Slide 1

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 2

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 3

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 4

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 5

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 6

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 7

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 8

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 9

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 10

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 11

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 12

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 13

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 14

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 15

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 16

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 17

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 18

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 19

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 20

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 21

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 22

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 23

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 24

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 25

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 26

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 27

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 28

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 29

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 30

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 31

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 32

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals


Slide 33

Xx

DISCUSSION OUTLINE
 The Business Context
 HR Technology-The Holy Grail
• Core tool functionality
 Example of Rewards Solution

Roy Farrell, Managing Director

[email protected]

614-266-5926

A seat at the table…

HR - We need
better rewards
tools!

C-Suite credibility requires the ability to model pay and
performance options quickly and clearly for a busy, non2
specialist audience. Leadership wants tools, not rules.

Compensation solutions are the weakest in the
HRIS suite of tools. Your HRIS cannot handle:
- complex incentive or commission designs
- multiple exceptions
- frequent changes in compensation programs
and organization reporting relationships
So unless you spend significant dollars for
system modifications and specialized IT staff,
you are tied to the capabilities and functionality
of systems
that deliver
standard
process.
But
This
means your
system adrives
rewards
programs,
this
is not
the
way your
programs
work
work,
or your
day
becomes
consumed
with
paperwork
and repetitive
it is not what
your business
and
spreadsheets.
At aleadership
significant cost.
wants in reward programs.

Now, imagine…

software solutions
without limits at a
fraction of the cost of
alternatives

You
can
automate
them.
Spreadsheets provide all the power and
Let usand
introduce
Excel you
flexibility
you needto
tothe
administer
even
the most complex
spreadsheets
never plans,
knewbut
existed
can quickly become unwieldy.

4

Unleash the Power of Excel!
Legacy
HRIS
Market
Data
SALES
FINANCE

E-Trade

Excelthe
is one
of the
Use
best
of most
your
powerful and flexible packages
technology:
on the market today, but even
•‘power
Yourusers’
HRISuse
foronly
it’s acore
fraction
offunctionality
its true capabilities. Excel
•with
Excel
and
VBA for
letspowerful
you perform
complex
business solutions
analysis
sophisticated
and
business
•tasks
VBA
toautomate
automate
the
tasks rapidly and cost
time intensive tasks
With a click of the mouse, you can:effectively.

• Build Compensation planning tools – merit, incentives, equity
Relational • Integrate Performance Management with Rewards
innovative
flexibleguidelines,
solutions
take the
•Our
Eliminate
Paper -and
instructions,
reports
Flat File
•most
Create
Sales Dashboards,
and
profitability
complex
processproductivity
and give
you
“click reports
of
Automate
Sales
Commissions
mouse”
ease,
all at a cost that is a fraction
Internal •the
• Automate all reporting, even the most complex reports
External
Data Sources

of system modifications or additional software.
With no need for ‘power users’ or IT support. 5

Complex administrative processes
become “click a button” easy

CORE FUNCTIONALITY
Actions that currently take hours and days are turned into
minutes and seconds. You can:
•
•
•
•

Automatically create thousands of tools, with email or SharePoint delivery
Automatically combine tools throughout the process
Create the most complex reports, with no “cut and paste”
Import data from multiple sources

And anything else you can imagine!

6

A Flawless Workflow
- by design
On import, the tool will automatically
Data
management
in
spreadsheets
is a
Too often, the workflow around
rewards
programs
update any tables that resides
use thatindata,
challenging
task.
For example,
importing
can
the head
of the person
running
the
This
creates
Importing
isyou
a easy
asdata
anddata
giveprogram.
the ability
to modify or
be a very complex and time intensive process.
many risks:
deletethe
theimport
new values,
or identify
1. Clicking
data button
missing
data. may leave
• the Many
‘key’ person
who
knows
everything
tasks are2.necessary
to ensure
the
is to
The tool will
ask you
todata
navigate
the spreadsheet
accurately.
• the brought
person ininto
charge
may
‘forget’
a step theOur
folder
that contains
datatools
file
validate data, test for errors or missing data, and
• timeupdate
pressures
may
errors.
3. cause
Click
Open
all tables
that
use
the data. These tasks
cansolutions,
take an individual
hours
days
to
With our
knowledge
transfer
place between
That is all.
Theand
tooltakes
will import
data,
complete.
Oursystem.
tools doThe
it intool
seconds.
the experts
and our
willupdate
guide tables
even an
validate
data,
and
that use
inexperienced user through
a most complex process.
the data.

HR Value response to SEM Group RFP - Compensation Management

Foolproof Process

We design the tools so users cannot make mistakes.

All the powerful functions in the Admin Tool are executed
with a mouse click. That is it.
• No cut and paste
• No parsing of data
• No repetitive tasks

8

Easy Data Integration from multiple
data sources.

HR Value response to SEM Group RFP - Compensation Management

Existing Data Sources The HR Value solution does not require you to change your
internal processes to ‘fit’ our system, or use spreadsheets to perform necessary
tasks that our solution cannot deliver. The tool imports data from existing reports, or
new reports developed for the Tool.
With multiple countries and HRIS, along with potential acquisitions, you need a tool
that can easily bring all of the various sources together in a timely way. Our solution
allows multiple sources to be used, and brought together during the rewards
process.
Data Mapping Our tool uses a core set of variable descriptors, and a mapping
function will relate the variable names used by the different systems to the name
used by the core tool. For example, ‘Employee ID’ is called many different things in
different HRIS systems. We provide a simple tool to map different names to the tool.
Once mapped, the process does not need to be repeated for later data imports,
except for new or changed data fields.

9

Intuitive tools for Managers

HR Value response to SEM Group RFP - Compensation Management

Line
All functions
managersinespecially
our solutions
haveare
little
executed
time to with
learnaamouse
systemclick.
they
may
Thatuse
is it.once
Evenorthe
several
very complex
times a year.
ones.Managers want “push the
button” simplicity, but you can’t get this with HRIS systems.
Sorting. Managers can sort
the data by clicking on the
Column header. No possibility
of messing up the data!

Combine tools. Managers can
combine completed subordinate tools
with a mouse click.
All actions are intuitive and easy.

Reporting. All reports are in the tools and dynamically updated.

10

HR Value response to SEM Group RFP - Compensation Management

Our solutions are easy and intuitive for managers to use

Historical performance data is visible to
managers in the Center box. The center box
Graphs show position relative to Market
and graph data changes to the name
Data, guidelines or peers byThe
performance.
tool allows
reviewed.
Merit matrices, Bonus targets and budgets
can be used to control the distribution of
rewards actions. The Spending Summary
shows the effect of all actions.

managers to plan and
manage all compensation elements.

Managers can click on the Salary, and bring
up a calculator. Instead of computing the
amounts, the manager can just enter the
desired final salary, and the tool calculates
Managers can enter a %, and the dollar amountthe increase. You can allocate between Merit,
Promotion or adjustment amounts..
will be shown. They can enter a dollar amount and
the % will be shown. You cannot do this with formulas
or Macros without getting a circular reference error.

Guidelines and instructions are embedded in the tools, in tabs.

11

Based on security, copies of submitted tools can be sent to HR or Compensation for
reporting, auditing and modification.

Multiple Security Features. Security measure prevents anyone who is unauthorized from
opening a tool that is not designed for them. An automated process can check the user ID
of the associate to the list of “Authorized Users.”

12

HR
response
to SEM
Group RFP
Compensation
Management
WeValue
support
multiple
currencies
in -the
same Manager
tool; separate merit and bonus rules by

currency. In Manager tools that have multiple currencies, the Summary Spending table and
reports can be converted to USD or other currencies.

Separate merit grids
can be set by currency.

With tools that have multiple currencies, the currency
shows in the planning section, but converted to USD in
the spending summary. User has option of display.

13

HR Value response to SEM Group RFP - Compensation Management

Supports effective dating for all salary actions, lump sum, bonus, promotions and
adjustments.

Effective dates are set by the user in
a table, and Managers assign
effective dates from a drop-down
box in their tool.

14

A flawless and foolproof workflow
The developed workflow will be to your requirements. We
The
process wea demonstrate
includes
following
demonstrate
rewards process
that the
includes
the steps:
1. Performance
Prepare Data Sources.
These are standardBase
reportsand
from Bonus
your HRIS and
other systems.
Management,
allocation.
2.
3.
4.
5.

Set up tools. Instructions, guidelines, distributions & exceptions
Prepare/Create/Combine Performance Rating tools. “Click the mouse”
Plan Spending levels. Using actual ratings, you can plan and set spending levels
Prepare/Create/Combine Merit & Bonus tools. A click of the mouse with email/Share
Point distribution. No cut and paste
6. Review & Editing. Can change all variables, audit trail automatically created
7. Produce reports. Parameters can be changed; no specialized language required

The entire rewards process can be
managed by a single analyst.
Part time.

The demo shows how the mechanics of all these
steps could be completed in under 30 minutes.
How much time do you currently spend?

15

1. Prepare Data Sources and
Import data
On import, the tool will automatically
update any tables that use that data,
The first step is setting
up the
and getting
current
and give
youtool,
the ability
to modify
or
information into the
tool. the
Yournew
Admin
team will prepare
delete
values
Importing
data isneeded
a easyby
asthe
clicking
button.
The
ask
information
tool. a
These
files
willtool
be will
either
you existing
to navigate
to folder
thatreports
contains
the data.for
That
all.
reports,
or new
developed
theisTool.
They could also be Excel or other files that you maintain
separately from your HRIS system. There is no limit to
the number of files for import. The files will be created
andwill
putalso
into validate
a specific
folder
location.
The tool
data
on import
– for example, ‘New’
incentive and salary bands, or Missing data will be detected

2. Set Up Admin tool
At the beginning of the cycle, the Admin will set parameters, including:
1. Set tool functions and appearance
The tooland
delivers
much flexibility in appearance and function.
2. Instruction
form changes
3. Import Employee data
can be done
any time
prior
to who
creating
the tool,
the
4. SetThe
tool setup
Distributions.
The Distro
Table
sets
receives
the and
Performance
setup
canthe
beMerit
changed
at thetool.
last These
second.
In be
thedifferent
Demo we
the
Rating
tool,
and STIP
can
forshow,
Performance
and
Performance
Appraisal
process
is
completed
before
the
Merit
and
Rewards, and set just prior to tool distribution.
Bonus Assignments.
tools are created.
5. Company
Company assignments are used to create organization
reports. These assignments are made in the tool, and may not be stored
Many functions are included in the tool, but may not be used at a
elsewhere.
specific time. If functionality is not needed, parameters are just left
6. Passwords
blank
and it has no
effect.
7. Email
or SharePoint
addresses
8. Job Classification Assignments. For reporting, the tool allows you to group
And again,
the tool will
fit yourWith
process.
These
features
are
positions
into separate
buckets.
the data
import,
the list
of job titles is
demonstrated
show you the
power
and sophistication
of our could by job
updated,
and priortoassignments
are
retained.
These classifications
developed
family,
potentialsolutions.
or any user designated category.
9. Correspondence Text. You can edit the text that will be sent with the attached
tool. The letters are in a tab in the tool. You can have separate emails for
17
different tools.

HR Value response to SEM Group RFP - Compensation Management

We provide powerful functionalities that give you unparalleled flexibility to set, track and
report on relationships in the organization.

User defined Company Assignments are used to
create customized organization reporting
relationships. These relationships are maintained in
the tool, and may not be part of your HRIS.

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.
With the data import, the list of job titles and supervisors is updated,
and prior assignments are retained.

Job Classification Assignments are maintained in a
separate table. These classifications could by job
family, potential or any user designated category.

On the Admin Tool, a Distribution column
shows which tool an individual has been
assigned to for Performance, STIP or LTIP.

18

HR Value response to SEM Group RFP - Compensation Management

The Distro Table is a powerful functionality that shows who receives
the Performance Rating tool, the Merit and STIP tool, and LTIP tool.

•
•
•

The default distribution for all tools is the Supervisor
All Supervisors and VPs are available in a drop down box , and any tool can be assigned to another
Supervisor through this functionality. The Performance, STIP and LTIP tools can be assigned separately
An exception table also allows the user to override the Distro table, and choose which Supervisor or VP will
receive specific individuals.
All assignments and
exceptions are saved
through new data
imports. All tables are
automatically updated
with new employees
or supervisors on
import of data.

19

Passwords and easy email or Share Point distribution
Passwords can be set for tools, or imported.

Addresses can be set for tools, or imported. Tools
can be sent automatically, after testing. Copies
can be sent to the HR rep, or compensation every
step of the way, and audit trails developed.

20

HR Value response to SEM Group RFP - Compensation Management

All data elements can be subject to rules

And to make it easier for Managers and
eliminate confusion, prorated information in
their tools can be highlighted with
conditional formatting

Prorating data
elements is a table
driven function.

21

“Non-Technical” users can make changes and update tables,
without IT or “power user” intervention

This also allows
User controls the tool design
you to have a tool
design for
Change is the only constant in business.
All changes can be made at any time indifferentiated
the
approaches
for
process. You can change the appearance,
add
different business
a bonus category, recommended distributions,
etc, immediately and without IT support.units.
For example, one
BU had a different
process and cycle
for bonuses, and
you can ‘turn off’
the22bonus columns

changetothe
add a bonus category,
recommended distributions, etc,
HR You
Valuecan
response
SEMappearance,
Group RFP - Compensation
Management

immediately and without IT support, allowing a differentiated approaches for different
business units. All changes can be made at any time in the process.

The User has remarkable control over the
look, appearance and functionality of the
tool using the Setup function. For example,
one client BU had a different process and
cycle for bonuses, and they can ‘turn off’
the bonus columns in the manager tools.
All of the changes can be made with a
‘click of the mouse’ by non technical users,
and no IT or consulting support.

23

3. Prepare/Create/Combine
Performance Rating tools

After you receive the completed tools, you put the tools in a separate folder,
and click the “Combine Rating Tools” button. The tool combines all the
ratings.click
No the
‘cut “Create
and paste’
required.
When ready,
Rating
Tools” button. That is it.
The tool will create a folder for the developed manager tools, and be sent to
Managers
using email
or SharePoint.
The tool creates
performance
rating tools for managers. The ratings
assigned are used by the Admin to plan and budget rewards using real data,
Innot
theestimates
demo, weorcreated
208 manager performance rating tools in 3 minutes
projections.
and 4 1.
seconds.
Edit Performance rating forms
2. Set expected performance distribution. These numbers show as the
After the managers
complete
thedistribution
appraisals graph.
and ratings, they click the submit
black bar on
the rating
button3.in their
tool. The tool
sent toInstructions
the email address
set in
the tool.
Edit Instructions
in will
PerfbeReview
tab. These
instructions
That is it. are
We the
recommend
new
email account
that the
receives
the tools.
first thing athe
Manager
sees when
tool isall
opened
24

4. Plan Spending levels
-Robust planning and ‘What if?”
functionality
After importing current data, you
can plan and test spending levels.

You can immediately see the impact of different
proposals for merit ranges, bonus levels and
performance distributions on spending. You can
easily accommodate different rating systems or
You
plan
at the company, division or region level . You
plan can
by job
type.
25
can adjust spending and budgets down to individual tool level.

You
canresponse
plan andtoadjust
spending
plans down
to individual level. You can immediately
HR
Value
SEM Group
RFP - and
Compensation
Management

see the impact of different proposals for merit ranges, bonus levels and performance
distributions on spending, by targets or by actual distribution of performance ratings.

All plan parameters are under Admin control, with no need for IT or third party support.
We have a table driven, modular approach to defining compensation plans in the tool. Each
component is ‘built up’ by components totally under control of the Admin.
You can change dimensions of the plan, and immediately see the impact of the change.

26

HR Value response to SEM Group RFP - Compensation Management

You can use rules to establish plan eligibility, or assign eligibility by country, by business unit
or job family or at the individual level. We provide unparalleled ability to manage multiple
exceptions.

Most systems make things very difficult to bring flexibility in to
compensation program design. You have to set up your plans to
meet their system protocols. This is not the way you work, or what
your business leadership wants.

Our solutions make the complex simple. The User has remarkable
control over the ability to define eligibility and manage plans that
cross multiple business units.
All of the changes and exceptions can be made with a ‘click of the
You assign eligibility into
mouse’ by non technical
users, and no IT or consulting support.
various plans by drop down
tables, and these can be set by
rules, or in exception tables at
the individual level. All
calculations and reporting
reflects the assignments.

27

5. Prepare/Create/Combine Merit &

Bonus tools
The tools can be put in a separate folder,
or sent by email or share point.
-

The 952 Performance tools were created in
16 minutes.
After set up, you- create
the incentive planning tools were
The 5,134
manager tools withcreated
a mouse
with a click of the mouse, and sent
click. That is it. Thebytools
emailare
in 2 ½ hours of computer time.

created in the background.
No additional work needed.

28

Combine Manager tools with a mouse click
- no parsing data or ‘cut and paste’

After Managers complete the tool, you combine the tools with a
mouse click. The tool will ask you to navigate to the folder where
the tools have been saved. That is it. No additional work needed.
All reporting is updated automatically.
Tools can be combined centrally, or Managers can combine the
tools of subordinates. Again, all actions – combine, print, create
.pdf or exporting data to Excel, is done with a click of the mouse.

29

6. Review and editing
In Business, the only constant is change.
The edit table
The functionality of our tools allow rapid change
populatesto the tools, or data in the tools at the individual.
with the The Administrator can edit any field in the tool.
current data
in the tool.
After the edit is made, any
Any changes
changes made are stored in
can be made.
an Audit file.

30

7. Reporting
Reporting
• All reports are dynamically updated, and accessible to users throughout
process, and can view, print or create a .pdf
• While standard reports will cover most typical reporting needs, we provide
an Export to Excel function for all tools
• Users can change all report parameters.

31

NEXT STEPS
This overview just scratched the surface of
what our solution delivers. Call to arrange a
live demo of developed solutions, or answer
any questions you may have.

Roy Farrell

614-266-5926

[email protected]

32

About

HR Value

We are a different kind of consulting company. We approach client
issues from the perspective that real value is created for
investors by aligning talent, performance and rewards, and
delivering the enabling technology to make it all actionable.
Software Solutions We deliver powerful, custom software solutions for our clients, tools that

are fast, simple to use and maintain, yet powerful enough to integrate a variety of business
tasks. We help clients achieve a competitive advantage with innovative solutions.
HR Valuation Comprehensive reviews and design of total compensation programs
Executive Rewards Our experience has proven that substantial business risk is created when
executive talent, rewards and performance metrics are not aligned with business strategy.
We strive to have leaders think and act as owners of the business.
Incentives and Commissions Development of new plans to meet client needs and objectives,
and assistance in program implementation and communication
Performance Metrics and Dashboards Significant business and talent risk can occur when
rewards programs are based on wrongly held opinions. We connect value and the real drivers
of the business, and develop the tools to get the information into managers hands.

Training & Development

Intensive three day program to help create a Value mindset for HR professionals