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HR demands hard $$ investments for soft $$ returns

Tue, 03/17/2015 - 14:37
HR demands hard $$ investments for soft $$ returns
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People Profits is redefining HR - by rejecting the mindset that created HR. We assist our clients by injecting fundamental business and financial principles into the HR function - which transforms HR from a COST center into a PROFIT center. Our expertise is based on developing a Human Capital Strategy and implementing our proprietary systems and processes that will increase the value of your greatest asset and your BOTTOM LINE.

The Journal Record profile of People Profits 

 

"I know of only 2 people in HR with degrees
in Finance - I am one of them."

Clark Ingram, Founder and President of People Profits 


HR people are not numbers/systems people.
They feel no obligation to meet or even understand their organizations ROI.

 
People Profits unique view of HR is the result of a financial/systems mindset:   
  1. HR must be held accountable for their hard $$ ROI.  
  2. Investments must be tracked and evaluated as they are in other functions. 
  3. Hard $$ cost savings must be found consistently. 
  4. Hard $$ revenue increases should be found consistently. 
  5. HR must either cultivate or buy financial expertise. 
What areas does People Profits find hard $$s - a few examples.
  1. The use and cost of recruiters and temporary agencies
    • Develop a recruiting strategy and a custom recruiting system. 
    • This cost is a fraction of the cost of recruiters.
    • Your control over selection will rise dramatically.  
  2. Employee turnover
    • Determine the root causes of your turnover.
    • Develop a strategy and tactics to reduce turnover. 
  3. Review and adjust Employee Benefit plans.
    • Find costs that do not benefit the company/employees. 
    • Plans costs and benefits must relate appropriately. 
    • Plans must be relevant to your employees. 
  4. Review employee development costs.
    • Many development programs are technologically outdated. 
    • Development programs are under systematized - therefore costly.
Case study: Each time that I came on board as the new Chief HR Officer I was able to justify my salary and the expense budget of HR many times over with Hard $$ savings or revenue increases.  

So, if HR does not understand that numbers are important:  
 
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Request a no cost - no hassle consultation now.


We look forward to talking with you!         Website: http://peopleprofits.com/

Cell: 405-508-1059                                  Email: Clark.Ingram@PeopleProfits.com
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