Cornerstone On Demand

JANUARY 26, 2015

Yet when evaluating a given company's worth, investors still rely on performance metrics that largely ignore an organization's brainpower. Think about the problem this way: A low turnover rate sounds like a good quality for any company, right? " Low turnover might signal to an investor that talent is too complacent, and therefore not innovating fast enough. No wonder universal talent metrics are a touchy subject. Retention , categorized by job types.

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Visier

SEPTEMBER 16, 2015

How to Link Workforce Metrics With Business Outcomes, Part Two. The second in a four-part series on linking workforce metrics to business outcomes, this post looks at five key metrics for manager effectiveness that will help your organization motivate talented people. In the long run, this is not just good for engagement, but also for retention. So it’s important to use metrics that will help you answer questions like: Which managers retain the most top performers?

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Visier

SEPTEMBER 16, 2015

How to Link Workforce Metrics With Business Outcomes, Part Two. The second in a four-part series on linking workforce metrics to business outcomes, this post looks at five key metrics for manager effectiveness that will help your organization motivate talented people. In the long run, this is not just good for engagement, but also for retention. So it’s important to use metrics that will help you answer questions like: Which managers retain the most top performers?

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HR Bartender

APRIL 26, 2015

The articles talk about developing outstanding products, killer marketing strategies, and focusing on metrics and numbers. A few weeks ago, I saw a post titled “ Engagement, Retention and Culture now the #1 Issues in Talent and HR.” In the report Deloitte Global Human Capital Trends 2015, you tell us that the number one talent issues are engagement, retention and culture. Last question: There’s an increasing conversation about employee retention.

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The HR Capitalist

JANUARY 20, 2015

Let''s say you''re an HR leader responsible for recruiting and retention in some entry-level parts of your company, and your turnover rate is the death of a thousand cuts. Sure, you have a great retention month every once in a while (lucky! but most months are grim when you look at turnover in those entry level positions. Commission a study of turnover? Aetna recently decided to write the check to try and buy their way out of a turnover problem.

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Visier

JULY 16, 2015

So, how can you ensure a vendor’s claim to predict employee retention risks is valid? As a result, retention is a key objective for most HR organizations — understandably. In an attempt to quantify the impact of attrition, many have tried to connect turnover to business impact. Many more have tried to quantify the impact of turnover by estimating the direct and indirect costs. Tech Insights big data datafication of HR retention workforce analytics

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Outmatch

JUNE 16, 2015

Reproduced with permission from Human Resources Report , 33 HRR 633 (June 15, 2015). Copyright 2015 by The Bureau of National Affairs, Inc. June 9 — Measuring speed of hire and cost of hire is outdated, as those metrics no longer define an effective hiring process, Greg Moran, CEO of software firm Chequed.com , told Bloomberg BNA June 5. Identify Metrics That Drive Performance. If turnover is low, that may or may not be a good thing.

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Visier

MAY 21, 2015

Here are two examples that demonstrate how behavioural trends impact the bottom line, and how you can uncover these trends in your workforce data to deliver a credible point of view: The Economics of Turnover Contagion. What actually happens is turnover contagion. To come up with an informed point of view on how this behavioral pattern should factor into layoff decisions, follow these steps: The last time there were forced layoffs, how did that impact voluntary turnover?

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HR Daily Advisor

JULY 20, 2015

The HR Daily Advisor’ s HR Metrics Survey, conducted in April 2015, sought to gain a better understanding of how metrics are being utilized in the field of human resources. Does HR use metrics to gauge its own performance as a department? What metrics do respondents find to be the most useful? Some Highlights from the HR Metrics Survey: The most popular metric among participants was turnover, which is measured by 78% of the response pool.

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Visier

APRIL 27, 2015

A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills. Informed business executives know that talent has the upper hand in today’s market (hiring, new job creation, and voluntary turnover are all at 5-year highs, according to the BLS Job Openings and Labor Turnover Survey released in February 2015).

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Cornerstone On Demand

JANUARY 29, 2015

Even if companies believe the metrics, it doesn’t tell them why — or how to change anything. We should be able to show companies hard numbers about how that will affect outcomes like retention, performance and sales. Fortune 100 companies are using these metrics to, for example, design their headquarters or change how teams are structured. They completed calls 23 percent more quickly, and turnover went down by 28 percent.

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Visier

NOVEMBER 12, 2015

In August 2015, the need for more workforce diversity was spotlighted in a big way when President Obama issued a call to action to technology companies, encouraging them to hire more women and minorities by implementing the Rooney Rule. Consequences of this can range from reduced competitiveness and productivity to increased employee turnover to higher compensation costs. Here are a few demographic metrics you should be monitoring: 1.

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Visier

MARCH 27, 2015

While talent management is viewed as an urgent priority, knowledge about the workforce is typically limited to isolated metrics, such as time-to-fill for vacant positions. This can create the expectation that the focus should be on filling positions as quickly as possible, focusing solely on time-to-fill metrics. Cluster common employee attributes to build talent retention strategies. This may go without saying, but your employees aren’t like cars and trucks.

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Visier

MAY 21, 2015

Here are two examples that demonstrate how behavioural trends impact the bottom line, and how you can uncover these trends in your workforce data to deliver a credible point of view: The Economics of Turnover Contagion. What actually happens is turnover contagion. To come up with an informed point of view on how this behavioral pattern should factor into layoff decisions, follow these steps: The last time there were forced layoffs, how did that impact voluntary turnover?

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Hoops

FEBRUARY 23, 2018

. Recent Studies Detail Correlation Between Employee Engagement and Retention. For two years running, the top two HR challenges have been employee retention and employee engagement. Engagement and retention are both the end results of consistent and positive employee experiences. The result, as the following studies suggest, can be dramatic improvements in both metrics. These results distill into stronger employee retention.

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SMD HR

DECEMBER 14, 2017

reduce turnover) your organization is facing. Think about the the employee lifecycle measurement approach below to address the eternal issue of turnover. Turnover – Bad News/Good News. voluntary turnover rate is 23.4% Direct replacement costs are typically 50-60% of an employee’s annual salary, with total turnover costs ranging from 90-200% of the employees annual salary. 2015). How to keep your best employees: Developing an effective retention policy.

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SMD HR

DECEMBER 14, 2017

reduce turnover) your organization is facing. Think about the the employee lifecycle measurement approach below to address the eternal issue of turnover. Turnover – Bad News/Good News. voluntary turnover rate is 23.4% Direct replacement costs are typically 50-60% of an employee’s annual salary, with total turnover costs ranging from 90-200% of the employees annual salary. 2015). How to keep your best employees: Developing an effective retention policy.

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Visier

JUNE 4, 2015

We also had to let 120 poor performing engineers go, and 384 engineers left due to voluntary turnover, resulting in 504 exits total. But this was not enough to make up for the shortfall created by regrettable turnover. Recommended actions are: develop retention programs for high performing engineers. Ultimately, telling the right story with data-driven visuals helps communicate the overall impact of key metrics within any critical part of a business.

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China Gorman

JUNE 23, 2015

Namely, that retention/turnover is the top challenge reported by nearly 1,000 SHRM members. Perhaps the fact that retention/turnover are the top concerns is fueling the fear of escalating talent wars due to economic growth, demographic shifts, globalization and a workforce that believes they can have it all: meaningful work, career growth, leaders they trust, equitable pay and appreciation for their efforts.

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SAP Innovation

JULY 1, 2015

The future of HR metrics is predictive, but that’s not fully ready yet. As more businesses use analytics to make decisions, HR teams are feeling the pressure to leverage big data to improve things like time to hire and employee retention. According to research from Deloitte, companies that are “datafying” HR have two to three times better results in quality of hire, leadership development and employee turnover. Predictive HR metrics. HR metrics in recruiting.

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SAP Innovation

JULY 1, 2015

The future of HR metrics is predictive, but that’s not fully ready yet. As more businesses use analytics to make decisions, HR teams are feeling the pressure to leverage big data to improve things like time to hire and employee retention. According to research from Deloitte, companies that are “datafying” HR have two to three times better results in quality of hire, leadership development and employee turnover. Predictive HR metrics. HR metrics in recruiting.

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Spark Hire

AUGUST 3, 2015

In terms of employee retention, if you were “born into a job” workers would typically stay with the same job, as majority were family-run businesses passed down from generation to generation. According to InMobi’s CEO, Naveen Tewari, there are three ways to continue success while still maintaining the startup feel and to keep the employment experience positive: Throw out traditional metrics of success, make culture stick, and open-source your success.

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Cielo HR Leader

DECEMBER 5, 2014

As recruiters, talent acquisition professionals and leaders in HR, the importance of employee engagement, culture, job satisfaction and retention is often discussed. But with 2015 a mere blink away – if the past 365 days are any indication – morale in the years ahead cannot be an added bonus. Employee engagement and job satisfaction is one trend/challenge that appears to carry particular significance as we near 2015. 2.) Improving employee retention.

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nettime solutions

OCTOBER 15, 2015

When applied to the HR world, workforce analytics help HR staff analyze data relating to productivity levels, performance, if training is effective, and can even predict turnover. To understand just how significant workforce analytics are in your organization, below are three questions to consider: How can you reduce turnover and increase employee retention? Turnover and retention. These metrics are derived from: Performance.

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nettime solutions

OCTOBER 6, 2015

Scorecards are based on a set of advanced metrics that are linked to financial results that can quantify value creation and/or destruction. Training – What is the retention rate of high performing employees before and after training? Turnover/Retention – Calculate your turnover against your employee retention rate. It’s no secret that for the past two centuries, the economy has evolved into a talent-driven, knowledge based, asset community.

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Visier

MARCH 27, 2015

While talent management is viewed as an urgent priority, knowledge about the workforce is typically limited to isolated metrics, such as time-to-fill for vacant positions. This can create the expectation that the focus should be on filling positions as quickly as possible, focusing solely on time-to-fill metrics. Cluster common employee attributes to build talent retention strategies. This may go without saying, but your employees aren’t like cars and trucks.

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Visier

APRIL 27, 2015

A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills. Informed business executives know that talent has the upper hand in today’s market (hiring, new job creation, and voluntary turnover are all at 5-year highs, according to the BLS Job Openings and Labor Turnover Survey released in February 2015).

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TLNT: The Business of HR

JUNE 24, 2015

The fifth research report in an annual partnership between SHRM and Globoforce ( the 2015 Employee Recognition Survey ) was published this week. It’s that retention/turnover is the top challenge reported by nearly 1,000 SHRM members. The other surprise for me in the survey results is the data-backed understanding that values-based employee recognition is seen as contributing significantly to bottom-line organizational metrics.

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nettime solutions

OCTOBER 5, 2015

Scorecards are based on a set of advanced metrics that are linked to financial results that can quantify value creation and/or destruction. 40% of organizations rely on workforce analytics for employee engagement and 37% count on the data for employee retention. When applied to the HR world, workforce analytics help HR staff analyze data relating to productivity levels, performance, if training is effective, and can even predict turnover.

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Spark Hire

OCTOBER 6, 2015

Here are a few common HR tech tools and the metrics you can use to better test for success: Video interviews: Video interviews are all about speed and screening. Look at employee satisfaction, turnover, and retention. As with any new tech tool that claims to make our work lives substantially easier, there’s often a lot of talk surrounding HR technologies. And when there’s talk, myths undoubtedly form. But they’re just that — myths.

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Visier

FEBRUARY 20, 2015

For example, if you work in HR and want to get internal business leaders and line managers to champion a new employee retention initiative, an infographic could be a good approach. You could use an infographic to showcase significant retention metrics and explain how they relate to your initiative. This gives your audience a holistic snapshot of the retention metrics and reinforces how your initiative will engage and retain your company’s star performers.

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Visier

NOVEMBER 30, 2015

And for a long time engagement scores have been the go-to metric that HR teams use when they need to demonstrate their impact on business results. There is still a huge gap between engagement data (even if it’s been effectively collected) and data about actual workforce outcomes, such as retention of key talent. What should an organization do if it has great engagement scores, but still suffers from high turnover in key roles?

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HRExecutive

DECEMBER 28, 2015

Case in point: An increase in employee turnover might have the system highlight factors that have contributed to higher turnover in the past; e.g., a change in compensation or benefits, cutting back on management training, retirement or even restructuring activities that should perhaps not be counted as regular turnover, using less effective sourcing channels or more aggressive time-to-fill target metrics, etc. Personalized Engagement and Retention Plans.

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TLNT: The Business of HR

AUGUST 11, 2015

In my experience, HR teams send reams of paper with every metric imaginable (or they have a data warehouse that is too complicated to use) to operational leaders with talking points and tools for interpretation. Instead of HR linking themselves to business results (revenue, expenses, margin) they float statistics like engagement, turnover, retention to their operational leaders, and spend a great deal of time explaining the research that links those numbers to business outcomes.

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FlashPoint

JULY 24, 2015

Metrics-driven executives become increasingly supportive of engagement efforts when they see results, so you have to show them the data. You have to invest in establishing baseline engagement metrics showing where your organization is today and compare it to data you collect year after year going forward. With this in mind, here are some of the metrics you can look at to determine employee engagement. Employee engagement is the key to bottom-line performance.

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Visier

FEBRUARY 20, 2015

For example, if you work in HR and want to get internal business leaders and line managers to champion a new employee retention initiative, an infographic could be a good approach. You could use an infographic to showcase significant retention metrics and explain how they relate to your initiative. This gives your audience a holistic snapshot of the retention metrics and reinforces how your initiative will engage and retain your company’s star performers.

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TalentCulture

APRIL 2, 2015

— Jen PhillipsKirkwood (@JenPhillipsK) April 1, 2015. — Cheval John (@chevd80) April 1, 2015. By understanding key differences between data, metrics and analytics we can make better recommendations and decisions for the future. A2 They form a hierarchy: analytics are built on metrics, metrics are built on data. — chadharness (@chadharness) April 1, 2015. — Jen PhillipsKirkwood (@JenPhillipsK) April 1, 2015.

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TalentCulture

OCTOBER 28, 2015

That said, understanding the right metrics is key to narrowing down the focus in order to pinpoint and hire team members who will ultimately make you successful. In a Harvard Business Review article about competing on talent analytics , Tom Davenport, Jeanne Harris, and Jeremy Shapiro outlined six types of data used for managing a workforce: Human capital facts: The key indicators of the business’s health, such as head count, turnover rate, and employee satisfaction.

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TalentHQ

SEPTEMBER 3, 2015

As the economy grows and the job market gets hotter, employee engagement and retention have become a top priority. Why is there such a wide variation in employee engagement and retention? New research by MRInetwork shows that 90% of recruiters surveyed believe that “candidates are now in charge” – the highest this metric has been in five years. A new market has emerged: Employee feedback apps for the corporate marketplace.

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HR Daily Advisor

FEBRUARY 24, 2015

For example, say you have been tracking turnover, have installed programs to improve retention, and can show the board or the C-suite that you have improved retention by 22 percent year over year. One board member says, I disagree with your conclusion; I think your retention is improving because you have hired such weak people that none of them could find a job anywhere else. Big data on everything from hiring strategies to retention predictions. HR 2015?

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