Strategic HR Plan Design Software For Businesses
Need an “Architect” for your business’s Strategic HR Plan? Details...
CEOs, CFOs, and upper management in small/mid sized businesses often
lack some of the internal resources (time, money, expertise) that larger companies may have to create a “strategic employment environment”. The person(s) in the internal HR function might have the potential to offer strategic value to the firm, but they may need some grooming to get there.
The $trategic HR Management $olutions software is the ideal tool for do-it-yourself, top-down teaching of HR’s impact on the P&L; prioritizing Strategic HR objectives; and choosing which granular HR things should be done to drive the plan.
VISTAGE CEO peer group members that have seen this approach gave it an overall grade of 9.13 out of 10. More of their general comments are listed below.
So how much does “Status Quo HR” hurt your bottom line? It depends, and it’s unique for every company.
Turnover typically negatively impacts Profits by 20% to 200% of the total cost of the person(s) leaving. And there are 99 “things” HR might do to address the problem (Link: This credible turnover cost calculator is included.)
A 1% increase in Employee Productivity in a 60 person company operating at ~75% employee productivity and a 5% net profit margin can drop about $40,000 to the bottom line. And there are 84 “things” HR might do to maximize it.
Ex-employee steal your customers? Employment fines? Employment lawsuits? No one can predict these things, but an optimized HR Business Protection plan is a great way to avoid losses. And there are 109 things in HR that either have a risk factor, or can be done solely to reduce risk.
Your ROI on this $449/year business tool will be a no-brainer!
And it’s got a 30 day 100% refund satisfaction guarantee!
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What real, live CEOs say about this approach.
Do your own HR “gap analysis”
What CEOs Are Saying...
Here's what some VISTAGE (one of the nation's largest CEO peer group organizations) CEOs had to say about the SHRMS approach:
“This presentation made me realize just how important HR is. And I need to get a person in place that has the expertise to do this, because the current person doing HR is just clerical.” CEO/President 125 employee landscape firm (architects, retail, and field)
“Wow! I never looked at HR this way. I will definitely do some things differently. I just need to think this through a bit to decide which things to do. No one on my management team fully understands both sides of the P&L. It's up to me to guide them and/or make the decisions that involve both sides. This presentation shows both.” CEO/President 25 employee wholesaler of commercial fire alarm supplies
“I definitely want to assess my company and see my HR Report Card / Dashboard. Finding an HR person or consultant who is adept at both sides of this [HR] seems like it might be hard. Most of them are just so negative.” CEO/President 40 employee electrical contractor
“As a private, for-profit company, I can definitely see how this approach/program offers another way to help increase profits. It's an area that's probably not commonly looked at.” President 198 employee machine manufacturer
“This top-down look at HR makes you REALLY see that it [HR] impacts every single part of my business. I've never seen that until now.” CEO/President 16 employee tradeshow show exhibit company
“I'm going to document what we do now and look at my HR Report Card, and that will help me prioritize what to do next. We have no HR function now. It's just me. So I'll have to start small, but it's obvious now that doing anything will help my company improve.”
CEO/President 10 employee wholesale hardware distributor
“I had to put a real HR function in place at a higher expertise level in order to qualify for the equity capital I was trying to get. But I hate talking to [my HR consultant]. She is such a downer. Don't get me wrong. She's nice and I like her. But her HR message is always so negative. This approach is not!”
CEO/President 16 employee commercial banking products company
