In any distribution of data, some data points have to fall within the top 1%. When we look at the TCO of payroll, who do you suppose falls in the top 1%? Think of it by industry…any guesses?
Read on to see who are the 1% of the payroll TCO world!
My last posting in the series titled Building a Business Case told a rather odd tale of my confrontation with reality when it came to trying to decide if I should go solar and replace my roof shingles with the kind that can get me off the power grid. The story must have resonated. Indeed, readership went so far and wide that a Google search for solar shingles makes this site #1 on the results! (Not really, but I can dream).
The story itself never really happened, but hopefully the connection to building a business case made sense. Today, I'd like to talk more directly about what an organization deals with when making that case for change.
Last year, Sourcing Analytics was commissioned to study the costs experienced by organizations engaging an outsourced provider of human resource business process outsourcing (HR BPO). This is the first significant study to capture and analyze the TCO of HR BPO.
I received a sales call last week. It was really interesting and quite intriguing. I even thought to myself that this man must be calling me from the future (even if it was a crisp and clear connection). He told me all about how I should replace my roof shingles with new shingles that were actually solar cells. The solar cells would make my home completely energy independent!!
Read on to hear this unique and fascinating story!
Numbers talk to me. Not in a Haley Joel Osmet / Sixth Sense way, but they talk to me nonetheless. And before you start to worry about me, let me assure you, there are no voices inside my head.
That being said, if you pay attention and really listen, numbers can tell you stories.
Building a business case for change is an interesting thing. Through the years I've seen many approaches and been involved in developing scores of cases. I've seen business cases that were literally two page word documents, and another that was a 50 page PowerPoint presentation with one hundred pages of backup documentation and excel spreadsheets that proved a 7 year internal rate of return of 13.5 % with detailed cash flow analysis and a 6.5% cost of capital. Of course, I've seen everything in between.
After doing as many TCO analyses as we have, it has become apparent to me that the process of determining the costs for payroll, HR and benefits administration is oftentimes more valuable and illuminating than the actual calculation, reporting and benchmarking of the costs. Read on to learn why!
I never imagined back in 2003, when I created the first TCO study for payroll and HRIS that it would become the foundation for the central practice area of a consulting company I would establish mere months after the completion of that first study. Sourcing Analytics was indeed established, however. In our 9th year now, we have calculated TCOs for literally hundreds of companies and public sector entities. In the pages, these will be their stories!
How can an organization best measure costs? I believe that the Total Cost of Ownership (TCO) model is the most effective at determining true costs. It can serve as the baseline from which the impact of investment in people, process or technology may be projected. Without looking at all costs across an administrative function, process or system the full picture can't be seen.
We have been working hard to create a new website for Sourcing Analytics. It is coming soon and will be a resource to more easily see the services offered by the company.