Welcome to Sentient,
Inc., a premier Information Technology solution provider and Human
Resources Information System (HRIS)
software developer and consulting group based in Dallas, Texas.
Current corporate administrative "business intelligence" is built on '70's spreadsheet software. Which is no intelligence at all. Most managerial heartburn is about employee performance and compensation. Time stops, as does productivity, when spreadsheets appear and budget deadlines near.
Line managers can spend as much as 8 hours per
employee per year on compensation related issues. The average
manager is responsible for 5 employees, which is one week a year of
lost productivity.
HR Information System software like SAP, People Soft
and Oracle is sophisticated and expensive and does not address compensation as a primary
objective. A business intelligence layer is needed to make these
databases a more valuable corporate asset. An effective enterprise
level compensation budgeting/salary management tool takes the ROI of
the HR Information System, the HR staff and all line managers to a
new level.
State of the art compensation tools provide a direct
way for employees to see and feel the fairness of corporate wealth
sharing. These tools provide daily intelligence that enable a
manager to closely and transparently link performance to reward. EEO
and morale issues related to compensation and promotion disappear,
and all employees know it.
In today’s highly competitive workforce
environments, an intelligent compensation structure and awards
process is important because it assures the CEO that the umbrella of
care, reward and fairness is extended to all employees by empowering
them with a comprehensive and transparent link to management.
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" Given the new national emphasis on
greater corporate accountability and transparency
in all financial matters, we feel that OSM is an important component
in addressing these issues.
At Waste Management we are committed to upholding the highest principle
of
fiduciary responsibility for our shareholders and employees and we
believe that a
well-managed compensation administration process is key to balancing
good employee
incentives with good financial management controls."
Waste Management
HR/Compensation Staff have the responsibility of overseeing the
process whereby employees are awarded compensation adjustments. The
adjustments may come in the form of salary increases, one-time cash
bonuses, promotions, stock and stock option plans.
Although HR needs to empower managers to perform the award process for
employees, they must ensure that the organization's business rules
and budget guidelines are enforced.?
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Budgets may
be set for the entire organization or they may be broken down to the
manager level for work groups that require less compensation or more
compensation than the general corporate population.
Budgets may be calculated in any currency for any division or manager.
Safeguards must also be in place so that sensitive data is seen only by those with a need to know.
Individual Awards
OSM provides a totally configurable salary strategy. Organizations may reconfigure their compensation plan at any time to redesign their awards without outside or IT assistance.
Organizations may use any combination of increase types
- Merit
- Promotion
- One Time Bonuses
- Annual adjustments like Cost of Living, Relocation
Differentials, etc
- Stock and Stock Option Plans of any kind
- User Defined Dynamic Registers to capture MOB, MIP awards
These individual awards are
given by managers in a simple point and click format that
never involves the use of spreadsheets.
Individual awards may also
be made through a rapid entry screen that enables a manager to make,
change and adjust all of the awards on one screen. Business rules,
award limits and budgets are fully enforced, regardless of which
method is used.
Line managers can spend as much as 8 hours per
employee per year on compensation related issues. The average
manager is responsible for 5 employees, which is one week a year of
lost productivity.
