• CEO credibility is extremely important today. “Trust me” doesn’t cut it anymore. Employees and investors need reassurance. Employees and investors feel that too often management is violating the “fairness” doctrine when it comes to compensation and accountability. Credibility is established through contact and fully one half of employees’ sense of corporate well being comes from their perception of closeness to and interest from the CEO.

• Investors and employees are seeking “hard metrics” to back up the contact. They are looking for a sense of awareness from the CEO of issues that will make a difference to them and not just superficial changes to deeper, structural issues. They want the CEO to do the right thing even when invisible.

• Corporate “advantage” from technology and new markets is important but short lived as competitors pour in. A company’s long-term advantage is in its human resources. Growth depends on the initiative, will and motivation of employees. 85% of executives feel that “customer relationships” are the most important corporate priority and those relationships rest on the broad shoulders of willing, committed employees.

• Affirmation, Fairness and Transparency in dealings with employees starts with compensation. Corporate compensation plans and processes that are honest, responsive, and self-evident, provide authentication to a CEO’s credibility. A comprehensive, intuitive, and affordable Compensation Software Solution also provides a build-out platform for the CEO as he seeks to affect a personal imprimatur of moral credibility. A well-understood and easily seen employee rewards process can be the most cost effective first step in the construction of a public and customer perception of corporate honesty and transparency.

• 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.

• HRMS/IS software (SAP, People Soft, Lawson) is sophisticated and expensive and does not address compensation as a primary objective. A business intelligence layer is needed to make these databases a greater corporate asset. An effective enterprise level compensation budgeting/salary management tool takes the ROI of the HRMS, 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.

• OSM is enterprise level compensation budgeting/salary planning software that is compatible with any HRMS. It will reduce time and costs of current practice by up to 90%. ROI can be 90 days or less.

• OSM installs in days with a single point of communication and control. No special hardware, software or IT assistance is required.

• OSM is the business intelligence tool that 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.

• One screen access, in real time, to comp/stock awards, budgets, org chart, EEO, employee detail, and comp histories with 30 award population charts/graphs. One screen, worth a thousand words of manager praise, that’s OSM: Online Salary Managment.

Increased corporate-wide compensation compliance, accuracy and accountability. Gain transparency and real-time control in setting and delivering manager budgets.
“Not only is our review process easier and faster due to Sentient’s automation, but our review cycles result in more precise administration of our budgeting process.”
– Waste Management

Increased employee satisfaction and reduced EEO liability. Employee understanding of and buy-in to corporate reward programs results in a corporate-wide enthusiasm readily apparent to customers.
"We took what had been a very labor intensive process and streamlined it with OSM, giving managers more input and authority for salary increases while maintaining the security and integrity of our salary review process. The system more than paid for itself the first year."
– Hunt Petroleum

Building an ongoing stream of cost savings that grows even when business isn’t.
“the combination of reduced labor cost(s) …and the ability to execute to our budget has resulted in substantial cost-benefits…we continue to be more impressed with the bottom line impact with each…cycle that passes.”
– Waste Management

Adapting to your way of doing business.
"Your understanding of Human Resource processes and of end user requirements coupled with your ability to design and deliver flexible solutions enabled us to successfully increase employee productivity while simultaneously reducing costs. With many of the applications in production since 1997, on average, we are seeing savings of $600,000 per year as a result of using the HR web tools."
– Ericsson

An end-to-end solution in compensation budgeting, pricing and modeling.
"With the implementation of the HR web tools Sentient designed, we now feel that we have put in place one of the finest HR automation platforms in the telecommunications industry, or any other industry."
– Ericsson