In coordination with the launch of our Human Capital Disclosure Statement, HCMI has released three new case studies covering recruiting, hiring and retention. Cadence Health – ROI of Internal Hires: Cadence Health sought to better understand drivers of turnover and how best to source and allocate its talent to optimize capacity, profit, and productivity. Working with multiple, disparate HR systems, HCMI’s Analytics experts identified key trends, predictive drivers, key metrics, and quantified financial impact linked to business outcomes. Scofield Financial – Improving Retention and Hiring: Scofield Financial is a mid-sized, regional financial services company whose high turnover rates were reducing much of their recruitment to replacement efforts. There was also little information on how to acquire those employees who would remain with the organization and perform at high levels. Scofield Financial – Optimizing Recruiting Sources: Scofield Financial is a mid-sized, regional financial services company whose high turnover rates were reducing much of their recruitment to replacement efforts. In partnership with HCMI, Scofield was able to identify and target the best sources of hire, and make specific recommendations and adjustments by job type.

Over the past few years, organizations have done an unprecedented amount of restructuring, retrenchment, and downsizing. Much of this has been reactionary, without time to think, plan, or take into consideration the optimal size and structure of the workforce. This white paper will help address this issue by outlining the top 5 key human capital metrics and how they can help make sense out of the challenges and confusion of economic downturns and growth cycles. The metrics covered in this white paper provide: Visibility to understand and analyze human capital. The ability for data driven decision making for the workforce. Your Organization with a better level of preparedness for economic crisis. The ability to make precise surgical cuts vs. ineffective “cut across the board” methods. Download this whitepaper here

We all recognize how critical human capital is to the growth and success of any business, but many struggle to discern the key workforce metrics required to gain the insights necessary to make strategic decisions. To help alleviate some of the pain and to make sense of all the available data that you could potentially be analyzing the Human Capital Management Institute (HCMI) has put together a list of the top 25 most important human capital questions that all HR leaders should be asking. Top 25 Questions Can we accurately forecast our workforce needs in the future? What percent of our workforce is customer-facing or revenue-generating? What is the trend? Can we model our workforce to optimize cost, profit and productivity? What is our workforce productivity? Is it higher than peers? What is the marginal return of one dollar invested in workforce? Is the ROI on Human Capital higher than other investments? Is workforce productivity increasing, decreasing or static? How are we performing versus peers? What is the average time-to-full-productivity for new hires? For new hires in critical roles? What are predictive indicators of turnover? What percentage of employees are at risk? Are leaders effectively managing human capital? Do leaders correlate to employee engagement, retention and performance? What business areas/positions/managers have the highest voluntary turnover? How do we compare to peers? Where does our best talent come from? Which managers are the best talent scouts and coaches? What is the cost of turnover to our business? Are we losing the right people (low performers) or the wrong people(high performers or critical roles/skills)? Do we know the leading drivers of employee turnover? Do we know the leading drivers of retention? What is our quality of new hires? Can we measure it? What recruiting source yields the most high performers? What recruiting source yields the best cultural fits? Is there a link between employee performance and total rewards? If so, do we know the optimal pay/performance mix? What is the total pay/rewards differential between high performers and average employees? Could we offer compensation and benefits that both cost less and engage/retain employees better? What is our Total Cost of Workforce as a percent of revenue?  As a percent of expenses? How do we compare to peers? What is the ROI of training to the firm?  Where could training investments improve productivity and profitability? Is internal mobility a source of value or turnover and cost? What percent of the workforce moves internally each year? What percent of the workforce has a defined career path? What is the link between employee engagement, customer satisfaction, revenue and profits? What are the drivers? Answer These Questions HCMI has helped clients across numerous industries answer these questions. Read some of our case studies to see the impact that HCMI has had and get started on your path to salvation by digging into two related webinars, Questions Human Capital Analytics Can Answer and Linking KPIs to Critical Human Capital Questions.

“HCMI guarantees a minimum of $1 Million in workforce ROI cost savings or productivity gains, or our time is free.” ~ Jeff Higgins, HCMI CEO The Challenge HCMI has found over a million dollars in productivity and cost savings value for 100+ companies.  We are so confident we can do this for ANY company that we are challenging you to step up and take away any excuses for not doing great workforce analytics.  In return, HCMI takes away the risk by guaranteeing we will find at least $1 Million in workforce ROI opportunities, or you pay nothing. What to Expect HCMI will analyze your workforce and find opportunities to increase its productivity and/or reduce costs by at least $1 Million annually.  You will receive a detailed and action-oriented analysis on your company’s workforce productivity, its trends for up to the last four years with industry comparisons, and the talent-focused drivers of revenue and profit.  HCMI will show you how to achieve that $1M+ improvement in concrete steps every year. How to Get Involved Let us know you are ready to take the challenge! Next Steps What do I have to do? All you have to do is sign a contract to provide data: We sign an NDA to ensure complete confidentiality, and a contract guaranteeing $1.0 million+ in ROI savings or productivity gains. HCMI loads your organization’s data into our proprietary tools and analytic models. We deliver a custom insight report showing what, where and how to get $1 million+ ROI. That was easy, can we do it again? HCMI is a full service firm, offering consulting, training, technology, tools, and templates, so we can do all the work for you.  And, depending on your firm’s capacity, we can collaborate to find the ROI together or give your company the capability to self-sustain the $1M+ ROI every year. FAQ’s My workforce data is highly confidential. How can I be sure it will be protected? HCMI works with the latest in data security, encryption technology, processes and will work with your organization’s data security teams and standards to ensure your data is safe and confidential.  HCMI also engages with clients on every project with a mutual Non-Disclosure Agreement in place to protect all intellectual property and any sensitive information involved. What kind of workforce insights will produce such a high ROI? Our work covers all stages of the talent life cycle, from recruiting to retention, and everywhere in between:  workforce planning,  performance, development, career paths and talent flow, succession planning, compensation and benefits, etc. It also covers business insights, from financial to sales to capital, production, and so on. Depending on your data, there’s no limit to the range of areas we can focus on. See examples of the kinds of questions we can help your business answer. Is my satisfaction guaranteed? HCMI’s guarantee ensures that you will be satisfied, and we will continue to work on finding your ROI opportunities and take you to the next level until you tell us to stop. What does it cost? HCMI will charge the lesser of 15% of the ROI value we create or our standard consulting and service rates for the project duration. That’s a guaranteed minimum productivity and savings to investment ratio of 5.7 to 1, or an ROI of 567%! Take the Challenge! At HCMI, we are passionate about workforce analytics and planning, and welcome you to initiate a conversation with us. Please fill out our contact form, and we’ll follow up with you shortly. Sample Contract Guarantee* The following components outline HCMI’s proposed service components to support your company and deliver actionable findings on workforce productivity and cost savings impact of at least $1 Million, or there will be no charge for the service. HCMI agrees as part of this engagement project, to quantify and show measurable and actionable opportunities representing workforce productivity and or cost savings impact of at least $1 Million. This savings or value creation may include one or more project opportunities within a qualifying organization or business unit. Payment for the services listed will be paid according to the following and per the terms of the Agreement. If the business case fails to identify at least $1 Million in workforce productivity and/or cost savings ROI opportunities, HCMI will not charge your organization for the project cost (excludes client required costs such as travel costs to and from client site). * For illustrative purposes only, actual contract language can vary based on client-specific engagement needs. About HCMI The Human Capital Management Institute was founded on the belief that organizations can and must find better ways of measuring their investments in human capital. HCMI strives to fundamentally change the way organizations make decisions about their workforce.  HCMI’s vision of the future is one in which human capital measurement and information is as integral to business decision making as financial information is today. Serving global clients, HCMI delivers advanced workforce intelligence training, consulting, and the world’s most advanced analytics and workforce planning modeling tools. Proof of ROI These are just a few examples of the Human Capital ROI that HCMI has uncovered for organizations of many different industries, sizes and sectors. See more detailed business cases.

Drake Business Review, a publication of Drake International, has published “Human Capital Financial Statements: The Missing Link between Human Capital and Financial Results” by Jeff Higgins, HCMI’s CEO. Navigate to page twenty-two for the complete article. Here is an introduction: “For hundreds of years, owners and managers have sought to quantify workforce productivity. This search has intensified each decade into the 21st century due to the increasing complexity and sophistication of business, technology, and the workforce. In today’s competitive global economy, it is more important than ever for companies to quantify, assess, and differentiate the value that their top performers contribute over the average performers.” Read the full article starting on page twenty-two, or you can also find this article featured on their website.