Time Savings From Insperity HR Support

Evidence and data. Prior to working with Insperity, interviewees at small businesses needed the equivalent of at least one full-time resource dedicated to managing payroll, employee benefits administration, and HR-related compliance as well as answering employee questions concerning policies, leaves, performance, etc. Most of the interviewees, including those in executive roles, such as the CEO, CFO, controller, or operations leader, had to wear multiple hats and took on some of these responsibilities, working in tandem with dedicated HR professionals. Upon onboarding to Insperity, they were able to significantly reduce their HR administrative workload and obtain assistance with key HR functions, such as payroll and HR compliance management. Additionally, Insperity supported the interviewees’ organizations with employee relations, performance management, and employee training and development. Further, Insperity provided employee benefits under Insperity-sponsored plans and handled the benefits process from beginning to end, eliminating that time-consuming responsibility from the organizations’ duties. Thus, Insperity HR360 reduced the demand on internal resources’ time and allowed the business leaders and HR professionals to shift their attention to the more strategic needs of their businesses.

• The CEO of a software company shared, “If we were not working with Insperity, we would have at least one additional internal resource focused solely on payroll and benefits and maybe a second resource focused on compliance.”

• The financial controller at a manufacturing company explained that they dedicated 15% to 20% of their time to managing payroll, benefits, compliance, reporting, and other HR needs before working with Insperity.

• The EVP of operations at a financial services company was even more heavily involved, spending up to 80% of their time at certain periods handling the organization’s HR needs.

• The CEO of a marketing agency shared that their organization had a dedicated bookkeeper handling payroll and benefits; the CEO spent up to 15% of their time on HR support.

Besides relieving the administrative burden of handling HR-related software products and processes, Insperity brought in the HR expertise that the internal resources lacked. “It is absolutely worth the cost because they have experts in payroll and HR. Trying to have one person know and be an expert in everything is, you know, unrealistic. And so, the value that that they bring is they have experts in multiple areas that you can use as a direct access resource when you have those questions,” explained the financial controller at a manufacturing company.

In addition to minimizing administrative tasks, interviewees noted that Insperity significantly reduced the manual effort dedicated to reporting, with some users noting a shift from hours of manual processing to just minutes using Insperity’s tools.

Modeling and assumptions. Based on the interviews, Forrester assumes the following about the composite organization:

• Before Insperity, the composite organization has two FTEs dedicated to managing payroll, HR compliance, benefits administration, and HR-related issues. As the organization grows, another half of a resource is necessary to support the growing number of employees and related tasks.

• The average fully burdened annual salary for an HR generalist at a small or midsize business is $105,000.

• Insperity supports HR functions and allows the composite organization to reallocate the equivalent of one FTE’s workload to other tasks and business initiatives in Year 1 and Year 2, increasing to 1.5 workloads in Year 3.

• Before Insperity, an executive, such as the CEO, CFO, or COO, dedicates 20% of their time to handling HR needs.

• The average fully burdened annual salary for an executive at a small or midsize business is $250,000.

• With Insperity’s support, the executive cuts the time they spend on HR issues in half.

• Forrester assumes that not all recovered time will be used for productive or value-added activities, so a 50% productivity recapture rate is applied.

Risks. An organization’s realization of time savings from Insperity’s support of HR functions will vary due to a number of factors, including:

• The company size and the number of employees dedicated to performing HR functions.

• Executives’ involvement in managing payroll, compliance, benefits, and other personnel-related tasks.

Results. To account for these risks, Forrester adjusted this benefit downward by 10%, yielding a three-year, risk-adjusted total PV (discounted at 10%) of $299,000.

Cost Savings From Having Insperity Provide Employee Benefits

Evidence and data. Most of the interviewees told us their organizations faced a major challenge to their business growth in the face of rising health and wellness benefit costs. To stay competitive in the hiring market, they needed competitive benefits. The CFO of a software company told Forrester, “[A benefits package] was extremely important [to us] because more than half the people that work for us have a family.” Prior to Insperity, interviewees said their organizations worked with benefit brokers and experienced high costs and steep annual increases for benefit packages, which made it nearly impossible to maintain the level of benefits they wanted to offer. When they transitioned to a PEO model with Insperity, they were able to save money because Insperity’s benefits allocation was lower than what they were paying for benefits with a broker.

• The CEO of a marketing agency told Forrester: “In the past, because of the cost of health insurance, we only could offer very limited packages. They were hyper-expensive, and so we couldn’t afford to pay for them.” Today, Insperity provides the organization’s employees with access to comprehensive, competitive benefits, which the CEO called “an asset that makes hiring smoother.”

• Similarly, the CEO of a software company explained, “The last time we looked, we couldn’t get the same level of benefits as those provided to our employees by Insperity.” For this organization, Insperity’s benefits contributed to their ability to hire the talent they needed.

Modeling and assumptions. Based on the interviews, Forrester assumes the following about the composite organization:

• The organization has 45 employees in Year 1 and adds 15 new employees in Years 2 and 3, reaching 75 FTEs by the end of Year 3.

• In Year 1, the organization pays $2,000 per employee per month in benefits through an insurance broker. The cost of benefits grows by 10% year over year.

• Once the organization transitions to Insperity, Forrester conservatively estimates that Insperity’s benefits allocation is 6% lower than the previous fee paid through the broker. Please note, the savings apply to the composite organization and should not be considered standard.

Risks. An organization’s realization of cost savings from using Insperity to provide employee health benefits will vary due to a number of factors, including:

• The number of employees and organizational growth.

• The benefits package an organization previously offered to employees and its cost as well as the annual price increases introduced by a previous insurance provider.

Results. To account for these risks, Forrester adjusted this benefit downward by 10%, yielding a three-year, risk-adjusted total PV (discounted at 10%) of $212,000.

Improved Time To New Hire Productivity

Evidence and data. Interviewees shared that prior to working with Insperity, onboarding new employees was a manual process, which required a lot of paperwork to be filled out by a new hire and processed by an HR specialist and/or by an executive who performed the HR function. In addition to this paperwork burden, it meant that the process could take days if not weeks, and a new employee had to wait to be added to payroll and covered by insurance before they could start in their new role. With Insperity, the onboarding process became digital and took a significantly shorter time, allowing new hires to be productive faster.

• The EVP of operations at a financial services company said that before Insperity, it took them at least a week, if not longer, to onboard an employee the manual way: “It was very arduous, very manual for us. We would have to do a lot more steps. I remember for one person, it was a two-week process.” They explained, “Getting them logged into the Insperity platform, having them do all of that online, and getting all of that information entered correctly is huge, especially if we have to hire a group of people at a time.”

• The financial controller at a manufacturing company said their process was comparable: “Prior to Insperity, our onboarding process probably took me three or four days to get all of the paperwork processed and get them enrolled in medical benefit, dental, vision, all of that stuff.” They noted that the onboarding process became significantly shorter with Insperity: “[Today it requires] half an hour uploading the information and then maybe another half hour to an hour over the next few days just touching base with the new employees saying, ‘Hey, did you do this?’ or ‘Hey, I need you to complete this piece.’ It’s just more reminders than anything else.”

• Beyond the productivity improvements for employees, interviewees appreciated the ease and improved access to their employees’ paperwork that became available with Insperity. “I appreciate that I have everyone’s documentation all in one place on the Insperity platform now, rather than keeping Excel spreadsheets and files and folders and stuff on our servers,” said the financial controller at a manufacturing company.

Modeling and assumptions. Based on the interviews, Forrester assumes:

• The composite organization experiences, on average, a 15% churn rate on an annual basis.

• In Year 1, the organization needs to hire 17 new employees to replace churned FTEs and maintain growth. In the following years, the organization adds 15 new employees annually to account for growth and it replaces churned FTEs. As a result, it onboards 17 new hires in Year 1, 22 in Year 2, and 24 in Year 3.

• Prior to Insperity, onboarding a new hire manually takes up to 40 hours. The duration of the onboarding time is reduced by 80% once the composite organization starts handling onboarding through Insperity.

• Forrester assumes that not all recovered employee time will be used for productive or value-added activities, so a 50% productivity recapture rate is applied.

Risks. Improvement in the time to new hire productivity will vary due to a variety of factors, including:

• The number of new employees onboarded every year.

• The previous process an organization used to onboard new employees.

• Organizational willingness to use Insperity for onboarding new hires.

Results. To account for these risks, Forrester adjusted this benefit downward by 5%, yielding a three-year, risk-adjusted total PV (discounted at 10%) of $37,000.

Performance Review Efficiency

Evidence and data. Prior to Insperity, interviewees described how annual performance reviews were done manually. This required extensive effort from the managers to collect the necessary information about employee performance throughout the year, gather input from peers and clients (where appropriate), assess progress toward goals, and plan for next year. With the process formalized in the Insperity PerformSmart module within the Insperity Premier platform, managers and employees alike were guided to proactively record and store the relevant information and milestones throughout the year, eliminating the need for the end-of-year rush; they were guided through the review and career growth conversations with prompts from Insperity, saving managers’ time. “From core values to career development, it has given us a structure to evaluate our employees’ performance, keeping them accountable in their day-to-day responsibilities, on track for career growth, and helping managers and employees outline expectations to help them to meet their goals,” said the EVP of operations at a financial services company.

• The EVP of operations at a financial services company said that in the past, “It would be old school: Type up the performance sheet and then file it away and really not touch it for another year.” With Insperity’s PerformSmart, managers put in goals for employees and could track those goals throughout the year. “If we have a development plan for the employee, it really gives you a more comprehensive way to not only to have one-on-ones with your employees but understand what you agreed to with the employee that you were going to work on for the year and then have something to come back to and document. So, that’s really been a tremendous lift for us,” said the EVP of operations.

• Managers who used PerformSmart, and particularly new managers, appreciated that the tool provided them with prompts for each of the review sections, alleviating “writer’s block” and helping produce “the best output for their direct reports,” explained the EVP of operations.

Modeling and assumptions. Based on the interviews, Forrester assumes the following about the composite organization:

• Prior to Insperity, managers at the composite spend, on average, two full working days for each direct report to gather and process the inputs for a performance review, write a review, and set employee goals for the following year.

• Through improved data collection, regular prompts to document progress, and writing assistance, Insperity helps reduce the time needed for each performance review by 75%.

• The average fully burdened annual salary for a manager is $130,000.

• Forrester assumes that not all recovered manager time will be used for productive or value-added activities, so a 50% productivity recapture rate is applied.

Risks. Performance review efficiency gains could vary based on:

• An organization’s willingness and commitment to using Insperity for performance reviews.

• The number of employees.

• The time and effort dedicated by company managers to annual performance reviews.

• Managers’ annual compensation.

Results. To account for these risks, Forrester adjusted this benefit downward by 10%, yielding a three-year, risk-adjusted total PV (discounted at 10%) of $50,000.

Employee Efficiency From Using Insperity

Evidence and data. Prior to Insperity, interviewees said employees did not have an easy central place to access their paperwork — such as W2 forms, employee handbooks, and leave or benefits information — or raise any HR-related questions or concerns. If an employee had a request, they needed to reach out to an HR generalist within the company. However, if the person was not available or did not have the expertise to provide an answer, employees would have to either wait for a resolution or search for information on their own. This was disruptive to their work and could take up to several hours out of their workday. With Insperity, employees have direct access to a dedicated HR specialist with extensive experience who can help resolve their questions quickly. Additionally, they have a portal where they can self-serve and resolve a number of HR-related questions or document needs.

• The CEO of a marketing agency found the Insperity portal useful for employees: “It’s definitely advantageous to have the portal. A lot of the questions [employees] can simply see themselves or answer, rather than going to HR. You can just go look in the portal, and everything is at their fingertips.”

• The EVP of operations at a financial services company shared this view: “We have this portal that they can go in and find answers or designate time off instead of emailing someone and hope they got their request. And now we have an 800 number that the employee can call and ask benefit questions.”

• The financial controller at a manufacturing company described the process for getting answers to HR-related questions as complicated and time-consuming prior to Insperity. “[An employee] might have legitimate questions that they could not find answers to. They would come to me. I would reach out to [our former provider] and could not get answers, and I would get frustrated.” The situation took a complete turn once the organization started working with Insperity: “Today, employees have a dedicated hotline that they can call and actually get someone on the phone that is knowledgeable and is dedicated to answering the question and not just passing them off to someone else.”

Modeling and assumptions. Based on the interviews, Forrester assumes the following about the composite organization:

• With Insperity, an employee can save, on average, half an hour per month with better access to their employment, benefit, leave, etc. information through Insperity and by having access to a dedicated and knowledgeable HR resource.

• The average fully burdened hourly rate for an employee is $47.

• Forrester assumes that not all recovered employee time will be used for productive or value-added activities, so a 50% productivity recapture rate is applied.

Risks. The impact on employee efficiency could vary based on:

• The size of the organization.

• The complexity and frequency of the HR-related issues that employees need to resolve.

• The employee support systems in place prior to Insperity.

Results. To account for these risks, Forrester adjusted this benefit downward by 5%, yielding a three-year, risk-adjusted total PV (discounted at 10%) of $20,000.

Improved HR Compliance

Evidence and data. According to the interviewees, increasing HR compliance was one of the top drivers that brought their organizations to working with a PEO. As these small businesses grew, they recognized the need to expand and hire outside of their respective home states, which required understanding employment-related laws and any other legal requirements within their new jurisdictions. This put extra strain on the leaders. The CFO of a software company summarized a shared sentiment: “I am very active in everything related to HR because I understand the seriousness of potential lawsuits and risk, and so I stay very involved. We’ve seen such a huge amount of changes in laws and regulations, especially over the last few years, that I can’t possibly keep up with it, no matter how good I am in terms of understanding it.” With Insperity, these companies acquired access to the HR-related expertise and support they needed to enable their business growth and reduced the risk of noncompliance. Interviewees highlighted Insperity’s proactive compliance support, access to HR-related guidance, and the peace of mind that came from the assistance of a trusted advisor.

• The COO of an insurance company shared that Insperity serves as a fast and reliable resource that supports their compliance needs: “We didn’t want to have to worry about HR compliance in California. [Prior to Insperity], we only had employees in two states; now we have employees in five. And if [we]need to add another one, you just call Insperity and then the next day you get a little outline: Here are HR compliance issues, here’s what you’re going to be careful of, etc.”

• The CFO of a software organization explained, “Insperity is valuable because they have a database that has probably, I don’t know, 600 videos and research points on different topics that you can go to, and then if you don’t find anything there, you can also ask specific questions to specialists in those particular areas”.

• Interviewees appreciated that beyond the access to HR expertise and best-practice guidance, Insperity proactively performed its own internal compliance checks — and if an issue arose with respect to a company, Insperity collaborated to get them into compliance if they were out. “If there’s one thing that Insperity is an absolute leader in, it is in communicating any potential issues that could come up with compliance. They send it to you. There are different things that they text you within their portal that you can see but, more importantly, they will proactively send out emails. It’s not like, ‘Oh, it happened. Now we’ve got to go back and fix it.’ They are way ahead of the curve. They are aware of where your employees are and can help with issues in those individual states. I’ve never had an issue where I haven’t been informed — and usually I’m notified well ahead of time,” explained the CFO of a software organization.

• Prior to working with Insperity, interviewees felt that it was a heavy mental load to keep up with compliance. “It’s a nightmare, and like with any state government agency, there are just so many levels to it,” said the EVP of operations at a financial services company. This interviewee said: “Insperity provided just an enormous amount of support and also has been a partner to stand arm in arm with. We go to Insperity to get the best HR advice from a company that has the experience and an understanding of HR compliance issues; it felt like we were armed with more power than a normal small organization.”

Modeling and assumptions. Based on the interviews, Forrester assumes the following about the composite organization:

• Before Insperity, the composite organization lacks expertise in HR compliance and does not have the support of a PEO. The organization’s internal team (including the HR specialist and an executive overseeing HR functions) does its best to adhere to the relevant regulations.

• The cost of HR-related noncompliance includes expenses that can significantly impact a business, such as regulatory fines from the DOL, EEOC, OSHA, or state agencies; legal expenses from defending claims or settling disputes; and back pay or penalties due to wage and hour violations. Indirect costs can be incurred through business disruptions, such as the administrative burden due to poor recordkeeping or classification errors, the expense of correcting compliance failures, and the time spent on audits or investigations. Additionally, noncompliance can lead to reputational damage, resulting in reduced employee morale, higher turnover, and difficulty attracting talent. Forrester conservatively estimates the value of noncompliance per year for the composite organization at $30,000 in Year 1 and $40,000 in Year 3, increasing as the organization grows. Forrester assumes no noncompliance in Year 2.

• Working with Insperity allows the composite organization to reduce the risk of noncompliance by 90% by increasing adherence to HR-related regulations and providing the right resources and guidance to employees and managers.

Risks. The impact of improved compliance could vary based on:

• Organizational complexity and geographical distribution.

• Organizational commitment to implementing and adhering to Insperity’s recommendations to improve compliance.

• The specific impact of noncompliance on an organization and how quickly it gets addressed.

Results. To account for these risks, Forrester adjusted this benefit downward by 10%, yielding a three-year, risk-adjusted total PV (discounted at 10%) of $46,000.

Cost Savings From Retiring Legacy HR Tools

Evidence and data. Before onboarding a PEO, most of the interviewees said their organizations did not have access to any sophisticated HR-focused technology and handled their organizations’ HR needs with word-processing editors or spreadsheets. In some cases, their organizations invested in point solutions to manage payroll. Once they transitioned to Insperity, these organizations stopped using the point solutions.

• The CEO at a marketing agency said it used a payroll software tool, which could no longer support it as a growing business operating across states. The organization retired the tool once it moved to a PEO model.

• The financial controller at a manufacturing company had a similar story to share: “I was managing payroll with [a vendor]. I was doing the HR stuff and trying to figure all the rules and regulations out on our own.” The interviewee terminated their contract with the payroll vendor once they moved to Insperity.

Modeling and assumptions. Based on the interviews, Forrester assumes the following about the composite organization:

• Prior to Insperity, the HR generalist and the executive who performs HR functions at the composite organization use a software tool to handle payroll. The cost of this software rises from $10,000 in Year 1 to $12,500 in Year 2 and $15,625 in Year 3.

• With Insperity, the composite organization is able to retire this software tool.

• The organization does not use any additional specialized HR tools and mostly relies on spreadsheets and word-processing software.

Risks. Cost savings from retiring legacy HR software could vary based on:

• The company’s size and the sophistication of its HR practices and toolbox.

• The speed at which the organization transitions to Insperity and retires former tools and practices.

Results. To account for these risks, Forrester adjusted this benefit downward by 5%, yielding a three-year, risk-adjusted total PV (discounted at 10%) of $30,000.

Unquantified Benefits

Interviewees mentioned the following additional benefits that their organizations experienced but were not able to quantify:

• Empowering growth. Insperity provides a solid foundation for business growth by establishing the HR infrastructure, tools, and support needed to scale without bottlenecks. Interviewees emphasized that with Insperity, they could onboard five or 20 employees in one state or in multiple states just as easily, without worrying about administrative overload or compliance gaps. “Insperity’s extensive multistate employment law knowledge has given us the confidence to broaden our scope of hiring to include all states rather than ones we already have a presence in,” said the financial controller at a manufacturing company.
  The EVP of operations at a financial services company also talked about Insperity serving as a helpful foundation for their company’s growth: “There was no anxiety about growing. We felt like Insperity gave us all the necessary tools to grow our business as fast or as slow as we wanted. And Insperity is just there with you. They’re going to grow with you and meet you where you are with the need that you have. It let me worry about my business, and then they’re there to take care of the rest. And that’s really where I think we’ve gained so much. Growing would have been more difficult without us having the support.”
  The dedicated support teams and tools available with Insperity HR360 allowed interviewees to focus on core business functions, with support for payroll, compliance, and other HR intricacies. As the CEO at a marketing agency put it, “When the boring stuff is sorted out, you can be dreamy.”

• Enhancing talent recruitment and retention. Interviewees told Forrester that the comprehensive benefits provided by Insperity became an asset during their hiring process. Candidates often responded positively to the available benefit packages, and the interviewees said their companies noted no instances of losing candidates due to benefits. “I cannot think of an example where we lost out on a potential new hire because of benefits. I don’t think we’ve ever had a situation where we’ve had a prospective employee come back and say, ‘I’m choosing to work someplace else because they have better benefits,’” said the CEO of a software company. The EVP of operations at a financial services company shared that sentiment: “I think [a benefits package] is a huge hiring factor that people look for. We have been very fortunate to have some great benefit packages through Insperity because of the relationship with [national medical insurance carriers] that they have. Most of the time [during the hiring process], we were met with, “Wow, this is really good.’”
  Several interviewees told us that Insperity’s comprehensive benefits package has contributed to long-term satisfaction and loyalty, with no reported cases of employees leaving due to better benefits elsewhere. The CFO of a software company told Forrester: “Could our employees go out and make more salary? More than likely the answer is yes. However, with Insperity, they have access to valuable benefits, and we look at it as a combined package.”

• Developing employee skills. Insperity HR360 provides an online tool that helps leaders build employees’ skills and provide necessary trainings. While some of the interviewees acknowledged that their company hasn’t yet used the solution to its full potential, several of their organizations regularly relied on Insperity to deliver mandatory training, such as harassment and security, and used its reporting tools to track completion and engagement. Interviewees noted that employees benefited from skill-specific modules, such as Excel training, while some organizations enrolled new managers in leadership development or improved communication programs. “We signed up all of our employees for compliance training last month, and they all had to complete it, but on a managerial level, a manager might go in and assign conflict management or training on how to interview. There are all these cool and up-to-date videos,” said the COO of an insurance company.

• Streamlining reporting and insights. Interviewees highlighted that Insperity’s reporting capabilities were instrumental in monitoring company demographics and compliance and making informed HR decisions. Some interviewees used Insperity for salary benchmarking and compensation planning, especially during annual performance review cycles or when creating new roles. Others relied on People Analytics to track workforce demographics, such as gender or minority representation, which was particularly valuable for publicly traded companies and government contractors with specific reporting requirements.

• Improving the employee experience. According to interviewees, Insperity delivered an accurate, reliable, and responsive employee support system. After onboarding, Insperity held in-person or virtual meetings with employees to explain the new approach and reassure the staff; Insperity also provided a direct HR support line that employees were encouraged to call to get timely and accurate answers to their HR-related inquiries. Employees used the Insperity solution to look up and manage their paychecks, tax, leave, and benefit information as well as track their PTO. “Insperity has a high-level and consistent customer service, and we get answers fairly quickly for most things. It works very well, and the employees are satisfied. I have not heard a single complaint from an employee since we went to the PEO model with Insperity. Prior to that, there were a lot of complaints,” said the CFO of a software company.

• Serving as a trusted partner. Interviewees described their experience with Insperity as a true partnership. They emphasized the value of having a dedicated HR specialist and a support team that not only understand their business operations but also their company culture, leadership style, and how they want to approach employee relations. Interviewees noted that Insperity offered tailored, thoughtful guidance, especially in sensitive situations; they appreciated Insperity’s responsiveness and continuity, with minimal specialist turnover and consistent communication. “Our HR specialist has always been spectacular. They know the importance of getting it right, and nothing’s too small. If there was anything that we needed to just talk through on a delicate situation, they were there to bounce ideas off of and give us really good advice that we felt like we could go and really feel solid about,” said the EVP of operations at a financial services company.

• Assisting in shaping organizational culture. Leaders know culture matters because it can contribute to performance.³ Several interviewees relied on Insperity’s guidance in shaping and maintaining their company culture. The COO at an insurance company said their leaders invested their time in culture-shaping activities before Insperity, but they didn’t have enough structure and consistency in implementing the changes they wanted. The COO explained: “Insperity brought in structure and accountability. It helped us formulate a plan and cascade it down to the employees because when we walked away from those [planning] meetings, we had a [plan] and a timeline. Then we used that in employee meetings to talk about our culture, how we want to grow, and the importance of the team.”
  The EVP of operations at a financial services company said: “We utilize Insperity’s culture surveys to test the current climate of our organization and if we are staying on track with the values, mission, and culture we desire. Those typically take an employee 15 to 30 minutes to think through their response, and it gives the individual a way to share feedback in a confidential way. Insperity does a very good job at presenting the data to management, covering our deficiencies, and implementing an action plan. We have also taken advantage of team building through Insperity.”

Flexibility

The value of flexibility is unique to each customer. There are multiple scenarios in which a customer might onboard to Insperity HR360 and later realize additional uses and business opportunities, including:

• Flexible support as the business grows. As businesses mature, their HR needs evolve. While new businesses might be focused on establishing fair HR practices, achieving compliance, and setting up error-free payroll, more sophisticated businesses might start to think about shaping organizational culture, enhancing employee engagement and experience, providing career development opportunities, or developing strong leaders. Interviewees told us that Insperity HR360 provides the tools and expertise to guide and support organizations on that journey, delivering the exact guidance they need at any point in time. “As we came in, we didn’t initially need [a time management tool or a performance review tool]. The benefit of Insperity that we saw in our analysis was that they had all these things that you could add on as your organization was ready to grow to that level. That was a huge component of what made us really look at them and go, ‘Wow, this is something we can grow with,’” said the EVP of operations at a financial services company.
  Specifically, several interviewees talked about their intention to explore new modules or rely more heavily on modules they already used within the tool. For example, some of the interviewees said their organizations did not use Insperity for annual performance reviews and were open to experimenting with the tool. Similarly, others only used training modules for necessary safety training but planned to develop a formal leadership program or effective communication programs and make relevant training materials available to their employees.

Flexibility would also be quantified when evaluated as part of a specific project (described in more detail in Total Economic Impact Approach).