Pinpointing Your Company’s Key Players | Insperity OrgPlus

OrgPlusTM RealTime Demo

Pinpointing Your Company’s Key Players

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Introduction

• More than 27 years of HR experience• Listed NYSE: NSP• Insperity business performance solutions

support more than 100,000 businesses with more than 2 million employees

Mission Statement

The mission of Insperity is to help businesses succeed so communities prosper.

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Why Organizational Planning?

Start with structure• Identify strong

employees • Define hierarchy so

employees know who does what and who reports to whom

• Better prepare company to improve operational efficiency

• Align businessfor growth

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Growth Through Org Planning

Key functions • Determining the right

size of the workforce • Creating an ideal

organizational structure

• Maximizing the engagement of employees

• Making sure the infrastructure supports these processes

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Planning for Growth – “Right Size”State of company based on current workload?• Total headcount• Budgeted headcount• Span of control for

department managers

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Planning for Growth – “Right Size”

Envision company’s future configuration• Adding headcount• Shifting employees

between departments• Recalculating

department budgets

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Workforce Attributes

Staffing mix• Internal vs. external

resources • On-site or off-site• Full time vs. part time• Contract labor• Outsourced labor

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Workforce Attributes

Skills mix• Education• Training • Languages spoken

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Performance Metrics

Key indicators• Are they a key

employee?• When was their last

promotion?• What’s their location

within the salary grade?

• What’s their performance rating?

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Performance Metrics

Plan of action• Is the employee a

flight risk?• Do they need

coaching to improve?• Are they eligible for a

promotion?

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Budgeting and Planning

If a department is consistently under or over budget, it’s time to consider realigning your organizational structure to more efficiently appropriate these funds.

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Turnover and Retention

Direct costs of turnover

• Recruiting fees• Separation pay• Overtime pay for

workers who fill in• Time spent

interviewing• Onboarding and

training

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Turnover and Retention

Indirect costs of turnover • Delays in customer service• Lost business opportunities• General business disruption

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Prevent Turnover at Different LevelsIf a manager has a poor turnover ratio, it might be time to give somebody else a shot.

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Diversity in the Company

Key compliance metrics• Age• Tenure• Gender ratios• Ethnicity

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Succession Planning

The objective of succession planning is to ensure that the organization will continue to be effective and competitive.

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Change Management

• Mergers and acquisitions

• Product or market consolidations

• Reductions in force• Selling off business

units

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Harnessing Change

Now that you’ve pinpointed the cream of your company crop, you can make well-informed decisions regarding where they fit into the organizational structure.

And when things inevitably get shaken up, you’ll be better prepared to handle it.

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Why Insperity™ OrgPlus™ RealTime?

• Role-based security• Online access• Track and measure key employee metrics• Insight into workforce changes• Manage mergers, acquisitions, turnover and growth• In-the-cloud infrastructure

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