As part of an overall workforce analytics initiative, Cadence Health partnered with Human Capital Management Institute to deliver a comprehensive turnover analysis to identify key trends, drivers, key metrics, linkage to business outcomes and financial impact. The analysis includes Cadence Health turnover data from January 2012 through June 2014.

Workforce related expenses have been both the single largest contributor to non-interest expenses and the main driver behind rising operating expenses for all bank in recent years. Therefore, it’s important to understand the impact of human capital on business performance.

This summary report is a high-level workforce productivity and return on workforce benchmark analysis that includes historical performance trending and benchmarking of the workforce productivity of 41 of the top 50 Banks listed in North America between 2012 to 2019. 

Key takeaways include:

• Labor costs are the single largest operating expense driving the cost-to-income-ratio (CIR) banking metric

• Advanced metrics and measures used in the study link workforce investments to revenue and market value

• Top 5 bank “Winners” grew in market cap by $20.5 Billion per bank on average vs flat market value for the others

• In 2019, the gap between the top and bottom quartile banks increased by 33%

• Prior studies suggest talent management decisions before, during and after financial crises significantly impact the likelihood and speed of recovery from COVID-19

Download this complimentary report to learn more.

A 2018 survey found the biggest barrier to businesses adopting a paid family and medical leave policy to be the limited understanding of a company’s return on investment. Panorama stepped in to fill this information gap with its new report, The Business Impacts of Paid Leave, which shares new research on the relationship between paid leave and workforce productivity.

This report serves as one of the few sources of data on the business outcomes of paid leave, demonstrating that offering paid leave to employees can be part of a running a profitable company and potentially boost workforce productivity.

Public Storage built its first self-storage facility in 1972. Today it operates 2,700+ locations in the United States and Europe, totaling more than 142 million net rentable square feet of real estate. More than 20 factors were studied as a part of the analysis.

Those factors that were predictive of a successful hire, were used to create a “candidate profile.” After analyzing pay rates for the Metropolitan Statistical Areas throughout various regions in which Public Storage operates, a slight increase in wages for property-level managers was found to improve retention.

The findings from the analysis resulted in, decreased business HR and administrative costs, creating a costs savings of $290,000 to $455,000 within one years time.

The pandemic has forever changed the talent market. This is especially true for U.S. tech companies that are growing at a rapid rate. With the U.S. talent shortages at a 10-year high, hiring talents with desirable skills now comes with a hefty premium.

For most this would be bad news, but for the HR teams that are ready to use data to make informed decisions, this is a golden opportunity.

This report showcases how HR can leverage labor market data to win the recruiting war: hire talents where the supply is most abundant and competitively priced. Here Human Capital Management Institute (HCMI) analyzed job listing data of the top 41 U.S. tech companies spanning 138 unique countries to assess the current talent landscape within the tech industry.

Download this research paper to see how labor market data can help answer the following recruiting questions:

1. How much are competitors hiring?

2. Where is the best location to hire, expand, or relocate?

3. What job roles are in the highest demand?

4. Will your current labor market meet expected demand?

5. What talent supply will be available?

6. Which critical job roles will be hardest to fill?

Whether it’s juggling a remote workforce or realigning the business to stay afloat during this unprecedented event, you need to move fast while avoid missteps that could cripple your business performance during the recovery. Wouldn't it be great to have a workforce realignment plan to achieve this? 

This ebook outlines the 8 critical steps you can take to build your own workforce realignment plan.

Now more than ever, an organization’s success is tightly linked to its talent. Yet, the majority of talent spending decisions are made without business and financial ROI measures.
 

In PWC’s 2019 Annual Global CEO Survey, CEOs affirmed that availability of key talent is among the top three business threats that affect their ability to innovate and lead to higher than expected workforce costs. 

This eBook provides HR and business leaders with a starting point for delivering actionable business insights into the talent investment side of their organizations. Download this eBook to learn the importance of using data to improve talent spending decisions by  viewing HR analytics from a financial ROI point of view.

HCMI’s Human Capital Financial Statements (HCFS) provide a standard means with which to measure, report and disclose a company’s human capital. A company’s workforce can finally be reported separately for what it is: a critical factor in the success of any organization.

First, read more about the HCFS in the white paper. Learn how and why:

• HCFS need to be an integral part of business decision making.

• HCFS quantify human capital similar to traditional financial statements.

• The overall benefit of using HCFS for your company.

• Methods to utilize HCFS to make evidence-based business decisions.

Do you want to gain workforce-driven business insights from your talent, financial, and operations data? Read this White Paper on the Top 20 Requirements for a Workforce Analytics, Planning & Market Intelligence Solution to find out how. 

Organizations publicly extol their people as their most valuable asset. However, measuring the precise financial return of human capital investments on the bottom line has proved to be an elusive goal.

The Human Capital Management Institute (HCMI) outlines the research linking companies who invest in Virgin Pulse wellbeing programs to significant financial returns in the form of workforce productivity gains, lower attrition rates, and fewer days lost to illness.

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 companies make sense of all the available data, HCMI has put together a list of the top 25 most important human capital questions that all HR leaders should be asking.

What if human capital could be valued and its contribution quantified in the form of productivity or return? What if the return on human capital could be definitively linked to business results? In essence:

Can changes in human capital metrics explain movements (i.e., predict) in stock performance for companies? The answer is YES!