Analyzing Hiring and Separation Costs

From Accounting to Strategy Program Duration: 5 days (5-7 hours daily)

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day 1
Advanced Concepts and Comprehensive Modeling of Employee Lifecycle Costs
    • Critical review of traditional costs (direct and indirect).
    • Analyzing implicit and submerged costs: cost of lost time, impact of wrong decisions on team productivity, opportunity costs.
    • The concept of the Employee Lifecycle Cost Model (From Hire to Retire).
    • Practical Application: Building an integrated cost structure for a hypothetical employee’s lifecycle.
day 2
Predictive Analysis and Scenario Building
    • Introduction to What-If Analysis and its importance in decision-making.
    • Building financial models to simulate different scenarios (e.g., changing turnover rate, time-to-fill, advertising costs).
    • Estimating the hidden costs of ineffective retention policies.
day 3
Analyzing Human Capital Return on Investment (ROI)
    • Measuring the financial return on HR programs and interventions (e.g., training programs, improving employee experience).
    • Comparing the feasibility of investing in retention programs versus the costs of separation and hiring.
    • Formulating a compelling business case for HR initiatives presented to top management.
day 4
Ethical and Strategic Considerations
    • Balancing financial efficiency with ethical considerations and corporate reputation in separation decisions.
    • Translating complex analytical results into a strategic language understood by decision-makers.
    • Discussing advanced case studies of complex hiring and separation decisions.
day 5
Comprehensive Application and Final Workshop
    • Applying all concepts and tools to a comprehensive and advanced case study.
    • A workshop for participants to develop an integrated analytical model.
    • Presenting and discussing strategic recommendations.