Value Proposition
Value Capture Analyzer
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Use our Value Capture Analyzer to evaluate 10 key workforce-related dimensions and diagnose your staffing challenges.

1. Turnover
High Turnover
Increased training cost
Dilution of management teams' focus on job at hand
Loss of productivity

High Absenteeism
Gaps on the line
Internal employee dissatisfactions
Line down time
Increased usage of overtime
Missed shipments/calls
Redeployment of core staff to temporary vacancies

Quality of Contingent Workers
High turnover due to terminations
Increased training needs/time
Increased accident rate
High error rate
Violence prevention issues
Reduced conversions to core employees
Reduced productivity
Increased manager involvement

2. Sourcing/Candidate Quality/Low Fill Rates
Low Fill Rate
Increased overtime
Dissatisfied clients
Decreased revenue due to low productivity
Low core employee satisfaction
Increased accident rate
Missed orders, deadlines, calls
Associates not staffed to Client Requirements
Poor quality associates
Low fill rate
No reserve program
Line down time
No 2nd and 3rd shift coverage
Lack of absenteeism and production metrics
Increased overtime

Inability to customize selection and screening processes
Poor quality associates
Slow hiring cycles
Limited candidate flow
Impersonal or inconsistent process
Increased training and assimilation time
Limited associated duration/lower associate tenure
Reduced employee commitment to client environment

3. Cost Containment
Lack of conversion to client payroll
Increased training cost
Dilution of management teams' focus on job at hand
Loss of productivity
Duplicate recruitment costs
Vacancies in core positions
Unrecoverable sunk cost

4. Risk Management/Mitigation
Risk for co-employment exposure
Client viewed as a co-employer
Vulnerability of union activity
Employee claims exposure

Language Barriers
Increased safety issues
Lack of communication
Training difficulties
Reduced work quality
Low employee morale
Lack of promotability
Lack of assignment flexibility/deployment
Lack of conversion capability

Lack of Proactive Accident Prevention Program
Line down time
High accident rate
Insurance rate exposure
Increase in Workman's Compensation claims
Law suit exposure
Decreased productivity
Lack of Pre-Employment Safety Training

Lack of Workplace Accident Reporting and Monitoring
No opportunity for evaluating costs
No opportunity to improve expense
No opportunity to develop or implement a prevention program
No baseline development
Can't differentiate for the front line between accident rate fiction and truth

Lack of On the Job Observation of Associate Behaviors
Increased risk of work place violence
Increased risk of accidents
Reduced productivity
Increased error rate

5. Seasonality/Volume Fluctuations
Inability to ramp up for sudden increases in volume
Lack of conversion capability
Customer dissatisfaction
Increased overtime
Lost market share
Interdepartmental conflict
Local, demographic implications

6. Staffing Metrics/Data Reporting
Lack of data reporting and analysis
Inability to make fact-based staffing decisions
Inability to achieve continual process improvement
Inability to react quickly to client requirements
Inability to track performance and subsequent financial impact
Inability to predict or forecast
Lack of measurement, reduced program control
Lack of metrics on recruitment media usage
Overspending on sourcing activities
Variable yield in target candidate pool

7. Insufficient Resources
Insufficient resources
Low productivity
Delay in response
Lack of supplier/client integration
Increased client burden
Generic solutions

Administrative burden on internal staff
Derailment from core competencies
HR/plant management dissatisfaction
Capital expense for tools/technology
Overhead costs from inflated headcount
Lack the advantage of supplier's expertise

Lack of effective associate on-boarding processes
No customized client orientation
Reduced associate commitment to client company
Reduced productivity
Increased re-training
Increased error rate
No pre-employment client-specific tours

Burdened with managing temporary associates
Inadequate supervision
No associate rosters
No pre-employment client-specific tours
Limited coaching/counseling associates
Conflict resolution on the line, paycheck errors
Scheduling changes
Shift check-Ins

No daily rosters
Line down time
No associate performance expectations
Quotas and quality measures not met
Reduced associate commitment to performance excellence
Limited ability to execute performance based discipline
High absenteeism

8. Dissatisfaction With Current Staffing Provided
Limited menu of services
Inadequate supervision
Increased HR/line manager time
Reduced productivity
High accident rate
Production inefficiencies
Increased line down time

9. Timekeeping & Payrolling
Payroll errors
Overpayment
Associate dissatisfaction
Increased client A/P time
Use of management time

Current invoicing/timekeeping processes
Increased responsibility of client management
Heightened increase in billing errors
Lack of detail
Lack of integration with ERP

10. Managed Services Provider
Inefficient multiple supplier platform
Multiple order placements
Multiple billings
Variance in associate pay, quality, training, expectations
Increased daily tracking of various suppliers
Communication inefficiencies
Redeployment of poor quality associates
No consolidated reporting
Lack of indemnification protection


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