Increase ROI on Your Clients' Biggest Expense: Employees. June 2013 BMRG GAP Retreat

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1 Increase ROI on Your Clients' Biggest Expense: Employees June 2013 BMRG GAP Retreat

2 Help A Company Achieve a Higher ROI on Payroll Agenda Expenses or Assets? Getting the Most Out Of Employees Human Capital Strategy What & How To Measure ROI Coaching Clients Starting the Conversation & Tools for the Task How to use IFS to open doors & close WFO sale

3 Insperity smart bookkeeping for growing businesses Stephen King, CPA, CGMA President & CEO, GrowthForce Steve founded GrowthForce in 2004 in Kingwood, Texas with a desire to help small businesses grow. An innovator in the accounting industry, Steve has enabled small businesses to access systems, expertise and services typically available only to Fortune 500 companies. His experience with system design, best practices and management services spans nearly three decades. As an entrepreneur himself, Steve has a passion for helping service businesses reach their growth potential. Steve also has a life-long commitment to giving back to the community and has been a dedicated board member of many nonprofit organizations helping them with their finances and fund-raising. A highly energetic and motivational leader and speaker, Steve has built GrowthForce into the largest outsourced bookkeeping and controller service in Houston, and one of the largest in the United States with clients on every continent. CPA in Texas and New York Board member Texas Society of CPAs and Houston CPA Society Certified QuickBooks Professional Advisor Chair, Houston Technology Center, Accounting Services Provider Network Member AIPCA, PCPS

4 Insperity Heath Butler Managing Director of Business Development, Insperity As Managing Director of Business Development, Heath has responsibility for leading and executing the company s adjacent business strategy, which includes acquisitions, development of strategic partnerships & channel programs as well as the incubation of business offerings. Prior to joining Insperity, Heath worked with several large corporations, including United Parcel Service & Travelers and start-up technology companies in management, consultant and founder roles, providing strategy, sales, marketing, business development and product management expertise. Heath s commitment to the Houston is steadfast, as he is actively engaged in organizations that are making a difference in our community. Heath attends and volunteers at St. Mary s of the Purification Catholic Church MBA, Texas Southern University BS Finance, University of New Orleans Board Member, Houston Citizens Chamber of Commerce Advisory Board Member, Rice Alliance for Technology and Entrepreneurship Advisory Board Member, Houston-Chapter National Black MBA Association

5 Insperity John Kennedy, CPP Division President, Insperity Payroll Services John joined Insperity in 2009 as the Director of Payroll Center of Excellence. With over 15+ years experience in leading sales, implementation and operations divisions, he was instrumental in developing, guiding and leading the Insperity Payroll organization to reach record high retention & client satisfaction results. In 2012, John was named Division President for Insperity Payroll Services, which successfully launched last year. John s previous experience in building and operating payroll businesses has played a role in his early successes with this business unit. John also continues to be active in multiple associations, including APA. Over the years, John s commitment to the communities that he has lived in has been constant. He has been active in community outreach programs in Pittsburgh, Atlanta and most recently Houston. John has also held numerous board positions in religious organizations and is a frequent contributor and advocate for the Insperity Community Volunteer programs.

6 Insperity David Brazda National Channel Development, Insperity In 1999, David opened the New York office for Insperity where he has spent the majority of his tenure in a business development capacity. David has played key roles in developing and launching a number of the company s new business units including Insperity Financial Services. He is currently focused on building and expanding the CPA channel. Prior to Insperity, David was co-founder of a medical smart card technology firm. He has also held executive positions with First Data Corp and the National Association of Manufacturers. His community service efforts have been focused on helping military veterans pursue their entrepreneurial dreams. David is founding chairman of an organization that enables veteranowned businesses to acquire more contracts from the private sector.

7 Mind Shift From Expenses to Assets Traditional Business Model Strategic Business Model Employees are an Expense Hiring/Firing Salary Benefits Employees are an Asset Target Recruiting Talent Management Incentive Programs

8 Value-Drivers in Today s Business Source CGMA Report Rebooting Business: Valuing the Human Dimension, 2012

9 Under Achievers Goal Setting Americans waste more than 2 hours a day at work, costing companies $759 billion a year. Where Time Goes Long lunches Personal Socializing Internet Usage 0% 20% 40% 60% Source: Salary.com and America Online survey

10 Clock Watchers Talent Management I don t feel challenged enough in my job. What is the #1 Reason Employees Gave for Slacking at Work? Salary.com survey of 3200 people, 2012

11 ROI - Recognition & Engagement Achieve Positive, Measurable Results With Employee Recognition Programs Source: SHRM Winter 2012 Report, The Impact of Recognition on Employee Engagement and ROI

12 ROI on Human Capital Strategy Companies that articulate their human capital strategy and assess the implications for HR often find a significant cost savings, from 15-25% of addressable costs. Source Human Capital Strategy Changing the Value Equation

13 ROI on Human Capital 15 min = 3% Discretionary effort Increase in Efficiency Increase in Billable Time

14 Human Capital Strategic Plan Strategic Planning Performance Coaching Goal Setting Training Talent Management Performance Review Recruiting Incentive Compensation smart bookkeeping for growing businesses

15 Failing to Plan = Planning to Fail Strategic Planning 75% of CEOs admit there is room for improvement in the measurement of non-financial value but only 51% measure it at all or very well. Source: American Institute of CPAs & Charter Institute of Management Accountants, Jan Report

16 The Competitive Catalyst A Human Capital Strategy should be grounded in your Competitive Strategy Why do you exist? Where do you exist? Why do clients hire you? Why do people want to work for you? What resources do you need to succeed?

17 Strategic - Goal Setting What Gets Measured, Gets Managed. esponsibility bjectives ndicators I will <action verb> with <measurable result> by <deadline>.

18 Strategic Talent Management No company can consistently grow revenues faster than its ability to get enough of the right people to implement that growth. David Packard Hewlett Packard Co-founder 1. Make it Matter 2. Make it Strategic 3. Make it Personal

19 ROI of Talent Management Non-financial performance is reflected in: Lower Turnover Higher Retention Better Internal Talent Development Stronger Employee Engagement Source Ernst & Young survey of 340 global Fortune 1000 employers, 2009

20 Duck Duck Goose? Recruiting Lowered company productivity, affected worker morale, and even resulted in legal issues Cost more than $25,000 Cost more than $50,000 Source Career Builder 2011 Survey of 2,696 hiring managers

21 Strategic - Attract the Best Recruiting What makes us unique? Recruiting is not an HR function, it s a Marketing function. Who s our target market? What s valuable to them?

22 For What It s Worth Incentive Compensation What is the 2 nd Leading Factor for Employee Retention? Career Growth Opportunities What is the #1 Attraction Factor For Employees? Career Growth Opportunities Source: PCPS 2011 Top Talent Survey

23 How to Encourage Extra Effort Employee Engagement Strategies How do you get employees to start acting like owners? What will it take to get your company there? WIIFE (what s in it for everybody?)

24 Performance Coaching Performance Coaching Employee Disengagement is Tied to Management Behavior When a Manager: Ignores You Focuses on Weaknesses Focuses on Strengths Likelihood of Employee Disengagement: 40% 22% 1% Source: Gallup Business Journal, 2009

25 Going Through The Motions Performance Review Typical Employee Review Process Once a Year (in theory) Canned Questions No Training Weak Goals No Means of Measurement No Time = No Change, No Benefit

26 Strategic Measure + Motivate Employee performance measurement is the single most important measurement area that separates successful firms from less successful firms. Source: Survey of 203 top executives across all industries representing orgs. in sales ranging from $27 million to $50 billion, (Towers Perrin 2002)

27 ROI on Performance Review Cost Salaries account for 70% of expenses paid out in most in most organizations. Benefit Study showed 35% productivity benefit related to effective performance management. Source: Calculating the ROI of an Employee Performance Management System, Sumtotal Report 2004

28 Performance Coaching Solution Employees with coaching supervisors are often the most productive workers. Greater Job Satisfaction Positive Morale Mission & Vision Commitment

29 You Get Out What You Put In Training Untrained employees cost you more than their wages. They can cost you customers, they can cause you losses - they can cost you your profits and cash. Source: Employee Training: A Neglected Profit Maker, Dr. Paul E Adams 6/2002

30 Strategic Train Early, Train Often There is no #1 best training strategy, but with most companies there is probably a better strategy than the current one.

31 ROI on Training Trained Employees are More: Efficient more billable hours, less wasted time Committed reduced absenteeism, turnover Effective increased company, competiveness, profitability) Source: Employee Training - Benefits and Steps in Employee Training Programme, Management Study Guide

32 ROI on Performance Review The median return for companies that invested in coaching was 700%*, or 7x s the initial investment at the global level. Employee Retention Company Profitability Source 2009 ICF Global Coaching Client Study, conducted by PricewaterhouseCoopers and Association Resource Centre, Inc.

33 Human Capital Strategic Plan Strategic Planning Performance Coaching Goal Setting Training Talent Management Performance Review Recruiting Incentive Compensation smart bookkeeping for growing businesses

34 Coaching Your Client WIIFM? Companies in the top decile for employee engagement boosted earnings per share at nearly FOUR times the rate of companies with lower scores. Source: 2009 Gallup Study

35 Business Impact & Potential ROI Ongoing research at Insperity shows that clients of Insperity enjoy measurable increased productivity during their tenure with Insperity. On average, our MidMarket Solutions clients have seen a 43% increase in Net Income per Employee and a 39% increase in Return on Assets. 43% 42% 41% 40% 39% 38% 37% Net Income per Employee Return on Assets

36 ROI on Human Capital 15 min = 3% Discretionary effort Increase in Efficiency Increase in Billable Time

37 Shortcut Human Capital Strategy ROI Hours worked per day 8 # of days per week 5 Hours worked per week 40 Increased productivity per day (in hours) 0.25 # of days per week 5 Extra productivity per week (in hours) 1.25 % increase in productivity 3.1% The impact for each $1M in revenue: $ 1,000,000 Total potential $$ to bottom line $ 31,250

38 Coaching A Client Do you have a human capital strategy? Do you measure ROI from your employees? What s the difference between you best and worst Employees, customers, jobs, products, services & dept.? What behaviors, skills, incentives, supervisors are different? Do you allocate payroll? To customers, jobs, products & services, departments

39 Accounting Tools to Measure HR ROI Revenue Per Employee Gross Profit Per Employee Net Income Per Employee Compensation Per Employee Return on Assets Return on Total Compensation Labor as a % of Total Expenses

40 Insperity Financial & Payroll Services Working Capital Management Electronic Marketplace for A/R Invoices

41 Insperity Payroll Services Preparing Payroll A Complete Payroll Solution HR Essentials Premium Payroll Solution Processing Payroll Dedicated Service Teams Accuracy Guaranteed Compliance & Best Practice Review Integrates with QuickBooks Delivering your Payroll Processing Tax

42 Insperity Payroll Services

43 Cloudy is the New Sunny Software with a Service (SWaS) GrowthForce Lives in the Cloud Outsourced, Online Accounting Developers of Insperity Reveal Business Process Automation smart bookkeeping for growing businesses

44 GrowthForce

45 Insperity Reveal Financial Intelligence Dashboard

46 Insperity Reveal Proactive Cash Flow Management

47 Insperity Reveal People Dashboard

48 The Receivables Exchange

49 Questions? Contact Info Additional Tools & Resources Blog:

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