Rob J. Thurston – HR Consulting Group

Matt Gabrielson – Connect Your Benefits

Using plain language for employers, benefits consultants and brokers.

Review a proven process to evaluate, interview, compare and select vendors using less time and fewer resources.

Today’s Presentation

Review a case study demonstrating how Boeing used this process to find a high-quality vendor and boost employee engagement.

Learn how working with an expert during vendor selection makes life easier on your organization.

Today’s Presentation

Outdated vendor selection processes lead to scope creep, unexpected costs and poor outcomes.

Request for Proposal (RFP) bid processes are time-consuming and expensive.

Outdated Vendor Selection Processes

Expensive delays and inadequate resource allocation during implementation with new vendors.

Desired ROI not consistently achieved due to poor planning and/or execution.

Outdated Vendor Selection Processes

Unnecessary stress due to improper vendor selection or process challenges.

Unforeseen costs not identified in a RFP method.

Outdated Vendor Selection Processes

New Product Paradigmism

Vision

Time

ObjectiveMatch your time constraints with the scope of the project, with the resources available.

Optimal Vendor Selection Process

1. Planning

2. Selection

3. Execution

4. Refinement

Phase 1: Planning

1. Planning

2. Selection

3. Execution

4. Refinement

Planning1. Define requirements &

desired ROI

2. Obtain initial buy-in from management

3. Conduct feasibility study & cost/benefit analysis

4. Get final buy-in from management

Phase 2: Selection

Selection1. Evaluate potential vendors:

Best fit with needs

Strength of references

Responsiveness of vendor

Implementation time and cost

2. Make final selection based on Vendor Query Response (VQR)

1. Planning

2. Selection

3. Execution

4. Refinement

Phase 3: Execution

Execution1. Establish milestones

2. Deliver effective training to all program leaders and end users

3. Scale program realistically

1. Planning

2. Selection

3. Execution

4. Refinement

Phase 4: Refinement

Refinement1. Performance metrics to

measure ROI

2. Adjust messaging to boost employee participation

3. Embrace beneficial process and technology changes

1. Planning

2. Selection

3. Execution

4. Refinement

Company: Boeing, the world’s largest aerospace company, and leading manufacturer of commercial jetliners and defense, space and security systems.

Case Study – Process In Action

Challenge: Boeing wanted more ancillary benefits to recruit and retain employees, and to keep the entire workforce more engaged.

Home services promotions were identified as a common interest to its diverse workforce spread across 49 states.

Case Study

Planning: Boeing determined it needed voluntary benefits that:

Appealed to every employee

Were available to employees in every state

Minimal implementation time

Minimal training for HR staff

Not cost-prohibitive on a per-employee basis

Was a program exclusive to Boeing employees

Case Study – Planning

Selection: Boeing used a Vendor Query Response (VQR) to compare employee discount programs and services

Narrowed the field of potential vendors.

Investigated each vendor’s capacity, security, and process controls.

Selected Connect Your Home, an award-winningnational home services retailer.

Case Study – Selection

Execution: Boeing established milestones for the execution process.

1. Assigned its HR staff to collaborate with the vendor.

2. Boeing worked with the vendor to set milestones for the project.

Case Study – Execution

3. The vendor provided tailored marketing materials to promote the program to employees

4. The vendor created Boeing-branded landing pages

5. HR staff promoted the employee engagement ‘discount’ program it’s employee portals and internal communications

Case Study – Execution

Refinement: Boeing HR staff with the vendor finds new and creative ways to engage its workforce.

1. Additional home services have been added to the Boeing portal

2. Special promotions are changed to maintain relevance to Boeing employees

Case Study – Refinement

• Results: Boeing improved employee engagement with a home services discount provider.

• New discount program offered to all 150,000 employees nationwide.

• Low impact on HR staff with zero implementation or maintenance cost

• Achieved its objective and cleared the path for impressive future ROI.

• Implemented a valuable new tool in its effort to recruit and retain employees, and to keep the entire workforce more engaged.

Case Study – Results

Helps HR and Benefits teams maintain their strategic focus

Ensures timely, cost-effective flow from planning through execution

Gives your organization a process template for quickly and easily expanding the benefits programs and technology you offer to employees

Ultimately improves your employee recruitment, retention and engagement as you add new incentives and technology

Successful Vendor Selection

Utilize vendors to provide industry knowledge, implementation specialists, and maximizing your time & resources. Clear guidance in program planning and preparation

Faster, more streamlined implementation and setup

Customization of employee engagement tools

Ability to keep projects on time due to 24/7 work process

Uncompromising data security for client organizationand end users

Use Vendors As Your Multipliers

Rob J. Thurston

President

HR Consulting Group

801-787-0416

hrcgpartners@gmail.com

A Better Process – Q&A

Matt Gabrielson

President

Connect Your Benefits

720-539-7516

matt@connectyourbenefits.com

Rob J. Thurston – HR Consulting Group

Matt Gabrielson – Connect Your Benefits

Thank You For Attending