Talent management applications
- Cost of the year's regretted attrition
- $155,000
- Turnover for the year, percent
- 15
- Regretted turnover, percent of headcount
- 6
Every figure on this page is computed from the inputs entered, by the method stated below it. Ninebix publishes no rating rule, no pay benchmark, no replacement-cost rate and no time-to-fill figure: the counts and the assumptions are yours, and the defaults are a worked example to replace with your own figures.
Talent management applications are the pieces the category is sold in: a performance review application, a succession planning application, a learning application, an engagement application, a compensation application, each a tab in a suite or a product on its own. The buyer searching for the term is usually working out which pieces a small team needs and which are enterprise furniture. The honest answer is that a small HR team needs two applications and can defer the rest: the review, placed and counted, and the succession plan, kept and dated. A third, which nobody sells as an application, is the arithmetic of attrition: who left, who should not have, and what that cost. This guide walks the applications by what each decides; the free regretted attrition worksheet on this site prices the leavers the company wanted to keep, at the reader's own replacement assumption, with no account.
Try the free 9-box worksheet Free to use. No account, no card, no trial clock.
The review application: ratings placed and counted
The review application collects a performance rating and a potential rating per person and places them on the grid. What a small team needs from it is the count: how many stars, how large the high-potential pool, how many people are ready for a bigger role, how many need a plan. The 9-box grid worksheet on this site does the counting from nine box totals and asserts no rating scale.
The succession application: roles, slates and readiness
The succession application holds the critical roles and the successors slated against each, with readiness and a date. What a small team needs from it is bench strength, the roles exposed and what the exposure would cost. The succession plan and succession exposure worksheets work those from your own counts and your own fill and development costs.
The application nobody sells: attrition, priced
Turnover is a number every HR lead knows; regretted turnover, the share of leavers the company wanted to keep, is the number the review should have predicted. The regretted attrition worksheet takes headcount, leavers, regretted leavers, an average salary and your own replacement-cost assumption, and returns the rates and the cost of the year's regretted attrition. Ninebix Pro keeps the leavers against their last placement so the next review can see what it missed.
Talent management applications: common questions
Which talent management applications does a small business need?
Two, and the arithmetic around them: a review application that places and counts people on the grid, and a succession application that keeps critical roles, slates and readiness dated. Learning, engagement and compensation applications are modules to add when the team is large enough to run them.
What is regretted attrition?
The leavers the company would have kept, as a count and as a share of headcount. Eighty people with five regretted leavers is regretted turnover of 6%; against twelve leavers in total, the regretted ones are 41% of the leavers. The worksheet works both from your own counts.
How is the cost of attrition calculated?
As a share of the leaver's salary, covering recruiting, ramp and lost output, multiplied by the number of leavers. The share is an assumption, and the worksheet takes it as yours: at 50% of a $62,000 salary each of five regretted leavers costs $31,000, and the year costs $155,000. Change the share and the cost moves with it; the worksheet publishes no rate.
Will it do what you need for Talent management applications?
Tell us what your talent review needs and we will tell you straight whether Ninebix Pro does it today, whether it is coming, or whether you need a consultant instead. A person reads these and replies.