Details -
The Tools below in the left hand column below are listed as they would fit in the sales process. Click on any item to be taken to a detailed description of the Tool.
Call 866-
Value Overview Webinar (15 to 20 min PowerPoint) ∆ Back to Top
With prospecting being one of the biggest challenges BDMs face, this webinar is designed
to get attendees interested enough in the value of your offering to agree to a face-
- A high end (PEO or HR) value pyramid illustration, visually showing how all the parts of your service ultimately connect to profits;
- A “trusted advisor” illustration, to put us on the same level as “known” CPA and Lawyer trusted advisors, and to set the stage for receipt of a huge amount of value (for a relatively small potential incremental investment);
- A (non traditional) “Value Org Chart” of your firm, to sell your people and their expertise, access to high end vendors without the hassle of the vendor management, and a significant buffer from employment regulatory agencies.
- A “What We Do” list of your services, categorized either under the 4 PEO Service areas, or the 11 parts of the Employee Lifecycle (for the PEO Value and the HR ROI Value systems, respectively).
- A 5 year financial example illustration showing a $2,000,000 profit gap in a sample
30 employee company, due to the differences between Status Quo HR, Ideal HR, and
At-
Risk HR. - A “What our evaluation process looks like” explanation, to show the attendees that you want to learn about their unique issues and will take them through a very consultative process.
Initial Meeting -
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Initial Meeting -
Similar to the Webinar Value Overview, the Initial Meeting presentation is designed
to give a high-
In addition to the same 5 value steps as the Value Webinar, the face-
- A high end (PEO or HR) value pyramid illustration, visually showing how all the parts of your service ultimately connect to profits;
- A “trusted advisor” illustration, to put us on the same level as “known” CPA and Lawyer trusted advisors, and to set the stage for receipt of a huge amount of value (for a relatively small potential incremental investment);
- A (non traditional) “Value Org Chart” of your firm, to sell your people and their expertise, access to high end vendors without the hassle of the vendor management, and a significant buffer from employment regulatory agencies.
- A “What We Do” list of your services, categorized either under the 4 PEO Service areas, or the 11 parts of the Employee Lifecycle (for the PEO Value and the HR ROI Value systems, respectively).
- A 5 year financial example illustration showing the profit gaps in a sample 30 employee
company, due to the differences between Status Quo HR, Ideal HR, and At-
Risk HR. - A very clear, written explanation of the Price, Offsets, and Cost (or Savings) range
probability. This critical page sets the stage for a Proposal that’s a “confirmation
of pre-
agreed upon terms”, rather than a “plea for further consideration” due to vagueness in the answer to the financial question. - A visual explanation of co-
employment, done in a very value focused manner that ties back directly to value previously communicated in the process.
Human Resource Profile Assessment ∆ Back to Top
A 7 page detailed Business / HR questionnaire focusing on the 7 HR Strategies that, if not done properly and to their fullest extent, can drain, restrain, or threaten profits.
Human Resource Activity Survey ∆ Back to Top
A detailed list of an HRO’s services (customized by User), shown in “survey” format for documenting a prospective client’s current HR profile:
o What the are doing now
o How they are doing what they are doing
o Executive time, and/or
o Administrative time, and/or
o Outside costs, fees, etc.
File is programmed with macros (VBA programming in Microsoft Office) to then generate
prospect-
o HR Time and HR Costs worksheets for completion by prospective client
o Prospect-
o What the company is doing now (for more effective focus on time savings, money savings, and effectiveness of current effort), and
o What the company is NOT doing now (for more effective focus on how they will get additional return on investment)
The PEO Value version of this tool does the Services separation under the 4 “functional” service areas common to most PEOs. The HR ROI Value version of the tool does the Services separation under the 7 “purpose” areas of HR that impact profits.
Next Steps (Evaluation Process) ∆ Back to Top
A detailed customizable 2 page form designed to get “commitment” from a prospective client on next steps after the initial meeting – what, when, who, and data needed.
Employee Value Model ∆ Back to Top
A financial model designed to visually teach prospective clients the value of “leveraged time”. The model shows that the “profit value” of different classes of employees are NOT equal, and if administrative time is freed up by the HRO firm’s services, that time is most valuable by transferring it to profit driving employees in the company, by having the administrative person (whose time we initially freed up) take functions off the desks of the profit driver employees.
Turnover Cost Analysis ∆ Back to Top
Detailed financial model designed to teach and/or allow calculation of the total cost of Turnover, including both “hard” expenses and lost profits, under the areas of:
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HR ROI "What If" Model ∆ Back to Top
Detailed financial model designed for teaching and/or illustrating a 5 year potential impact on Profits of numerous HR related factors in a business. Factors include:
o Current profitability per employee
o Cost of HR initiatives
o Employee productivity changes
o Value of use of recaptured time at different employee levels
o Cost of and amount of Turnover and changes in both
o State Unemployment rate changes
o Health insurance rate and increase changes, along with 125 plan impact
o Workers Compensation rates and Experience Modifier changes
o Changes in the cost of compliance
Pricing & Costs Model ∆ Back to Top
Used to accurately calculate a company’s existing total investment in employees, and take input from your firm’s Pricing tool to accurately illustrate Investment Comparisons. Profile factors include:
Number of employees Work states Wages bases for FUTA, SUI, and Social Security
Workers compensation codes/rates Employer and Employee costs of benefits 125 plans
Retirement plan contributions fees and costs of HR services and more…
If Custom Proposal tools below are purchased, the Investment Comparisons can be easily linked into those documents. (Some current users of this tool have turned it into their only “pricing” tool, as its capabilities exceeded any internal pricing models they previously had.)
Value Focused Proposal Template ∆ Back to Top
(Why we do What we do) (not Prospect-
This proposal template takes the complete service offering of a user firm (customized by the user) and shows the value of those services on pages reflected the 7 HR areas that can drain, restrain, or threaten profits. It’s template format includes:
o A manually customized Executive Summary
o 7 “boilerplate” HR Value pages
o Employee Benefits summary page
o 2 investment comparison option pages (embedded graphic and table formats)
o A placeholder page for the user firm’s contractual pricing information
o A placeholder page for an example Invoice Illustration
o A Next Steps page
The financial and benefits portions of this proposal require input from the prospective clients profile.
2 versions are available
1. one showing an HRO’s services as typically categorized by PEOs (Payroll, Benefits, WC, and HR), and
2. one show an HRO’s services as they align with the 11 parts of the employee lifecycle.
Prospect-
(What we do)
This proposal template takes the complete service offering of a user firm (customized by the user) and creates 4 functional pages showing the prospective clients unique impact picture. The prospective client’s non financial HR profile information is gathered using the included HR Activity Survey, and it is programmatically populated into the proposal. It’s template format includes:
o A manually customized Executive Summary
o 4 Custom “Functional Value” pages (Payroll, Benefits, WC, and HR) showing
1. What the company is doing now (facilitates discussion of Time, Money, and Effectiveness impact
2. What the company will have access to that they are NOT doing now (facilitates
the value-
o Employee Benefits summary page
o 2 investment comparison option pages (embedded graphic and table formats)
o A placeholder page for the user firm’s contractual pricing information
o A placeholder page for an example Invoice Illustration
o A Next Steps page
The financial and benefits portions of this proposal require input from the prospective clients profile. Investment comparison pages can be linked to Pricing & Costs file if purchased by user firm.
Prospect-
(Why we do What we do)
This proposal template takes the complete service offering of a user firm (customized by the user) and creates 7 “purpose focused” pages showing the prospective clients unique impact picture. The prospective client’s non financial HR profile information is gathered using the included HR Activity Survey, and it is programmatically populated into the proposal. It’s template format includes:
o A manually customized Executive Summary
o 7 Custom “HR Value” pages (Attract employees, Turnover, Employee Productivity, etc…) showing
1. What the company is doing now (facilitates discussion of Time, Money, and Effectiveness impact
2. What the company will have access to that they are NOT doing now (facilitates
the value-
o Employee Benefits summary page
o 2 investment comparison option pages (embedded graphic and table formats)
o A placeholder page for the user firm’s contractual pricing information
o A placeholder page for an example Invoice Illustration
o A Next Steps page
The financial and benefits portions of this proposal require input from the prospective clients profile. Investment comparison pages can be linked to Pricing & Costs file if purchased by user firm.
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866-
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