webinar - 5 hr data points every small business should track
TRANSCRIPT
5 HR Data Points Every Small Business Should TrackWith Calculations
WEBINARS
Your Presenter
Christina Merhar, Zane Benefits
Christina Merhar is a Senior Editor for Zane Benefits, the leader in
individual health insurance reimbursement for small businesses.
Christina joined Zane Benefits in 2012 and has a passion for helping small
employers understand the ins and outs health benefits and human
resources.
You can find her daily contributions at www.ZaneBenefits.com/blog.
@ChristinaAtZane
www.ZaneBenefits.com
Join the conversationWhat is Zane Benefits?
Zane Benefits is the leader in individual health insurance reimbursement for small businesses. Since 2006, Zane Benefits has been on a mission to bring the benefits of individual health insurance to business owners and their employees.
Zane Benefits' software helps businesses reimburse employees for individual health insurance plans for annual savings of 20 to 60 percent compared with traditional employer-provided health insurance. Today, over 20,000 customers use Zane Benefits' software, services, and support to reimburse individual health insurance plans purchased independent of employment.
Zane Benefits' software has been featured on the front-page of The Wall Street Journal, the USA Today, and The New York Times. Zane Benefits was founded in 2006 and is based in Salt Lake City, Utah.
DISCLAIMERThe information provided herein by Zane Benefits is general in nature and should not be relied on for commercial decisions without conducting independent review and analysis and discussing alternatives with legal, accounting, and insurance advisors. Furthermore, health insurance regulations differ in each state; information provided does not apply to any specific U.S. state except where noted. See a licensed agent for detailed information on your state.www.ZaneBenefits.com
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1. Why HR Data Matters
2. 5 Data Points All Businesses Should Be Tracking
✔ Employee Retention Rate
✔ Cost of Employee Turnover
✔ Current and Historical Compensation Data
✔ Recruiting and Retention Expenses
✔ Training and Onboarding Expenses
3. Conclusion / Q&A
Agenda
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Why HR Data Matters
Join the conversationWhy HR Data Matters
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First, an example...
Join the conversationWhy HR Data Matters
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>> Data Drives Smart Decisions <<
● Get a pulse on the health and stability of our workforce
● Understand if HR initiatives are working
● Make informed HR decisions to recruit and retain the best staff
● Spend our HR dollars wiser
Join the conversationWithout HR Data, We Tend To....
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● Hire and fire spontaneously
● Be reactionary
● Not have an intentional recruiting and retention strategies
● Spend our HR dollars “on the fly”
● Become less of a business priority because we cannot quantify our work
>> Make Less Educated Decisions <<
5 HR Data Points to Track
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1. Employee Retention Rate
2. Cost of Employee Turnover
3. Current and Historical Compensation Data
4. Recruiting and Retention Expenses
5. Training and Onboarding Expenses
Bonus - Employee Happiness
5 HR Data Points to Track
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#1: Employee Retention Rate
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Join the conversation#1: Employee Retention Rate
Why do you need to track this?
Employee turnover is expensive to your operating budget, and to morale. It helps you
answer, “Is our employer retention strategy working?”
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Join the conversation#1: Employee Retention Rate
# of employees who left during a period of time
Total # of employees at the end of a period of time( )Retention Rate =
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Join the conversation#1: Employee Retention Rate
For example:
Sample Inputs Sample Calculation
(a) Period of Time: Fourth Quarter
(b) Total Employees at Beginning of Q4: 24
(c) Total Terminated Employees in Q4: 4
24 - 4 = 20 (b) – (c) = (d)
20 / 24 = .83 (d) / (b) = (x)
.83 x 100 = 83% (x) x 100 = Rate
Standard retention rates are 70-
85%, but vary by industry and
calculation methodwww.ZaneBenefits.com
Join the conversation#1: Employee Retention Rate
● Understand current employee turnover, and as a trend
● Measure if employee retention strategies are working (ex: perks, health
benefits)
● Identify red flags with morale
Now, what can you do with this data?
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#2: Cost of Employee Turnover
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Join the conversation#2: Cost of Employee Turnover
Why do you need to track this?
To make more strategic decisions about benefits and retention
activities.
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Join the conversation#2: Cost of Employee Turnover
Lost Productivity
Lost Engagement
Hiring and Recruiting Costs
Orientation and Training Costs
Cultural Impact
Total Cost of Turnover (Per Employee)
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Join the conversation#2: Cost of Employee Turnover
Pay Scale >> <$30,000/year $30,000 -$75,000/year
$75,000 +
Replacement
Cost Rate (%)
16%of annual
salary
20%of annual salary
Up to 213%of annual
salary
* Source - Center for American Progress Study on employee turnover
Example employee turnover rates *
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Join the conversation#2: Cost of Employee Turnover
Example Calculation - Cost of Turnover by Role
Time Period(ex: Q4 2013)
Position 1Ex: $10/hr retail
Position 2Ex: $40k/year manager
Position 3Ex: $100k/year Director
# of Terminated Employees (EEs) by Role
3 EEs 1 EEs 0 EEs
Cost per Employee $3,328 (16% salary) $8,000 (20% salary) $213,000
Cost of Turnover by Role $9,984 ($3,328 x3) $8,000 $0
Total Cost of Turnover this Time Period
$17,984 (Tip - By offering health benefits or perks, this company could lower their turnover cost and measure ROI on those benefits)
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Join the conversation#2: Cost of Employee Turnover
Now, what can you do with this data?
● Understand the cost of employee turnover
● Calculate the impact of health benefits and perks (often, they will pay for
themselves)
● Tailor your benefits and perks to retain the expensive-to-replace
employees
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#3: Compensation Data
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Join the conversation#3: Current and Historical Compensation Data
Why do you need to track this?
To record and track minimum wage and overtime pay compliance.
And, it helps you understand employee growth (important for retention).
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Join the conversation#3: Current and Historical Compensation Data
Tip: You can simply track this data in a spreadsheet, or use HR Software.
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Join the conversation#3: Current and Historical Compensation Data
● Check the accuracy/fairness of wages across your organization
● Track average wage increases
● Establish baseline compensation for various positions
● Be aware of annual points for possible wage increases
Now, what can you do with this data?
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#4: Training and Onboarding Expenses
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Join the conversation#4: Training & Onboarding Expenses
Why do you need to track this?
Understand your hiring costs for budgeting.
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Join the conversation#4: Training & Onboarding Expenses
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Personnel Time
Training Materials/Supplies
Meeting Space
Social Activities
Total Cost of Training & Onboarding
Join the conversation#4: Training & Onboarding Expenses
Now, what can you do with this data?
● Understand the true cost to hire and train employees
● Make strategic decisions about hiring (ex: hire a class of employees
together to be more cost-efficient)
● Measure the impact on hiring and onboarding expenses (ex: do your
training costs lower the cost of employee turnover?)
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#5: Recruiting Expenses
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Join the conversation#5: Recruiting Expenses
Why do you need to track this?
Understand your recruiting costs for budgeting.
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Join the conversation#5: Recruiting Expenses
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Advertising
Recruiting Software
Networking
Personnel Time (Screen, Interview, etc.)
Total Cost of Recruiting
Join the conversation#5: Recruiting Expenses
● Yield Ratio (percentage of hires by recruitment source)
○ # of candidates by source ÷ by total # candidates
● Allocate your recruiting dollars only to what’s working
● Understand your true cost of employee turnover
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Now, what can you do with this data?
Bonus Calculation: Employee Happiness
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Join the conversationBonus Calculation: Employee Happiness
Why do you need to track this?
Gain a pulse on employee satisfaction and happiness. Forecast future turnover.
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Join the conversationBonus Calculation: Employee Happiness
Example - A Simple Employee Survey
● A simple monthly survey (ex: printed, a free online survey software, google forms, or a third-party
software).
● Keep it simple - a few targeting questions about happiness, culture, growth, pay, advancement, etc.
(the metrics that matter to your business!)
● Track results monthly
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Conclusion
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Join the conversationConclusion
1. HR data drives smart HR decisions, leading to happier employees
2. HR Software can help you collect the data you need, but it’s not necessary
3. Simple, consistent data point provides valuable insights
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Q&A
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Zane Benefits 800-391-9209 | zanebenefits.com
Christina MerharZane Benefits
Join the conversationAdditional HR Resources
Additional FREE Resources: Small Business Human Resources
View all of our free eBooks, Whitepapers, and On-Demand Webinars at: ZaneBenefits.com/Resources
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Join the conversationWhat is Zane Benefits?
Zane Benefits is the leader in individual health insurance reimbursement for small businesses. Since 2006, Zane Benefits has been on a mission to bring the benefits of individual health insurance to business owners and their employees.
Zane Benefits' software helps businesses reimburse employees for individual health insurance plans for annual savings of 20 to 60 percent compared with traditional employer-provided health insurance. Today, over 20,000 customers use Zane Benefits' software, services, and support to reimburse individual health insurance plans purchased independent of employment.
Zane Benefits' software has been featured on the front-page of The Wall Street Journal, the USA Today, and The New York Times. Zane Benefits was founded in 2006 and is based in Salt Lake City, Utah.
DISCLAIMERThe information provided herein by Zane Benefits is general in nature and should not be relied on for commercial decisions without conducting independent review and analysis and discussing alternatives with legal, accounting, and insurance advisors. Furthermore, health insurance regulations differ in each state; information provided does not apply to any specific U.S. state except where noted. See a licensed agent for detailed information on your state.www.ZaneBenefits.com