1. Total Workforce
Optimization
Aspire Human Capital Services
Aspire Employment Solutions
3145 Wellner Drive NE
Suite #300
Rochester, MN 55906
p. 866.282.7888
f. 303.736.7767
www.aspire-today.com

2. Human Capital Management
Total Workforce Optimization
Business requirements can change significantly in a moments
notice. You need to be ready to connect with viable candidates
as soon as the light turns green. Tie this ideal into a model used
by AT&T and we have the concept of Total Workforce
Optimization.
Aspire will help incorporate AT&T’s tactic to retain contracted
employees and build an exclusive internal database of
applicants. AT&T explains one reason many employees leave a
company is because they reach a “plateau” – and begin looking
for new challenges. AT&T retains these employees with a
program called Resource Link. Aspire helps its clients designed
this function as an in-house workforce management tool giving
their clients a distinct and competitive advantage in their
industries.

3. Benefits of Total Workforce
Optimization
Company:
Labor Efficiencies: A flexible model means that a company can focus
intensely on their core business, with the reassurance that they are operating at
optimal labor costs.
Technology and Competition: Rapid business and technology changes
leaves companies with more staff than their projected base can support,
although the range of specialized skills are invaluable to consistent project work.
Management:
Customized Staff: Build to order staff designed to meet the business needs
and outsourcing needs. Creates an internal labor pool of specialized skills as
well as an external talent pool specific to project needs. Creates “bench
strength”.
Cost Effectiveness: Drives down costs while maintaining quality. It is not just
a question of costs; it’s the responsiveness you need to be instantly capable
and more productive.

4. Traditional Workforce Model
 Companies typically have a workforce consisting of Core and Contingent
 The Contingent workforce is made up of Temps, Independent Contractors, and
in some cases supplemental workers
 This Contingent workforce is supplied through an outside vendor
 Companies are charged a markup by the vendor supplying the workers

5. Characteristics of Traditional
Workforce Models
Cost
 Companies pay unnecessary costs
 Recruiting
 Personnel
 Corporate Overhead
 SG&A
Resources underutilized
 Companies don’t properly utilize their current resources
 Vendors overcharge due to corporate costs or franchise fees
Shared databases
 Vendors share their talent among several clients
 IP concerns
 Patent challenges
 Availability

6. Aspire Workforce Model
0
20
40
60
80
100
120
1 2 3 4 5 6 7 8 9 10 11 12
Aspire Workforce Model
CORE
L/T Contractors
Temp Workforce

7. Aspire Process
Aspire will help you determine who should be involved in these
workforce levels through a two step process.
Phase I: Conduct an in-house evaluation of current talent.
Phase II: Coordinate future talent needs and sourcing to reflect a
more flexible, cost effective model.
Through this planning and coordination Aspire can
help create total workforce optimization within
your own organization.

8. Cost Advantages
Current Workforce Model
Headcount
Salary + Burden
$50,000 + 35% Utilization Utilization Loss
Core 200 $13,500,000 65% $4,725,000
Contract/Flex 50 $ 3,375,000 100% $0
Proposed Workforce Model
Headcount
Salary + Burden*
$50,000 + 25-35% Utilization Utilization Loss
Core 150 $10,125,000 65% $3,543,750
Contract/Flex 100 $ 6,250,000 100%* 0
*Burden for Contract/Flex was reduced utilizing Aspire’s Workforce Management Model.
This model reflects a Company net gain of $1,681,250

9. Future Selection/Sourcing
Aspire will help establish criteria to determine future staffing needs. We will also help in creating a scoring
system to help with this future selection. All talent obtained through Aspire will need to meet certain criteria
levels in order to be eligible for a project. The following is a sample of the scoring system:
Evaluate Qualification of Candidate
Human Resources and Managers will determine scoring scale for candidates objectives and criteria
evaluation.
Example Possible Scoring Technique:
SCORE EXPERIENCE IN OBJECTIVE
0-3 No experience meeting objective
4-6 Related or Indirect experience meeting objective
7-10 Direct or exact experience meeting objective
Example Final Score:
Score Objective
7 Objective 1
4 Objective 2
7 Objective 3
3 Objective 4
6 Objective 5
27 points (minimum score of 25 is required to move into the pre-qualified candidate pool)

10. Benefits of Aspire
Human Capital Services
Overview
 Cost Savings
 Bench Strength
 Retain underutilized talent
 Screen project qualified personnel
 3rd party contact leverage
Next Steps
 Current Workforce Cost Analysis
 Needs Assessment