1. Rob J. Thurston – HR Consulting Group
Matt Gabrielson – Connect Your Benefits

2. 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

3. 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

4. Outdated vendor selection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Outdated Vendor Selection Processes

5. 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Outdated Vendor Selection Processes

6. Unnecessary stress due to
improper vendor selection
or process challenges.
Unforeseen costs not
identified in a RFP method.
Outdated Vendor Selection Processes

7. New Product Paradigmism
Vision
Time
Objective
Match your time
constraints with
the scope of the
project, with the
resources
available.

8. Optimal Vendor Selection Process
1. Planning
2. Selection
3. Execution
4. Refinement

9. Phase 1: Planning
1. Planning
2. Selection
3. Execution
4. Refinement
Planning
1. 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

10. Phase 2: Selection
Selection
1. 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

11. Phase 3: Execution
Execution
1. 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

12. Phase 4: Refinement
Refinement
1. 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

13. 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

14. 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

15. 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

16. 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-winning
national home services retailer.
Case Study – Selection

17. 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

18. 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

19. 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

20. • 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

21.  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

22. 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 organization
and end users
Use Vendors As Your Multipliers

23. 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

24.  Rob J. Thurston – HR Consulting Group
 Matt Gabrielson – Connect Your Benefits
Thank You For Attending