Asyma E3 2012

1. Human Resource Management Systems
What’s your return on Employee Investment?
Keith Greeno, TJ Tokariuk, - Asyma Systems
Dan Papakonstantinio - Manusonic

2. Agenda
• What makes an Organization?
• Return on employee investment
• Investing in Employees
• Revenue/value base on employee knowledge
• Cost of Turnover
• Reasons for turnover
• Investments to help with Employee retention
• Questions?

3. What makes an organization?

4. People
• They make the difference
• How we manage them makes a difference
• Direct correlation to business results
… a cost that creates
future value and
pays out over time…
Oxford dictionary

5. Return on Employee Investment™
Retirement Recruiting
Promotion Onboarding
Policy
Career
Development
Human Communication
Performance
Resources Compensation
Evaluation
H&W Benefits
Training
Payroll
Leave

6. Human Resources: more than Admin
HR
Managers
Payroll
Project
managers
CEO/CFO
Employees

7. Investing in Employees
Investing in technology:
Increased efficiency effectiveness
Investing in Employees
Revenue/Value
Cost

8. Revenue/value
• Google/Apple value based on knowledge
– Computers don’t have knowledge
– Factories and equipment don’t have knowledge
• GM and Ford worth a fraction of Google
– Why?
• Chief Source of Wealth is Intellectual Capital

9. Revenue/value side
• Gallup - Firms with High employee engagement experience
an earnings per share 2.5% higher than low engagement
firms
• JC Penney – 10% more sales in stores with engaged/happy
employees
• Manpower – centers with high employee satisfaction had
high customer satisfaction
• Harvard Review - Those organizations that invest in talent
management significantly outperform their competition

10. Reduce administration time
PAYROLL
Employee time is collected, approved and stored in one location eliminating the need to manually re-
enter or transfer this information.
JOB COSTING
The job cost integration provides your employees with detailed project structure, allowing them to
accurately allocate their time.
ACCOUNTING
Cost centers can be easily associated with functions or labor types for GL integration using the
accounting integration module.
HUMAN RESOURCES
Integration to HR management software reduces the amount of time normally associated with
employee time clock enrollment and ensures up-to-date employee information.
HEALTH & SAFETY
Provide employees with access to information such as operating instructions and manuals, guidelines
and procedures, or create a direct link for employee access to health and safety applications.
QUALITY ASSURANCE
Provide your employees with access to on-line knowledge bases, technical manuals and troubleshooting
guides by configuring the custom document links.

11. Reduce employee turn-over
– High cost
– SHRM: $3,500 to replace a $8/hr employee
– Ross Blake: Entry - 30% - 50%/Salary
– Ross Blake: Mid-level - 150%
– Ross Blake: Specialized and hi-level - 400%

12. Reduce employee turn-over
• Often over-looked and under-estimated
– Separation
– Vacancy
– Replacement
– On-boarding
– Training
– Ramp-up

15. Why do employees leave?
1. Poor management
2. Lack of career growth opportunities
3. Poor communication
4. Paid under-market
5. Lack of recognition
6. Poor senior leadership
7. Lack of training
8. Excessive workload
9. Lack of tools and resources
10. Lack of teamwork

16. Investments to increase retention
• Information
• Communication
• Work environment
• Employee engagement
• Employee recognition
• Training
• Benefits

17. Information - Centralized
Organizations
need a
single
source of
truth for
employee
information
.

18. Communication
• Employee Self Service (ESS) portal
• Performance appraisal and talent
management
• Workflow management
• Data monitoring and alerting tools
• “Employee community”

19. Work Environment
• Office design, building
• Tools
• Interaction and collaboration
• Telecommuting
• Flexible hours
• Employee self-service portal
• Informal learning and community building
• Paperless processing

20. Engaged employees
• Work smarter
• Look for ways to improve
– And find them
• Communicate and share
knowledge
• Are creative
• Provide suggestions and advice
• Speak up for the organization
• Go out of their way to meet
customers’ need

21. Employee recognition
• Formal and informal
• A reward is not the same for everybody
• Increased quality rather than increased effort
• Frequent
• Link to business objectives

22. Employee recognition
• Single point of truth
• HR Analytics, dashboards
• Employee self-service
• Talent management system
• Informal learning

23. Training
• Learning management systems
• Informal learning, employee community
• Talent Management system

24. Benefits
• Wages
• Company sponsored benefits
– Retirement services
– Health insurance
• Voluntary benefits
– Financial security
– Health/medical
– “buying power”
– Wellness programs

25. ROEI: what it can do for you
• Justification of investments
– Increase revenue/knowledge
– Reduce administration costs
– Reduce turnover costs
• Answer to changing needs
• Getting the interest from CEO and CFO
• It’s all about the business results

26. Questions?
We do more than measure value, we help create it.
Our expertise in management, accounting and technology can help you grow a
successful business.
– Analyze & streamline business processes
– Business improvement support
– Customize business system design
– Manage costs and enhance revenue
– Technology enhancements
• Software selection
• Implementation and training
• Ongoing support
#1520 36th Street North #200 10520-178th Street #1309 151 Country Village Rd NE
Lethbridge AB T1H 5H8 Edmonton AB T5S 2J1 Calgary AB T3K 5X5
Phone 403-328-8188 Phone 780-448-9895 Phone 403-807-8985
Fax 403-381-8057 Fax 780-447-4960
Toll free 1-877-448-9895