Sentient Inc
13355 Noel Rd
75240 Dallas
Email: info@sentient-inc.com
Web: www.sentient-inc.com
Actions| Online Salary Management |
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| Product Manager | Devin Squeri |
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| Product Description |
Why Use OSM?
OSM reduces the time spent on Salary Planning from months to days. Throughout the salary planning process HR has the ability to maintain control by adjusting the system administration settings applying to the organization's current business rules. The burden of data extraction and recombination is eliminated with the use of OSM. Items such as data analysis often requiring timelines measured in weeks could be retrieved in seconds. Managers would have an easy to use tool, enabling them to access key employee information throughout the year without the involvement of HR personnel. Salary Planning HR often has the responsibility of overseeing a process where employees are awarded compensation adjustments. The adjustments may come in the form of salary increases, one-time cash bonuses, promotions, stock and stock option plans. Though HR needs to empower managers to perform the salary planning process for employees, they must ensure the organization’s business rules are enforced and confidential information is safeguarded. Typical Salary Planning Process Step 1 HR accesses the corporate HR database, compiles the employee data for the affected managers of the initiating level and generates a series of spreadsheets Step 2 HR distributes the series of spreadsheets to the managers along with a listing of the organizational business rules, constraints and budgeting information Step 3 Managers apply increase information to the spreadsheets and send the data to HR Step 4 HR manually validates the data for the managers and corrects any increases that are not in compliance with the organizational business rules Step 5 HR consolidates the data from the initiating level for the affected managers of the next level and generates a series of spreadsheets Step 6 Steps 2, 3, 4, 5 are repeated for each level of the organization Step 7 When the final level of the organization is reached all data is unified to create a "master" report Step 8 HR conducts a manual verification and validation process to ensure all spreadsheets and plans coincide within individual increase constraints as well as organizational guidelines, and are within the allotted budget Step 9 HR conducts a manual verification and validation process to ensure all employees considered for an increase in pay or promotion have been taken into account Step 10 HR conducts a manual verification and validation process to ensure increases in pay are evenly distributed among pay grades and/or job codes Step 11 HR conducts a manual verification and validation process to ensure increases in pay are evenly distributed among race and sex (i.e., EEO Analysis Reporting) Step 12 Salary plan is presented to upper level management and approved Step 13 Data is entered into the HR database/payroll system The Typical Salary Planning Process Analyzing and translating. Verifying. Database access. Combining Data. Manual calculations. It’s little wonder multiple groups of people regard the salary planning process as a veritable “nightmare”. Quite often the process takes place over the course of several months and requires numerous hours of both management and HR personnel involvement. As the process escalates steadily up the management chain, the resource and time expenditures become exponentially greater with each added level. As one would imagine, more time is required from those people the least amount of time to devote. Thus, confidentiality of sensitive employee information is exposed to risk with each communiqué which transpires--be it email, physical medium or printouts. The following are the functions which comprise a typical salary planning process. Pitfalls Of The Typical Salary Planning Process • Manual extraction / parsing data from the HR database • Manual communication of data to each manager • HR's inability to control the process (save for manual intervention) • Duplication of effort (i.e., any changes to the organization following the distribution of data requires a new extraction of data) • Organizational changes cause additional work and the possible reevaluation of multiple groups of employees • Manual verification and validation of data • Manual verification and validation of applied business rules • Laborious compliance testing • Laborious data analysis • No security for sensitive data • Difficulty when integrating with payroll The OSM Approach • Single point of Communication/Single point of Control • Allows for global and group organizational changes • Automated compliance assurance • Automated extraction of data • Automated integration of data • Combination of files • Changes are apparent to all involved in the process… immediately • Ease of Auditing • Secure movement of confidential information Conclusion OSM streamlines salary planning by reducing the time, resources, and costs associated with the completion of this process. By assisting organizations with a reduction in time and financial commitment, it allows all staff members involved in the process to be more productive in the allocation of time for other activities that impact a company's bottom line. Simply stated, OSM provides opportunities for businesses to alter the circumstances directly influencing the resources which affect the loss or gain of time and money. In providing these two elements, companies are given an opportunity to maximize staff resources and allow their employees to continue doing what they do best…managing and promoting organizational effectiveness. |
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| Online MarketPrice |
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| Product Manager | Devin Squeri |
| Product Demo | |
| Product Description |
A key factor in employee retention is the organization's perceived commitment to directly linking performance to pay. An important component in building that link is to ensure that all salaries are "at market" so that employees are confident that there are no "greener pastures" to be found. The need to constantly update salary pricing is often overridden by the amount of data and calculations that must be done to update just one job code. That effort multiplied by the many hundreds of job codes results in a monumental task. What is needed is a way to access the very most current salary data and use it to instantly update all job pricings.
MarketPrice addresses this need for up-to-the-minute, accurate and job specific salary pricing by integrating all available salary survey information into a one-screen application that enables compensation professionals to build and update "salary pricing" templates in minutes. MarketPrice seamlessly integrates compensation market data from all major survey suppliers to allow compensation staff to search for job pricing across all surveys and industries simultaneously. Final job pricing is calculated using a weighting and time adjusting algorithm. Salary Surveys To be confidant that their salaries are at market, most organizations purchase salary survey studies from major suppliers like Mercer, Hay and Watson Wyatt. Compensation staff then analyzes these databases to "price" specific jobs using spreadsheets, calculators and scratch pads. Pricing must be done separately for every survey and then, through ad hoc means, integrated and averaged to achieve a final figure. This number or price then becomes the standard for a particular job code and is then used to measure whether or not a particular employee is above, below or at market. A scale or comp ratio is created for each employee and this ratio often figures in the calculation of subsequent merit awards and other discretionary increases. The analysis and creation of pricing templates for each job, utilizing current salary surveys, not only ensures fairness in the overall organizational compensation structure but also figures subsequently in the actual awards that an employee can receive. Accurate market pricing is then a double-edged sword that swings perilously as HR staff tries to balance employee retention with organizational budgeting constraints. With market sensitive job pricing, managers can be sure that their performance-based awards to their direct reports are fair and will lead to greater employee satisfaction and retention. Salary surveys from any source, from very specific regionalized or industry specific surveys to the major national suppliers, all load easily into OMP and then integrate on one screen. The most appropriate data is then selected and weighted by the compensation staff to create the actual pricing template with its indicated market average salary. The template can then be associated with a specific job code or an actual employee or series of employees; By integrating all salary survey information on one screen, an organization may be assured that the pricing templates that support the compensation structure are accurate and reflect a true market pricing since they are built from a database that reflects all current information. The efficiency of OMP allows pricing and pricing updates to be accomplished in minutes rather than hours, thus freeing compensation staff from continual number crunching and instead allowing them to focus on more important compensation issues. |
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| OrgView |
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| Product Manager | Devin Squeri |
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Companies of every size are trying to meet the challenge of providing current reporting relationships and distributing employee data to their employee's desktops quickly and inexpensively. OrgView helps you meet both of these business objectives. OrgView leverages the investment in your existing ERP system and uses the employee data to automatically build real time organizational charts while also providing a simple and cost effective method for securely distributing ANY employee information.
OrgView uses the existing human resource information to create an easily navigable organization chart in real time; it reflects all personnel changes including hiring, firings, promotions, and team assignment changes. View general information about the employee along with their picture in Netscape or Internet Explorer web browsers. No longer does anyone need to do manual intervention and maintenance to have an up to date org chart. OrgView's value to your organization extends beyond the organizational chart itself. Communicating with every employee, no matter his or her location, computer or technical ability, is efficient, cost-effective and easy. Your employees can easily access information about reporting relationships, specific employee information, job and positional data or anything else that you feel is important, via their web browser. As the super user for your company, you can tell the system what data fields you want displayed for each employee. The security model also allows you to restrict access to particular data fields to select groups (the number and type of user groups are completely configurable for your organization). |
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| ReOrg |
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| Product Manager | Devin Squeri |
| Product Demo | |
| Product Description |
Optimal Corporate Structure
As an organization grows or contracts, issues arise as to the optimal configuration of the enterprise. When integrating new acquisitions or adding new employees it is not always obvious what the most effective way to integrate that growth within the existing managerial structure will be. A series of spreadsheets and diagrams that sketch out several alternatives are clearly not enough to ensure an optimal solution. When conducting reductions in workforce (RIF's), few alternatives are typically explored. It is often difficult to do more than simply instruct managers to "cut 7%" from their budget. What ORG: Online OrgView delivers to senior management, is a tool that allows an infinite number of versions, structures and criteria to be analyzed, compared, rated and evaluated with self-established customized hurdles. Each iteration is easily constructed and then automatically evaluated and cataloged for comparison. Iterations are constructed on-screen through a simple point and click interface that is simultaneously simple yet powerful. Even minor manager replacements can be effectively modeled to achieve greater organizational integrity and functionality. With ORG, organizational viewing and change analysis can be conducted as often as daily for corporate issues of any size. Most importantly, senior management is fully in charge of future corporate planning instead of an expensive consulting firm unfamiliar with the true corporate culture. Organizational Charting Any meaningful forecasting must start from an accurate, up-to-date database. With ORG, the organization chart is updated daily through an interface with the HRIS. The chart reflects all personnel changes made during the previous 24 hours including hirings, firings, promotions, and team assignment changes; The chart also provides access to all employee data such as salary, supervisor and job title; ORG Functions Starting from an accurate organizational chart, ORG then adds functionality that enables modeling of any variety to take place. Individual employees, as well as whole sections may be terminated, moved to another manager, hidden temporarily, hired, orphaned, reclaimed or replaced by an unknown "placeholder." These functions are easily specified through an intuitive interface; This administrative interface is easily self-configured; ORG also allows day-to-day structural changes to be made directly or proposed as part of a newly modeled version, including creating new job codes and titles; And creating new pay grades. These changes may just be for modeling purposes or they may actually be approved and posted back into the HRIS. New employees or Placeholder employees may also be created and then modeled or integrated; Organizational Viewing The real power of ORG comes from the users ability to model any organizational change and to do so effortlessly, thus enabling many options and criteria to be explored. The models are created on screen through simple point and click interface. Notice below that in just two screens a manager, Greg Soope, has been terminated and his section given to Francis Parrish to manage; Notice that not only is the org chart reconfigured instantly, but the budgeting totals are immediately updated as well. We may also see with great detail the actual reasons and details of Mr. Soope's termination package; We can also use the existing HRIS database to "Flag" employees that may be the most logical candidates for a Reduction in Force or alternatively we may select employees with the most favorable characteristics for a new assignment or transfer. These criteria include hire date, performance review, location, job code, salary, etc. Once selected, a "flag" or marker will be placed on the Org Chart by the name of all individuals with that characteristic. As an example, note below that 3 individuals from Tina Squeri's group have three icons next to their name. These three are the most experienced, have the best performance histories and are closest to a new plant that will open soon. These 3 employees are then Tina's best transfer candidates. Modeling Impacts The ease with which modeled versions can be created provides an opportunity to create a robust sensitivity analysis so that management, employees and shareholders can feel with certainty that all options have been explored and analyzed. The selected criteria for a RIF or acquisition driven reorganization are then fully validated. Such an approach inspires confidence by employees and shareholders that the new changes are indeed the optimal solution. For each version, ORG will display in real time the differences in budgets, EEO liability and job family integrity. It will show immediate dollar differences from any "move" and it will also examine whether such a move arbitrarily affects a racial group, gender or age group disproportionately. Further, it will seek to find critical job codes or job families that are inadvertently reduced or eliminated below acceptable functional limits. These differences between versions can then be seen in chart or graph form to aid in the analysis. ORG offers multiple reporting options to facilitate the decision process, including the ability to compare different versions by age, race, sex, budget, job code, etc. Below, we are comparing the impacts of 2 different suggested re-orgs, one for the HR department and one for the Data/IT group; We may also just focus on the results of one version, as below; It is also possible to compare the financial impact of any modeled org change. You may simply compare the difference between the "new" model and the old or existing version, as below. Or you may run a full report that analyzes and compares the financial impacts of all versions simultaneously so that the "best" solution may be easily identified. Another key feature of ORG is the ability to completely remodel the organization piece-by-piece or department-by-department. Once a specific department has been optimized, it may be saved for future access. Once all departments are optimized individually, you may then "grab" each department's best version and integrate them all into one final company wide organization. In this way, each group may be treated separately for simplicity, for delegation to others or for security reasons yet fully integrated upon completion. In this case, we will "grab " the Data/IT department's new version and add it to the whole organization in two simple steps; Notice "grab" in the lower right hand corner above. Once we "grab" a group we can insert it in any or all of our existing versions Once inserted back into the full org chart, the "new" Data group will look like this. ReOrg is the single most powerful corporate strategic modeling tool available today. To understand its full capabilities and ability to dynamically shape the future of your company it must be seen in action. No other web-based tool can match ReOrg's functionality, completeness, analytic capability or ease of use. ReOrg is the standard for intelligent strategic modeling. ORG: Online ReOrg • Daily Workforce Manipulation and Planning • Terminate, Move, Hire, Hide, or Re-instate any employee or group • Model RIF’s, Mergers, Acquisitions and Restructurings • Starts with completely accurate Org Chart • Org Chart automatically reconfigures on the fly • "Flag" employees by any criteria (hire date, pay grade, location, performance, etc) • See each employee's "flags" displayed on full corporate org chart screen • Allows milestoning and multiple versioning • Shows Real Time changes to: – EEO – Budgeting – Skill Sets/Job Codes – Skill Sets/Job Codes – Highlights Budget Differences – Exposes EEO Liability with regard to age, race and gender – Determines Skill Set and Job Code deficits or surpluses – Easy access by name or number to Employee information – Store modeled versions for future reference – Allows Placeholder replacements for employees and employee groups – Multiple Report Options – Drag and Drop/ Point and Click Interface |
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