Scale Infrastructure

Case Study

A Logistics & Supplies Outsourcing Firm that services several nationally recognized organizations

Quick Facts

  • Founded: 1982
  • Employees: 230
  • Locations: Corporate office and 8 service centers in 4 states

Challenges

As a logistics management firm with employees serving multiple clients in disparate locations and environments, this Dallas-based company had three major challenges.

  1. Ensure that their employees operated more efficiently and cost effectively than their client companies
  2. Communicate regularly with off-site employees in regard to company policies and client goals
  3. Manage cost on a daily basis to ensure the highest return on services for clients and the highest net value to the company stakeholders

They wanted a communication, transactional, and reporting system that they could afford, and that could be delivered with minimal interruption to current operations.

Internal Evaluation

After a thorough evaluation of their current systems, staffing, and processes, they discovered that some of their current systems were “on-line,” but not really designed for the web or for transactional efficiency and distributed self-service. The staff focused on administration, not strategy and tactical execution. The processes seemed standardized but were actually defined by local historical mindsets, systems, and rules.

In addition to logistics, there was no consistent way to communicate with all, or specific, employee groups to ensure they received global or specific messaging. Not only was the outgoing communication piece missing, but the firm needed an information reporting and survey tool to provide managers with real-time feedback to manage perceptions, cost, and performance.

Evaluating Solutions

The VP of Human Resources began researching available HRIS, Payroll, and BPO services. She constantly ran into the same problem – advanced systems were designed for larger organizations and not very cost effective. Also, they were typically focused on tools for functional HR departments, not wide-spread employee and manager self service. Most of the available systems for small to midsized organizations provided little transactional improvement and almost no information access for managers.

Our Primary Goals

  • Automate and standardize transactions
  • Create a culture of empowerment and connectivity
  • Provide total company access to tools and information
  • Provide scalable infrastructure for future growth
  • Focus HR on business needs

Solution

After ample research, the solution was clear: ExponentHR was a ‘one-stop shop” for all Benefits, Payroll and HR administration to provide the efficiency and scalability the company was looking for. More importantly, it provided the information management capabilities the HR and senior management team needed. In addition, ExponentHR would be easily distributed across the disparate operation and required no internal technology support or costs.

Now

The employees have embraced ExponentHR and use the self-service tools on a regular basis. Managers have access to the information they need to better manage employees and costs. Most importantly, the HR staff is focused on talent acquisition and retention, cost containment, performance measures, acquisition strategy for new employee and organizational integration. Turnover has been cut in half, employees have a higher level of service from the firm, and there is a platform to grow well into the future with the existing staff.

Before we implemented ExponentHR, it took four HR/benefits/payroll administrators to service 134 employees. With ExponentHR, we have 2 HR Professionals for over 200 employees. Both HR Professionals focus on strategy and value-added programs that drive retention and profits. We won’t need to add additional staff until we reach 1,000 employees…we’re scalable.

~VP of Human Resources

The HR department used to be buried in paperwork, leaving little time for strategic HR. With ExponentHR, employees answer their own questions and handle their own transactions. Now our HR team focuses on people strategies that drive our organization.

~Chief Executive Officer

Before ExponentHR, Management had very little access to live data on a daily basis, which was critical to managing costs…information such as activity cost, cost allocation, overtime, and compensation in relation to performance, etc. With ExponentHR, managers at all levels can run stratified reports for their groups in seconds, right from their desktop, to identify critical trends. This live data allows managers to make informed decisions before its too late…we’re managing costs more effectively and measuring performance every day.

~Chief Financial Officer