Leading companies use talent analytics to support a data-driven decision-making culture. You can compare multiple dimensions of talent data and organizational data to see the impact that changes have on the rest of the company. Understand how to collect meaningful information, drill down into critical data, and summarize findings to support your next talent decisions.
The Greek philosopher Heraclitus of Ephesus said, “δὶς ἐς τὸν αὐτὸν ποταμὸν οὐκ ἂν ἐμβαίης.” Or roughly translated into English – “You cannot step into the same river twice.” He believed that everything in the world was in flux and constantly changing.
Today, technology and social networks are two areas where we see continual change, adaptation, and evolution. We move in a philosophical sense from thesis – an idea, to antithesis – the opposite of that idea, and on to synthesis – reconciling thesis and antithesis forming a brand new thesis. New ideas beget new ideas. Oyster is the Netflix for books; Handybook is the Uber for household chores, etc.
The cost of staff churn is significant. We all know that. But could you put a figure on exactly how significant?
LinkedIn can. According to recent research, they believe that for a 10,000 employee US company, each 1% of turnover costs the firm $7.5m.
To find out more about turnover, LinkedIn quizzed over 7,500 recent departees across five countries to understand why they switched jobs. Among the findings reported in their natty Exit Survey infographic one statistic leaps out. Over four-fifths of the average US company’s turnover is voluntary, or, as LinkedIn calls it, ‘preventable’.