Is your organisation struggling with the following issues? 1. High employee turnover rates 2. Poor business performance due to loss of key employees 3. Increased hiring and training costs 4. Sudden manpower crunch caused by a significant number of employees leaving Download the report to find out how to keep Talent from walking out the door and nip the root of the problem before it's too late: https://hrboss.com/whitepapers/talent-retention-how-keep-talent-walking-out-door

1. THE DASHBOARD
INTELLIGENCE SERIES
https://hrboss.com
Retention :
Stop Talent From Taking Flight For HR

2. WHAT
1. High employee turnover rates
2. Poor business performance due to loss of key employees
3. Increased hiring and training costs
4. Sudden manpower crunch caused by a significant number of
employees leaving the organisation
The cost of replacing employees is staggering. When an employee leaves it not
only creates more work for the remaining members of a team to pick up the
pieces, but the hiring and training of new employees also requires time and
money, along with other intangibles.
The main problem that the majority of organisations face is this: Talent
Retention.
Talent Retention:
Ability of an organisation to keep its talented
employees.
Is your organization
struggling with the
following issues right now?
Definition
2The Dashboard Intelligence Series Retention : Stop Talent From Taking Flight

3. WHY
• How many of our top performers are at risk?
• Who are they?
• Why are they leaving?
• What is the cost of replacing them?
• Do I know who the top performers are by department?
89% of employers think their people leave for more money but that’s not true. In fact,
only 12% actually leave for more money. Most organisations depend on exit interviews
to find out what went wrong but the truth is, employees think of it only as a formality, a
procedural process they have to go through. No one is actually going to confess why they
are leaving your organisation no matter how long they’ve been there, and sometimes
employees leave due to a multitude of reasons. Similar to exit interviews, employee
surveys only scratch the surface for the causes of attrition. You need to sniff out growing
discontent and nip the root of the problem before it’s too late.
According to Josh Bersin, Principal and Founder of Bersin by Deloitte,
“Many studies show that the total cost of losing an employee can
range from tens of thousands of dollars to 1.5-2X annual salary.”
Employee turnover is eating away the profitability of even the
healthiest organisations….even if profits are not affected, the loss of
top performers can easily shake an organisation to its roots.
To keep Talent from walking out the door, you need to know who your
flight risks are and rectify the situation quickly…but are you able to
answer these questions?
3The Dashboard Intelligence Series Retention : Stop Talent From Taking Flight

4. HOW
In order to keep your best employees
from leaving,
especially your top performers, you need to know the
full story to be able to see what is happening or missing
that is pushing Talent towards the exit doors.
Now, the missing trick that differentiates smart
organisations from those still trying to keep high
performers engaged and happy is this: smart
organisations leverage on analytics to help them get the
insights they need quickly so they can focus on keeping
Top talent engaged and happy.
Get to the bottom of it.
Learn the full story.
4Retention : Stop Talent From Taking FlightThe Dashboard Intelligence Series

5. Introducing the ultimate workforce intelligence platform. EmployeeBoss transforms your people and their data into powerful visualizations, taking Talent Retention to the next level in
dashboards even your CEO will love.
Get critical
information like:
DDPercentage of Top Performers at Risk
DDNumber of Top Performers at Risk
DDTotal cost to replace Top Performers
DDOverview of employee performance
Identify Top Performers & Flight Risks Instantly with EmployeeBoss
Easily drill down by department and/or location or search for
specific employees you wish to check on.
These
are your
Flight
Risks
5Retention : Stop Talent From Taking FlightThe Dashboard Intelligence Series

6. EmployeeBoss tells you who your high performers are and who you have to
show a little more love:
DD Location – where is he based?
DD Department – which department is she with?
DD Risk – what grade is her flight risk?
DD Market Demand – is his skillset in demand?
Hover over any one of them to identify flight risks and get detailed information like:
DD Tenure – how long has he worked with the organization for?
DD Number of Job Functions – how many job functions is he
holding?
DD Time Between Promotions – is she overdue a promotion?
DD Start Date – when did she come on board?
DD Cost to Replace – what the cost of replacing her?
DD Performance – how is his performance compared
to her paygrade?
6Retention : Stop Talent From Taking FlightThe Dashboard Intelligence Series

7. Get an at-a-glance view of top performers at risk, by department.
7Retention : Stop Talent From Taking FlightThe Dashboard Intelligence Series

8. Data Fields Field Type Source Systems
* Employee ID Text HRIS
* Employee Name Text HRIS
* Start Date Text HRIS
* End Date Text HRIS
* Location Code Text HRIS
* Location Name Text HRIS
* Department Code Text HRIS
* Department Text HRIS
* Overall Performance Rating Number Performance systems or performance appraisals Typically an aggregate rating that is given to the employee by his supervisors
and/or peers on a regular basis with regards to his work performance.
* Risk of Leaving Number Depending on how you define risk, this data can be taken from:
(a) A customised flight risk formula and calculation
(b) Results from employee engagement survey
“For (a), it can be based on a combination of factors like: low performance,
unpaid/sickleavetaken,updatingofLinkedInprofile,peerassessmentratings.
This has to be a percentage value i.e the percentage (%) chance that the
particular employee is going to leave”
Tenure Number HRIS
Time Between Promotions Number HRIS The average amount of time in years between the employee’s promotions.
Market Demand Text Public data, possibly taken from reports or forecasts. The demand of such an employee in the market. Possible values are low,
medium, high, etc.
Number of Job Functions Number HRIS The number of job functions which the employee’s role spans e.g. if an
employee is taking charge of both sales and marketing, his value here
would be 2.
Cost to Replace Number HRIS A calculation of associated replacement costs, including advertising, hiring
and training costs.
Target Top Performers At Risk
Percentage
Number A percentage determined by your organisation This percentage refers to the threshold that your organisation accepts.
If the ‘Percentage of Top Performers at Risk’ exceeds the threshold, the
percentage turns from green to red. e.g 15.
Filename of Employee Photo Text Employee photos Employee photos must be uploaded
Ready to see these dashboards in action with your employees?
How many data fields? 17
How many mandatory data fields? 10
How many systems? 2-3
What is required:
Data marked with * are required data.
EmployeeBoss comes with pre-built dashboards
ready to use from day 1... so all you have to do is
point EmployeeBoss to where your data is.
Here’s what you need to do:
8Retention : Stop Talent From Taking FlightThe Dashboard Intelligence Series

9. With
EmployeeBoss,
you can stay one
step ahead so you
can keep your
top talent in your
organisation.
Treating retention as an on-going priority
enables you to focus on proactive
measures to sustain long term employee
commitment, rather than on scramble
to work out reactive attempts to salvage
surprise resignations.
Used and loved by leading organizations around the world.
Don’t just take our word for it.
®
Best Big Data Solution
Stevie Awards 2015
ASIA-PACIFIC
International Tech company
of The Year
IBAs2014
GLOBAL
Best Innovation 2015
Best HR Service Providers
Greater China
“The workforce planning capabilities
inside EmployeeBoss help us keep
ahead of the competition. It’s a
secret weapon that sets us apart
from the competition.”
Christina H. Yasui, Head of Global HR, Adways Inc.
9Retention : Stop Talent From Taking FlightThe Dashboard Intelligence Series

10. Features of EmployeeBoss include: Dynamic Org Charts | Geo-
spatial Maps | Reports & Dashboards | Workforce Planning |
Recruitment & Vacancy Management
To learn more about the full spectrum of business problems
EmployeeBoss help organizations around the world solve,
email info@hrboss.com to schedule a live demo.
EmployeeBoss is the first big data analytics solution dedicated
to solving problems related to the workforce. Taking business
leaders from mess to success in just 5 easy steps: Import,
Associate, Visualise, Plan and Execute, EmployeeBoss delivers
workforce insights to help business leaders make informed
workforce decisions without any hassles or high-cost.
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10Retention : Stop Talent From Taking FlightThe Dashboard Intelligence Series