HR Pros are usually thought to be behind the times in using Data to measure their impact to the business. In these slides, I'm sharing the 5 best data plays HR Pros can use to change the way people view HR's knowledge of the business.

1. The 5 BEST HR PLAYS
For Business
Intelligence (BI) and
Big Data

2. Presenter Info
• Kris Dunn
• CHRO at Kinetix (RPO, Recruiting)
• Founder of Fistful of Talent , The HR
Capitalist
• Hoops Junkie
• Steve Boese
• Co-Chair HR Technology Conference
• HR Exec Magazine Technology Editor
• Host of HR Happy Hour Show and
Podcast
• BBQ Aficionado
#ThoughtSpot

6. #1 – Predicting Turnover
• #1 All Time post on the HR Capitalist
– Turnover Calculator
• Most of us are reporting turnover,
but we’re not predicting it.
• Reporting turnover is a start.
• Turnover is the biggest lever you
have to getting organizational
change that is friendly to talent –
often from leaders that are hostile to
HR and recruiting.
• Always start any data play using
turnover with no less than a year’s
worth of data.

7. 3 Ways to Experiment with Turnover
Prediction
1. Project Turnover for Next
Month/Quarter based on annualized run
rates.
2. Pick the variable(s) you think has the
most juice and add it as an influencing
factor (example – You think a mix of
tenure, comp-ratios and size of last
increase impact turnover. You study and
implement it into your reporting.) Note
that the best way to find influencing
factors is to study what’s happened in
the past.
3. Buy a solution that has a turnover
predictor (starting to trickle into
marketplace)…

8. #2 – Hiring Manager Batting Average
• Have you ever had a hiring manger
who:
– Was awful at interviewing and
making hiring decisions, and/or;
– Couldn’t keep good talent once she
onboarded it?
• You know who your best hiring
managers are – in interviewing,
marketing the company to
candidates, making the right
offer and giving them what they
need once they’re part of the
team…
• It only stands to reason you
should be reporting on that...

9. How to Calculate Hiring Manager
Batting Average (HMBA)
• On HMBA – A miss is a miss…
• Use the rolling stats of at least a year’s
worth of data…
• Unlike raw turnover reporting, HMBA gets
to quality of interviewing, quality of match
(not overshooting or undershooting) as
well as micro-culture considerations on
individual teams…
• THE FORMULA – <All employees hired by
manager over time period still with
company>/<All employees hired by
manager over time period, including those
who have left>
• Want to launch this piece of big data? Go
back over the last 3 years of hiring data and
put it together. If you want to be PC, report
it out by department, then report the
actual HMBAs to the department head,
along with your recommendations, of
course…

10. #3 – Salary Cap Utilization
• When it comes to managing headcount
dollars and FTEs, there are 3 universal
truths:
1. HR Departments report FTEs more than
they report $$$
2. Business leaders long for max
autonomy. FTE reporting is the
opposite of this…
3. Most people are familiar with the
sports world concept of a “salary cap”.
• In moving to reporting on company and
departmental “salary caps,” smart HR
departments focus on flexibility and
consultative solutions, which make
them an “assassin” instead of a “cop.”

11. How to Report Headcount Via
Salary Cap Utilization
• Salary Cap (per department or by manager with large spans
of control) = Budget Salary Dollars for month/year
(recommend month to month breakout)
• Salary Cap Utilization = % of Salary Cap spent for month.
• Report month and chart trend. Report headcount if needed
but eliminate budgeted headcount – just report actuals
• Call it the “Salary Cap”
• Makes HR consultative via flexibility with the following topics
– merit increases, equity increases, offers above budgeted
amount, retention of high priced talent vs. performance
expected, etc.
• “Can you reinvent your department with the same cap
number?”
• “You want to do something new? What are you willing to
give up?”
• You want to give an average of 8% on merit increases in your
department? Are you willing to lay people of to do it? Will
your business run the same? What will you get back related
to performance?

12. #4 – Revenue Per Employee (RPE)
• Think all the talk about a set of 20 metrics is
white noise?
• Cut to the chase and report the biggest data
lever you have at your disposal – Revenue Per
Employee (RPE)
• RPE seamlessly merges what’s most important
to most of you – the performance and
effectiveness of people – with what’s most
important to the people who employ you – the
financial health of the business as noted by top-
line revenue.
• Use to drive attention and partnership with any
autonomous business unit or product line
delivering significant revenue.
• Best practice in presentation appears to the left
– bar chart for revenue by quarter with line
graph of total headcount.

13. Ways To Use Revenue Per Employee (RPE)
To Do Your HR Bidding (evil laugh)
• Is RPE going up or down in various
divisions/product lines/territories? Why?
• What do you believe in from an organizational
performance perspective as a HR/recruiting
pro? Performance Management? Training?
Tech Deployment? Better hiring? Better firing?
• What you believe in becomes your angle as an
organizational consultant to the leaders of your
company. “If we want RPE to go up with the
same or added headcount, here’s what we
need to do…”
• RPE (just like turnover, HMBA and Salary Cap
utilization) is about the state of the business
and what you can do to fix areas that indicate
they are broken. It’s not about HR metrics.

14. #5 – Health Care Claims Per Capita
• It’s a touchy subject, but after fixed employee
costs, health care costs are one of the biggest line
items HR departments manage – and present the
most downside risk.
• Reporting Health Care Claims Per Capita (HCCPC) is
easy – simply take the total $$$ in health care
claims vs. your plan and divide by the number of
employees.
• Break it out by Division, Geography, etc. Just make
sure the breakouts represent big groups. Trend it
out by month and show the trend line.
• The resulting awareness helps in two ways: 1) It
gives you leverage so there are no surprises if you
have to reduce the quality of the medical coverage
to stay even, and 2) It helps fund (with no budget)
remedial, mid-stream solutions within the plan
year designed to reduce total claim $$ (examples of
products in the past – Tele-Doc, etc.

15. Kris:
kdunn@kinetixhr.com
www.fistfuloftalent.com
Twitter: @kris_dunn
LinkedIn: www.linkedin.com/in/krisdunn
Steve:
steveboese@gmail.com
Twitter: @SteveBoese
LinkedIn: https://www.linkedin.com/in/steveboese