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Dana Green July 17, 2014

Human Resources Presentation

¨  Integrate essential Business Intelligence analytics with the use of technology to maximize HR value to business and employees.

Hello to Retire – Employee Lifecycle

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New Hires Promotions Terminations

Turnover Time-to-Fill New Hire Completion

WOTC Late Terms Cost per Hire

Time to Productivity Benefits Enrollment EE’s Working OT

Training Completion EE’s on LOA Diversity Hires/Promos

¨  Manual systems and lag time. ¨  Lack robust system, inaccurate data or, in some cases,

no data at all to tell a story. ¨  Questions integrity and overall HR value to company. ¨  No room for improvement without knowing “where

we are”. ¨  Benchmarking for Best in Class. Data exists for other

departments and necessary for HR to fulfill role as Business Partner.

¨  Ad hoc requests common. Currently unable to fulfill timely.

¨  BOD Meetings – credible data

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¨  Application Process & NEO ¡  Paper applications ¡  No checklists ¡  New employee documents

reside in multiple locations ¡  Outdated documents – no

monitoring & compliance risk

¨  Benefits Enrollment ¡  Manual enrollment ¡  Completions verified

weekly by outside provider. ¡  Cost & time exceeded $7K

in utilizing team for manual processing and mail out.

¨  Recruitment Process ¡  Efforts & metrics tracked via

spreadsheet on weekly basis. ¡  Not 100% accurate due to

lack of communication & receipt of timely information.

¨  Pay Card Enrollment ¡  Completed as separate

function by manager & Payroll Department.

¡  Delays result in some employees missing entire pay period (two weeks).

¨  Turnover calculation ¡  Manual calculation ¡  Current system lacks ability

to run reports. ¡  Inaccurate data provided to

Field, Executive Team & BOD.

¨  No Self-Service Portal ¡  EE’s dependent upon HR. ¡  Approximately 100 requests

per week received for address change, benefits confirmation, and tax changes.

¡  Equates to approximately $20K per year of HR’s time to address.

¨  Time-Off Request Functionality ¡  Not accurately tracked or

monitored. ¡  Two time capture systems

¨  Multiple Systems in Use & Antiquated ¡  Time consuming, confusion

& no standardization (LMS & Onboarding System)

¡  Onboarding system antiquated with no room for expansion. Specific to company.

¡  Changes to system are complex and incorrect.

¨  Recruitment ¡  ATS, identification of internals vs. externals, centralized

document repository and tracking essential metrics. ¡  Ease-of-use for all applicants. ¡  Less paper!

¨  Benefits ¡  Enrollment 100% on-line allows employees to make selections

24x7. ¡  Managers & HR alleviated from performing manual tasks. ¡  Enables employees to view spend accounts, 401K, pay, tax

information, view & print W-2. ¡  Data capture to allow for tracking.

¨  Time-Off Requests ¡  Workflow process & accurate tracking and planning to help meet

desired staffing model.

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¨  Employee Self-Services Portal ¡  Allows employees to view and make changes ¡  Decreases time HR spends responding to requests ¡  Communication avenue for current events/offerings

¨  One-Stop Shop ¡  Integrates with HRIS & Payroll Systems

ú  HRIS system that allows for data entry and capture of employee changes (new hires, promos, terms, status changes, etc.)

¡  Dedicated account support team ¡  Increased compliance ¡  Use of one vendor with bundled offerings and service

¨  Dashboard & Benchmarking ¡  Tracking by quarter or any other point in time ¡  Competitive advantage ¡  Snapshot to provide to Executive Team or BOD

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¨  Training (LMS) & Development ¡  Early intervention of establishing goals setting employees up

for success and advancement from individual contributor to leadership role.

¡  Training tied to position (established job families) for guidance with career progression or advancement.

¡  Incorporate data to Operation’s Scorecard and Performance Appraisal for Succession Planning calibration sessions.

¡  Success stories to share with employees. ¨  Mobile Application ¨  Use of cross-functional data from multiple sources to

identify gaps and areas of excellence. ¡  Example: data from Finance for potential minimum wage

adjustments, merit or equity increases, cost of living adjustments, etc. Useful for financial projections in staffing increases/reductions.

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OVERALL COST SAVINGS = $114K ANNUALLY

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