The document discusses the growing SaaS HR solutions market landscape. It notes that SaaS is a $21B global market expected to grow as 83% of companies plan to adopt SaaS solutions. The HR systems market is also growing at 8-22% annually. While large companies have many SaaS options, the biggest opportunities are in small and mid-sized businesses that have limited HR solutions. Factors like mobile access, bundled solutions, and demand for talent management are driving further SaaS adoption.
The human capital management market is in a constant state of flux. Not only are there new entrants all the time, but changes in the HR function and shifting expectations make it harder to simply be reactive. HR buyers now demand that HCM providers become proactive, and solutions have to reflect that new normal.
Brandon Hall Group and The Starr Conspiracy have teamed up to deliver key insights into this evolving market.
Download the paper today to get insight into all of the trends you need to know about to stay competitive in this ever-changing market.
http://campaigns.thestarrconspiracy.com/state-of-hcm/
Human Capital Management Software Market OverviewJeff Monk
Falvey Partners' latest sector overview covers market trends, recent transactions, active consolidators and market maps of specific companies operating in the human capital management software space.
Human Capital Management Software Market Overview - 2015Jeff Monk
Shea & Company's latest sector overview covers market trends, recent transactions, active consolidators and market maps of specific companies operating in the human capital management software space.
As we continue to be thematic in our approach at Falvey Partners, we've put together thought pieces on a few of the software sectors in our core focus areas, including Digital Marketing/Personalization, Human Capital Management, Cloud Middleware and Business Intelligence, among others. In the following market overviews, we outline relevant trends we identified, the most active consolidators and market maps of specific companies. More in depth reports and additional sector overviews can be found on our firm website at http://www.falveypartners.com/sector-overviews.
The human capital management market is in a constant state of flux. Not only are there new entrants all the time, but changes in the HR function and shifting expectations make it harder to simply be reactive. HR buyers now demand that HCM providers become proactive, and solutions have to reflect that new normal.
Brandon Hall Group and The Starr Conspiracy have teamed up to deliver key insights into this evolving market.
Download the paper today to get insight into all of the trends you need to know about to stay competitive in this ever-changing market.
http://campaigns.thestarrconspiracy.com/state-of-hcm/
Human Capital Management Software Market OverviewJeff Monk
Falvey Partners' latest sector overview covers market trends, recent transactions, active consolidators and market maps of specific companies operating in the human capital management software space.
Human Capital Management Software Market Overview - 2015Jeff Monk
Shea & Company's latest sector overview covers market trends, recent transactions, active consolidators and market maps of specific companies operating in the human capital management software space.
As we continue to be thematic in our approach at Falvey Partners, we've put together thought pieces on a few of the software sectors in our core focus areas, including Digital Marketing/Personalization, Human Capital Management, Cloud Middleware and Business Intelligence, among others. In the following market overviews, we outline relevant trends we identified, the most active consolidators and market maps of specific companies. More in depth reports and additional sector overviews can be found on our firm website at http://www.falveypartners.com/sector-overviews.
Falvey Partners' latest sector overview covers market trends, recent transactions, active consolidators and market maps of specific companies operating in the digital marketing software space.
HRO Today Europe Forum, Nov 2013. Key lessons from nearly 25 HR buyer engagements seeking a solution to HR Technology, HR Services, or both (HRO) in the most recent 18 months (2012-2013).
Cloud Watch on HCM Cloud Solutions Summary version September 2015Digital HR
The new summary of the HCM Cloud Solutions world. Want to know more? Contact us via the contact details in the last slide or meet us at HR Tech World Congress in Paris on 27-28 October 2015.
How Deloitte Uses AI to Simplify Reporting and Increase ValueAmazon Web Services
In this webinar, you’ll learn how Deloitte, a multinational consultancy, solves client pain points around employee efficiency, scale, regulatory compliance, and customer engagement using Quill, a NLG solution created by Narrative Science and deployed on AWS. You’ll learn how you can easily get started with artificial intelligence on AWS to derive deeper insights, improve operational efficiency, enhance customer experiences, and meet compliance requirements.
Join our webinar to learn:
- How NLG can solve problems around internal reporting, operational efficiency, and regulatory compliance
- How Deloitte delivered transformative solutions both internally and to clients on AWS while saving over $600K
- How to get started with NLG in your organization
Get a Competitive Edge with IBM and Oracle Supply Chain ManagementIBM
According to IBM’s C-suite study, COOs of the most successful organizations are making fundamental business strategy and operating model changes. They are redesigning their operating model to be closer to the point of demand, innovating their ecosystems for speed to market and introducing cloud and digital technologies to enable business agility, real-time insights and process automation. IBM has been working with Oracle to develop unique industry solutions based on Oracle Cloud (SaaS/PaaS) to leapfrog your digital transformation. One of our innovative solutions is the Supply Chain Control Tower for Oracle applications which provides end to end supply chain visibility, enriched data for supply chain insights and informed decision making using artificial intelligence (AI). In the sourcing and procurement area, IBM can help you transform a traditional and linear source-to-pay solution by applying industry best practices, digitizing operations, reducing procurement costs and increasing supplier performance. IBM’s RPA (Robotic Process Automation) solutions for Oracle SCM Cloud can monitor and manage processes to increase supply chain effectiveness and speed while reducing manual intervention.
Time to join the revolution: Agile change in financial servicesAccenture Insurance
Agile change has always been a priority for financial services organizations. However, in today’s rapidly evolving digital world, it is now clear that they must make it a critical capability to survive and thrive. Applying agile end-to-end business change increases the speed to benefit, and impacts every aspect of a business from customers and employees to organization and processes. Making change their core competence will help FS firms find new ways of serving customers and creating value. This report spells out what is needed to succeed with agile, and proposes five culture-related steps FS firms can take to improve their organization agility
Accenture's report explains how natural language processing and machine learning makes extracting valuable insights from unstructured data fast. Read more. https://www.accenture.com/us-en/insights/digital/unlocking-value-unstructured-data
Design Thinking & HR - Caterina Sanders (SocialHRCamp Vancouver 2016)SocialHRCamp
Design thinking is not a new concept in many areas of business, but in HR it is beginning to gain serious ground. In a recent Deloitte report, of the 7000 respondents, 79% felt that design thinking was an important or very important issue for them this year, with HR professionals believing that they are ready for the journey of moving from “process developer” to an “experience architect”. (Deloitte Human Capital Trends 2016). This hands-on session will introduce you to the main tenets of design thinking and allow you time to try a couple of exercises as applied to the context of social technologies and HR. Participants will walk away with some tangible insights that they should be able to apply to their workplaces immediately.
Falvey Partners' latest sector overview covers market trends, recent transactions, active consolidators and market maps of specific companies operating in the digital marketing software space.
HRO Today Europe Forum, Nov 2013. Key lessons from nearly 25 HR buyer engagements seeking a solution to HR Technology, HR Services, or both (HRO) in the most recent 18 months (2012-2013).
Cloud Watch on HCM Cloud Solutions Summary version September 2015Digital HR
The new summary of the HCM Cloud Solutions world. Want to know more? Contact us via the contact details in the last slide or meet us at HR Tech World Congress in Paris on 27-28 October 2015.
How Deloitte Uses AI to Simplify Reporting and Increase ValueAmazon Web Services
In this webinar, you’ll learn how Deloitte, a multinational consultancy, solves client pain points around employee efficiency, scale, regulatory compliance, and customer engagement using Quill, a NLG solution created by Narrative Science and deployed on AWS. You’ll learn how you can easily get started with artificial intelligence on AWS to derive deeper insights, improve operational efficiency, enhance customer experiences, and meet compliance requirements.
Join our webinar to learn:
- How NLG can solve problems around internal reporting, operational efficiency, and regulatory compliance
- How Deloitte delivered transformative solutions both internally and to clients on AWS while saving over $600K
- How to get started with NLG in your organization
Get a Competitive Edge with IBM and Oracle Supply Chain ManagementIBM
According to IBM’s C-suite study, COOs of the most successful organizations are making fundamental business strategy and operating model changes. They are redesigning their operating model to be closer to the point of demand, innovating their ecosystems for speed to market and introducing cloud and digital technologies to enable business agility, real-time insights and process automation. IBM has been working with Oracle to develop unique industry solutions based on Oracle Cloud (SaaS/PaaS) to leapfrog your digital transformation. One of our innovative solutions is the Supply Chain Control Tower for Oracle applications which provides end to end supply chain visibility, enriched data for supply chain insights and informed decision making using artificial intelligence (AI). In the sourcing and procurement area, IBM can help you transform a traditional and linear source-to-pay solution by applying industry best practices, digitizing operations, reducing procurement costs and increasing supplier performance. IBM’s RPA (Robotic Process Automation) solutions for Oracle SCM Cloud can monitor and manage processes to increase supply chain effectiveness and speed while reducing manual intervention.
Time to join the revolution: Agile change in financial servicesAccenture Insurance
Agile change has always been a priority for financial services organizations. However, in today’s rapidly evolving digital world, it is now clear that they must make it a critical capability to survive and thrive. Applying agile end-to-end business change increases the speed to benefit, and impacts every aspect of a business from customers and employees to organization and processes. Making change their core competence will help FS firms find new ways of serving customers and creating value. This report spells out what is needed to succeed with agile, and proposes five culture-related steps FS firms can take to improve their organization agility
Accenture's report explains how natural language processing and machine learning makes extracting valuable insights from unstructured data fast. Read more. https://www.accenture.com/us-en/insights/digital/unlocking-value-unstructured-data
Design Thinking & HR - Caterina Sanders (SocialHRCamp Vancouver 2016)SocialHRCamp
Design thinking is not a new concept in many areas of business, but in HR it is beginning to gain serious ground. In a recent Deloitte report, of the 7000 respondents, 79% felt that design thinking was an important or very important issue for them this year, with HR professionals believing that they are ready for the journey of moving from “process developer” to an “experience architect”. (Deloitte Human Capital Trends 2016). This hands-on session will introduce you to the main tenets of design thinking and allow you time to try a couple of exercises as applied to the context of social technologies and HR. Participants will walk away with some tangible insights that they should be able to apply to their workplaces immediately.
How to select Enterprise Social Network (ESN) Vendor (July13)KINSHIP enterprise
The Enterprise Social Network (ESN) meets a desired set of target features that's believed to be desired within the organisation, such as employee profiles, document sharing, microblogging, news feeds, file syncing, or mobile knowledge access, along with supporting technical capabilities like application integration, search, administration consoles, and governance features.
The ESN meets a more abstract set of business requirements, selected to address a list of
long- standing functional challenges, e.g. increasing employee engagement, enhancing collaboration, better access to knowledge, reducing travel costs, speeding up business processes, or enabling the future of work.
Compelling forces in the business landscape drive the need for Integrated
Talent Management
Research shows that companies with stronger Human Capital
Management outperform in both Total Return to Shareholders and
Annualized Return to Shareholders
Human Capital Management is a Leading Indicator of financial
performance
Significant improvement in engagement for the typical S&P 500
company is associated with an increase in revenue per employee of
$4,675 or over $93M per year.
In addition, significant demographic and other trends will continue to drive
talent scarcity
Cost of Talent Acquisition and impact of losing Talent are both increasing
Talent Management is a key driver of Line of Sight and Employee
Commitment – both of which strongly correlate with improved company
performance
How to re-frame business problems to customer-centric opportunity spaces that drive value. Design thinking is your shortcut to customer empathy. A good understanding on how this method could help you identify real customer problems and unmet needs is essential. Moreover we will share techniques and tools that you can implement directly after this crash course. Start inventing the future.
I gave a talk on the role of Design Thinking to leaders in the financial industry. The focus was on user centric thinking to innovate financial products and digital services. (all case material is removed)
SaaS vs BPO: Friends or Foes? -- Overview & StrategyHROAssoc
During the first webinar in this 3-part series, we compared SaaS and BPO in light of design considerations, process ownership, security & risk, and deployment approaches. We were joined by experts from ADP, AonHewitt, ISG, and NorthgateArinso, who provided a real-world perspective on how innovative service delivery models can contribute to HR transformation and deliver long-term enterprise value.
To Learn how you can put technology and process innovation to use in HR, listen to the full podcast posted at www.hroa.org/SaaSvsBPO featuring:
Panel:
• Colin Brennan, SVP of Product Management, Aon Hewitt
• Chris Schmidt, Sr. Director of Product Marketing, ADP
• Maribeth Sivak, Principal Consultant, Business Advisory Services, ISG
Moderator: Michael Custers, VP of Global Alliances & Strategic Marketing, NorthgateArinso
HR Technology and Analytics Service ProvidersPeople Matters
Organizations have a great opportunity to gain intelligent insights about the internal and external business ecosystem by carefully selecting the right HR technology and analytics platform
This seminar is sponsored in part by our strategic partner firm, HR Technology Advisors. During this presentation, our clients will learn how technology can help save time and money while streamlining processes for greater efficiency and effectiveness.
More employers across the country are investing in HR Technology to achieve critical objectives. The right HR technology solution can help companies just like yours reduce administrative costs, ensure compliance, improve employee satisfaction and save valuable HR time, leaving your HR professionals to be more strategic.
Learn more about how HR and benefits technology solutions can help your Human Resources department become more productive!
SmartHR is a revolutionary system that promises to take the pain out of HR Management. SmartHR manages staffing, induction, HRIS, attendance, leave, payroll, training, appraisals i.e. all such HRMS activities from candidate entry till employee exit.
Cloud Watch on HCM Cloud Solutions Summary version September 2015Digital HR
The new summary of the HCM Cloud Solutions world. Want to know more? Contact us via the contact details in the last slide or meet us at HR Tech World Congress in Paris on 27-28 October 2015.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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2. SaaS HR Market Landscape in 2012
SaaS is growing fast!
SaaS is a $21B global market in 2012 (Gartner).
83% of all companies expect to adopt SaaS (IDC).
There is pent p demand for HR solutions!
pent-up sol tions!
HR systems is a $10B worldwide market, growing at
CAGR 8% to 22% depending upon module (Forrester).
Versus the USA, European organizations have much lower
adoption of HR solutions integrated with payroll and benefits
administration (61% vs. 92% in US organizations via CedarCrestone).
While the market for big companies is saturated with executives debating the merits of
adopting/upgrading to SaaS, the biggest market opportunity for SaaS is the small business
(more than a million registered businesses) and the mid-market (100,000 companies).
Beyond the initial on-demand and affordability benefits of SaaS, adoption is accelerated by the availability of access/try/use additional products
and services much like an app store. Also driving SaaS HR adoption is the growth and demand for bundled (multi-process, multi-function)
outsourced solutions such as Workforce Management (WFM) and Human Capital Management (HCM). These outsourcing solutions represent a
large market due to limited overall penetration in the small & medium sized businesses (~50% of all business). In secondary and tertiary
markets, enterprise providers with their “bundled” outsource service offerings are not present. With this unsatisfied demand, there is an
opportunity for accelerated organic revenue growth (18%-22% per year).
For larger enterprises, there is a short-list of software providers depending on whether a company opts for an ERP (business management
system for enterprise resource planning), a core HRMS including the TM suite (talent management), and then adds-on “point specific solutions”
to fit their unique needs. While the market for larger enterprises, has consolidated to a few dozen major global players, the small and mid-
market i hi hl f
k t is highly fragmented.
t d
Using EPM (Employee Performance Management), which is greater than a $1B worldwide market, as an example to show that the HR technology
market continues to grow, consolidate and evolve, consider that EPM started as a stand-alone application and is now readily available as part of
an ERP, part of an HRMS, or as a single application. In 2005, Gartner recognized 27 Performance Management Vendors. In 2009, by Ephor’s
count, there were 60 vendors with specialized industry solutions with active clients, but in 2011 there were only 17 remaining that had a
significant number of clients. Between 2010 and 2012, there were more than 30 major acquisitions in the talent management software market
alone,
alone and nearly every solution provider launched several new offerings Now starting in 2012 large corporations including SAP and Oracle are
offerings. Now, 2012,
focused on HR SaaS. The market demand for HR solutions, coupled with the deployment economics and profitability of the SaaS model, has
triggered an industry consolidation. Now, there are only a few large corporate leaders with impressive technology and client lists; on the other
end of the spectrum, there are small business startups looking to emerge.
During 2012, emerging technology providers capitalizing on new client demands (social goals, mobile, etc.) will start to solve the small business
and global market gap.
8. Clients By Sector >2008
• Business Process Outsourcing (BPO) Healthcare Business Services (HBS)
Latin American Card Services (2003-current) GeBBS (2012–current)
Bradshaw Group (2011-current) HRAdvance (2008-2010)
US DataWorks (2012–current) Healthcare Coding Resources (2007-2008)
Polus Group (2011–current) ADPI (2003-2008)
Perquest (2007-2010)
(2007 2010) Certus (2002-2007)
( )
Alsbridge (2009-2010)
myCFOnetwork (2009–2010) Marketing Services (MSO)
Canidium (2011-current)
Human Resource Outsourcing (HRO) Novo (2011-current)
Bullseye (2011–current)
y ( ) HubSpot (2011–current)
(2011 current)
Sentric (2011-current) JDM Marketing (2007-current)
Achilles (2007-current) HRMarketer (2007-current)
Workstream Inc (2007-2011)
HRAdvance (2008-2010)
HRAmerica (2006-2008)
TalentTree (2005-2008)
IT Outsourcing (ITO)
SmartTime (2003-2008)
Extreme Technologies (2009-current)
Serenity (2008-2011)
BluWare (2011)
Institutional Funds Broadleaf (2011)
Glencoe Capital (2011-current)
Austin Ventures (2008-2010)
A ti V t (2008 2010)
CCGVP (2008-2010)
Baird Capital Partners (2005-2009)
Great Hill Partners (2008-2009)
CapStreet Group (2002-2008)
9. Ephor Group is a strategic advisory firm which helps our clients
(technology, VAR and outsourcing providers) create wealth by achieving their growth goals.
Benefits of our methodology approach
gy pp Ephor was created as an
(as opposed to traditional consulting, coaching or iBanking) includes alternative to traditional
our Methodologies and our Perform Model. consulting. We put our own
“skin in the game” and truly
Ephor Perform Business Process™ methodologies: work in the company’s interest
FlightPlan™ for GoToMarket ensures effective/efficient revenue strategy.
FlightPlan as part of our Perform Model
and we insource our
GrowthSTEP™ guides companies to their next plateau inclluding Methodologies to our clients.
Alliances, Distribution and/or M&A Corporate Development.
Ephor Group was founded as
Boardwalk Management Science™ provides Controls and Intelligence the “family office for Garry E.
family office”
and ensures optimum asset creation, monetization and value realization. Meier and other high net worth
individuals to provide
Read more about our methodologies online. advisory services to our
investments and portfolio of
clients.
Ephor Group’s approach is
Intelligence Controls Assets pragmatic, proven, and
•Market Research
•Landscape:
•Governance •Brand performance-oriented. Ephor
Boardwalk •Sources of Revenue
Competitive and
Buyers •Management
g •Insourcing approach
works with technology and
•Wealth Creation Science Reporting creates processes outsourcing providers. We have
Drivers •PayforPerformance
•Industry Comparables led, advised, and invested in
•Competitive
Intelligence
some of the most successful
•Pricing Intelligence business service companies
in the Americas.
10. Ephor Group Background
Garry E. Meier founded the Ephor Group in 2002 to apply the
performance methodologies and shareholder value processes
f th d l i d h h ld l
Garry and his associates developed over the past three decades.
We are an experienced, highly effective, and results-driven team
that combines over 150 years of domain, functional, strategic
management and b
t d board l
d level expertise i our domain areas.
l ti in d i
Ephor Group focuses exclusively on technology enabled
outsourcing oriented business models specifically in the areas of
BPO, Human Resource Outsourcing, IT Outsourcing, Marketing
Services Outsourcing and Healthcare Business Services.
d lh
Our focus allows Ephor to identify and forecast unsatisfied
outsourcing demand curves for the future. As a result, we
identify organizations that provide value propositions that can
satisfy the future demand curves.
Ephor Group creates wealth for our financial partners and
operating companies by developing or transforming the existing
business model into an emerging platform or sector impact
participant. Often by increasing organizational effectiveness and
efficiency, adding product and distribution venues, creating
scalable service delivery constructs, all combined with a
measurement and metric centric management process.
11. Ephor Group Clients: A track record of results Solving the Value Equation.
Client engagements:
Brand Refresh and GoToMarket: Sentric (Workforce Management Technology)
Product Launch: ProBenchmark (SaaS) Polus Group (FAO) Bullseye (SaaS)
(SaaS), (FAO), Recent Client Accomplishments:
M&A Corporate Development: Serenity (IT MSP), Moderor (HRO)
Expansion: Bluware (Staffing), Novo (Call Center, Contact Center, BPO). • Grew provider from $1M to $9M in 18
months and then strategic investment
by Hewitt.
Board Advisory Clients:
Administrative & Transactional
Ad i i t ti T ti l Functional
F ti l • P j t oriented t
Projects i t d transactionall
ti
Outsource Int. (OSI) (HRO/PEO) Tandem/(OSI) (Recruiting & Staffing) business transitioned into recurring
Chairman/CEO 1998-2001 Chairman 1998-2001 solutions provider.
o Revenue: $480m Turnaround o Division Revenue from $180m to
o Exit: Divestiture of Brands $280m • Acquired add-on “book of business”
Strategic Buyer: TeamStaff o Exit: Financial Buyer: Cerberus which added additional revenues,
Strategic Buyer: Spherion
clients, and team members.
HR America (ASO) Talent Tree (Recruiting & Staffing)
Chairman 2002-2006 Chairman/CEO 2002-2005 • Received $2.56M in funding capital
o Revenue from $3m to $22m o Revenue from $90m to $145m
o Exit: Strategic Buyer: Gevity o Exit: Financial Buyer: Chrystal raise.
SmartTime Software (T&L Mgmt) HR Advance (Benefit Admin) • Rolled up $30M of p y service
p payroll
Chairman/Interim CEO 2004-2007 BOD Advisor 2008-2010 providers to create a national provider
o Revenue from $6m to $15m o Revenue from $9m – $19m
o Exit: Strategic Buyer: Kronos o Exit: Strategic Buyer: Hewitt/AON of “Workforce Management Solutions.”
Perquest (Payroll/WFM) Achilles (HRO) • Doubled staffing provider revenues
BOD Advisor 2007-2011 Chairman 2007-Current from $40M to $80M.
o Revenue from $4m to $19m o Revenue from $4m to $11m
o Exit: Strategic Buyer: ADP
E it St t i B o Exit: Current H ldi
E it C t Holdings
12. We Understand Technology and Since 2006, we conduct quarterly research
Outsourcing Firms. surveys on utilization and best practices for
technology and outsourcing buyers.
We also, interview 400 businesses every year to
Mid-Market
Mid Market Research Findings from 2011: determine the market landscape, forecast, and
opportunities.
landscape forecast
I. The demand drivers have shifted from license software to Defining the SME Middle-Market Buyer:
SaaS solutions, from cost savings to capability enabling The mid-market is significant as the table
solutions, and from functional specific to business-centric. illustrates the potential universe of SME & mid-
market employers with 50 to 10,000 full-time W-
p y ,
2 employees:
II. Utilization improving based on adaption of technology to
meet today’s work requirements (flattening span of control, TARGET Americas India & Asia Europe
(thousands) Middle East
global multi-location complexities, younger workforce,
Mid-market 100,000 10,000 25,000 100,000
mobile and contingent workforce).
What will satisfy the needs of the SME market is
III. Recurring oriented business models are the market leaders. simplifying the technology and functional
Portfolio and distribution key contributors to more efficient processes with a business-centric mindset.
model leaders.
The majority of businesses consider themselves
mid-market enterprises. They have multiple
vendors complicated by changing business
demands and evolving landscape, and lack
efficient and effective processes and expertise to
adequately fit their needs.
The ideal customer buys to simplify their
business, while valuing the solutions based
approach coupled with industry vertical specific
h l d ith i d t ti l ifi
domain expertise.
By making the buying process easy, the long-
term profitability potential is great.
13. HRO Expertise
Processing & Administration
g Functional Support
pp
Payroll & Tax Recruiting & Staffing
Outsource International OSI/Tandem Staffing
Perquest Talent Tree
Work
Management:
Time & Labor
Labor, “Supporting the
Supporting Benefit Eli ibilit and
B fit Eligibility d
Productivity Mgmt. Needs of the Administration
Worker”
SmartTime Software
WorkPlace Solutions HRAdvance
Administrative Service Departmental HR
Organization (ASO) PEO Outsourcing
HRAmerica
HRA i Achilles
A hill
Synadyne
14. BPO Expertise
Processing & Administration
g Functional Expertise
p
SaaS Contact Center
ERP, Workforce Management Eligibility, Call Center
Administration
Point Solutions Platform Departmental Outsourcing
RPO, SPM, EPM
Financial, HR, Recruiting,
Marketingg
Administrative Services Advisory Services
Financial Administration
Payroll, AP, AR, Expense GoToMarket, M&A
Outsourced Billing and
Corporate Development,
Financial Reporting
Board Governance
15. “In 2012 and beyond, wealth will be created for those unique
revenue models, that are the most economically efficient,
promote and excel at owing their communities, and Alternative
Economic
Efficient
focus on key strategic initiatives (i e customer satisfaction) ”
(i.e. satisfaction). Distribution
Model
-Garry E. Meier, Ephor Group Founder
Star Performer
Calls to Action Capabilities
1. Have a Market Validated Growth Strategy.
Focus on expansion via a portfolio of products
and revenue sources.
2. Do Not Accept Mediocrity. Mediocrity
Promotes Failure! Contact us, when you need interim help, from
a Chief Marketing Advisor or Chief
Strategy Officer, as there are proven,
pragmatic methods for expanding revenues
revenues.
Getting started, we can discuss and share
insights regarding:
I. Star Performer Checklist to
Increasing Valuations for y
g your industry.
y
II. Revenue Growth and Expansion Plan.
III. Our Industry Investment Thesis for
your sector.