The Comptryx Report

Workforce Analytics

The groundbreaking innovation of Comptryx is our on-demand workforce metrics.  Our menu of metrics helps you profile your organization against industry competitors to find the optimal size, shape, and mix of employees necessary to achieve business objectives.  

HR can now measure and affect workforce costs – the single biggest line item of your company’s OPEX.  By benchmarking your internal analytics to the external market, problem areas are easily identified and variances to market norms are easily quantified in monetary terms.

Most importantly, HR can now ask informed questions about organizational strategy:  Should we employ fewer but higher paid Sales staff?  Do we have sufficient R&D resources? What is the real cost of a low Span of Control?  How does my payroll cost compare to my competitors?  Are we losing Engineers at a higher rate than our competitors?

Our database includes a wide array of workforce metrics, backed by trillions of calculations, which allow users to “drill down” to specific populations with simple mouse clicks. A partial listing of our workforce metrics includes:

Financials

  • Revenue and Profit per Employee
  • Average Salary per Employee
  • Total Workforce Cost as a percentage of Revenue or Profit
  • Total Sales Commissions/Incentives as a percentage of Revenue
     

Distribution of Staff (Both as % Headcount and % Payroll)

By Staff Level

  • Executives vs. Management, Professional & Support
  • Professional distribution by level (P1 through P8)
  • Analysis partitioned by Functions and Locations

By Functional Area

  • R&D vs Sales & Mktg, G&A, Operations & Support
  • % HR, Finance, Legal, R&D, Sales etc. of total headcount & payroll
  • Ratios of Marketing to Sales, Software to Hardware Engineering etc.

By Location

  • Americas vs. EMEA, Asia/Pacific
  • You vs. Market staff population by Country/Cities high to low
  • Brazil, Russia, India, China (BRIC) distribution and other emerging markets
     

Management Span

  • Ratios of management levels to subordinate employees
  • Calculated for supervisors, managers, directors, VP’s and top C-Levels
  • Drill down analysis by functions (sales, R&D) and locations (U.S. vs Asia)
  • Available reporting of “# direct reports” for all management jobs around the globe
     

Demographics

  • Age:  Is your workforce older or younger job for job?
  • Tenure:  Do you have a more or less “mature” workforce?
  • Gender:  Percentages by role, pay differences between men and women by job
     

Turnover Analysis / Attrition

  • Voluntary and total turnover
  • Analysis covers everything from broad populations down to specific jobs by city, country, region or globally
  • “Empirically-derived” reporting based on actual terms vs. active employees
     

Promotions

  • % Employees promoted in the past year
  • Average percentage promotional increase
  • Actual promotional increase amount in prior year
     

Pay Leverage

Compare your company’s pay practices related to variable pay across large populations.  Standard ratios or “leverage” calculations for:

  • Short Term Incentive as % of Target Total Cash
  • Long Term Incentives as % of Total Direct Compensation
  • Base Salary as % of “Total Cost to Company”

 

Example:

You have more higher level professionals and also pay them more.  What’s the total cost?