If you only look at Turnover or Recruiting data, you will only see what has happened in these areas. There is no telling on what you can or should do to improve new hires quality or reduce the overall turnover rate. This is the equivalent of driving blindfolded while reacting to what happened one to three seconds ago instead of manoeuvring around them.

Using HCMI framework to combine HR with other data sources, users will be able to see how interventions in one area affect the entire talent management cycle. For example, when combining Turnover with Recruiting data, you can determine which recruiting source yields the highest number of turnovers in a business unit, geographical location or job role. This allows the management to make informed and optimized decisions in allocating human capital investments.