Companies face new levels of human capital management complexity as they grow, cross-borders, and enter into new types of business agreements. Employees increasingly want self-service and the ability to actively engage with HR while managers are demanding better HR reporting. The companies most successful in engaging, motivating, and retaining best in class talent realize a sustainable competitive advantage in the markets they serve. This webinar will include an overview of current and emerging best practices in workforce optimization including the metrics that matter most in assessing worker productivity and a case study from a company that is on the forefront of leveraging technology to effectively manage their dynamic workforce.

1. Ask, Share, Learn – Within the Largest Community of Corporate Finance Professionals
Best Practices for Workforce
Optimization Across the Enterprise

2. • Discover how to define a unified set of data and metrics
that ensures the right talent, in the right roles, at the right
time
• Define current and emerging best practices and
technology in the arena of workforce management
• Discover how to right-size technology adoption in the
arena of workforce development and management at
your company
After attending this event you will be able to:
Learning Objectives

3. Proformative is the leading educational resource for corporate finance
professionals.
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Welcome to Proformative

4. Ask, Share, Learn – Within the Largest Community of Corporate Finance Professionals
Best Practices for Workforce
Optimization Across the Enterprise
Jeff Higgins, CEO & President, Human
Capital Management Institute

5. 5
Best Practices for Workforce
Optimization Across the
Enterprise
January 8, 2014
© Human Capital Management Institute

6. About Human Capital Management Institute
HCMI Background:
 Specialized in HR analysis & metrics
 Deep expertise in Analytics & Planning
 Board made up of CFOs and HR heads
 Over 40 years of experience
What We Do:
 Answer complex human capital questions
 Quantify human capital
 Transform workforce data to intelligence
 Enable HR and Finance to talk
6
Organizations can and must, find better ways to measure human capital investment.
The future is one with human capital metrics as key to business decision making as
financial information is today.
We Bring Financial Discipline, Standards and Rigor to Workforce Analytics
© Human Capital Management Institute
SaaS Analytics & Workforce Planning Software w Consulting w Training w Benchmarking

7. Measurement Trick #31
Measurement Best Practices:
1.Metrics that are actionable
2.Metrics that identify, quantify, and clarify issues across the employee cycle
3.Metrics that link to business results
4.Metrics to capture leading versus lagging indicators
© Human Capital Management Institute 7

8. How Best Practice Organizations Optimize the
Workforce
8© Human Capital Management Institute
1. Ask the right questions
2. Think of workforce more as a strategic asset than a cost
3. Know the workforce “KPIs” that drive their business
4. Use a business case for data driven workforce decisions
5. Use advanced predictive analytics tools to quantify workforce
productivity and talent decisions
KPI = Key Performance Indicator

9. Workforce Analytics, What is it?
9© Human Capital Management Institute
Source: Gartner 2014

10. Asking the Right Questions
© Human Capital Management Institute 10
What If you could answer the following?
1. Which workforce metrics link to business results?
2. What is our workforce productivity? Is it improving?
3. Is it better to build, buy or rent talent?
4. What size and cost of workforce can we afford?
5. Do leaders correlate to employee engagement, retention and
performance?

11. Examples: Talent Analytics ROI
© Human Capital Management Institute 11
• 15% productivity gain and lower costs ($55.0
Billion Package Delivery Co. )
• Predicting sales stars pre-hire{$1.0 Billion Bank}
• ROI of sales training {$2.0 Billion Retail Co.}
• Location optimization for talent growth
{large Regional Bank}
• Employee engagement service level revenue
impact {$1.0 Billion public Airline}
• 40% voluntary turnover reduction {public,
financial services co.}
• ROI of internal vs. external hires {public bank}
$1.1 Billion Annual
$264 Million Annual
$1.1 million per sales person
$250 Million Annual
$250k per Salesperson
$200 Million 10 years
$96 Million Annual
$5 per flight premium
$12 Million Annual
majority sales + operations positions
$6 Million Annual

12. Thank you for your interest in this presentation.
View the on-demand webinar or download the full
presentation at:
www.Proformative.com
Best Practices for Workforce Optimization
Across the Enterprise