\/\/hcmoneyball.com\/?p=863"},"modified":"2023-06-09T09:19:13","modified_gmt":"2023-06-09T09:19:13","slug":"human-capital-and-predictive-analytics-part-4-prescriptive-analytics","status":"publish","type":"post","link":"https:\/\/hcmoneyball.com\/human-capital-and-predictive-analytics-part-4-prescriptive-analytics\/","title":{"rendered":"Human Capital and Predictive Analytics \u2013 Part 4: Prescriptive Analytics"},"content":{"rendered":"\n

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\u2019ve concluded that there are two fundamental reasons why they ignore human capital:<\/p>\n\n\n\n

    \n
  1. HR is \u201cmessy\u201d and non-HR professionals don\u2019t want to \u2013 and more likely don\u2019t even know how to \u2013 deal with the \u201csoft\u201d issues of individuals;<\/li>\n\n\n\n
  2. HR has its own language that is utterly foreign to most financial people<\/li>\n<\/ol>\n\n\n\n

    I\u2019ve created HCMoneyball to address these two issues \u2013 CFOs can measure and track the impact of human capital on business outcomes \u2013 in a language they understand \u2013 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 \u2013 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 \u2013 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\u2019s benchmarking feature.<\/p>\n\n\n\n

    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. <\/p>\n\n\n\n

    My aspiration is that information about Human Capital be used consistently as an integral part of the decision-making matrix \u2013 at the board level, C-suite level and eventually by every manager in the organization.<\/p>\n\n\n\n

    We look forward to showing you how!<\/p>\n","protected":false},"excerpt":{"rendered":"

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