SL: I understand that WorkStrategy is an HR Technology Management firm.  How about providing us with more specifics on theservices you provide, and the business drivers that compelled your founder to start this endeavor?

MB: WorkStrategy is an HR technology management firm providing strategic planning, investment analysis, business case development, process improvement, and application implementation services to midsized organizations. Our consultants typically have over 10 years of functional and/or technical experience in human resource management solutions including: payroll, benefits and compensation, recruitment, employee performance, enterprise learning, employee & manager self-service and vendor assessment and selection.

Brian McIntyre, our founder and CEO, created WorkStrategy to support midsized organizations striving to achieve high performance within their HR department and overall operation. Our management team has been together for over seven years and is experienced with various mid-market HRM solutions and large ERP business applications.  
 
As you can see from the example below, our services have been designed to be flexible – supporting organizations through their entire HR technology life cycle.
 

 
SL:   How do you differentiate yourself from your competitors?

MB: Culture is a key part of our approach. Whether it’s implementing a new HRM system, upgrading from an old platform, rolling out self-service for the first time, or simply turning on new functionality, WorkStrategy always takes into account the organization’s workforce, existing environment and future goals. 

Prior to starting a new HR initiative, WorkStrategy recommends examining the underlying business processes for improvement – either by leveraging technology or eliminating unnecessary steps or administration. Our goal is to leave the customer self-sufficient – providing knowledge transfer, building customized bootcamps, and creating pilot test groups to encourage buy-in and acceptance throughout the project.

Our customers expect superior, flexible services that produce tangible results at a reasonable cost. WorkStrategy uses a “top down” approach when helping customers develop innovative HR strategies, building a business case, rapidly deploying new enterprise applications and tracking ROI. This enables us to foster long-term partnerships with our clients.
 
SL: In keeping with this issue’s theme, what can WorkStrategy offer in the area of maximizing ROI?          

MB: Over the past couple of years, many organizations have evolved – becoming more efficient, agile, and dynamic. These High Performance Organizations (HPOs) have learned how to improve quality, increase revenue and sustain shareholder value by developing the workforce, implementing new cost-effective technology and improving business processes.
 
WorkStrategy has created an ROI methodology that we believe can help organizations transition their operation into a high performance organization.  This four phase cycle can be used to justify an HR technology budget, gain stakeholder buy-in, manage project costs and measure and communicate both tangible and intangible results.  Our ROI methodology is an integral part of our approach and is intricately woven into all of our projects – allowing our customers to predict outcomes, adjust management expectations and make ongoing strategic decisions.
 

SL: A great number of companies have global operations and human capital.  How can WorkStrategy help ease the obstacles and issues inherent in an international organization?

MB: Many international organizations with business units or parent companies residing overseas utilize HRM systems to stay connected and integrated. WorkStrategy has assisted numerous customers with developing a global HR strategy that leverages technology to align business units with corporate goals and meet specific local workforce management needs.

Our services can be expanded to incorporate the unique requirements international companies have when selecting or implementing a new HRM system, niche application, of even self-service deployment. WorkStrategy’s approach is sensitive to cultural nuances and the impact of structural and organizational changes.
  
SL: How about citing success story?  What do you believe were the critical success factors?      

MB: Over the past year, WorkStrategy has helped several organizations, including two healthcare entities, create an HR technology strategy, implement mid-market HRM solutions and improve their business processes.  Recently, our consultants were able to help a manufacturing company streamline its payroll process through the use of cost-effective technology. In addition, we recently completed a Performance Management project – helping a financial institution re-align its workforce with a new competency-based performance review plan. Employees and managers will be able to view each others comments, responsibilities and future objectives using a 24 x 7 web-based application.
 
Throughout each of these projects, WorkStrategy was able to improve the underlying business process through the use of technology or by re-engineering. Our methodology allows us to incorporate HR best practice recommendations throughout each phase– creating a plan for streamlining business processes and improving overall operational efficiency.