In the world of sales and marketing, the marketing teams are typically more interested in focusing on data concerning customer engagement in regard to sales and marketing assets, email marketing and digital engagement, and the response and ROI when it comes to content.

Sales teams, however, are more concerned with how the assets convert leads to prospects and prospects to customers. These teams track calls placed, meaningful conversations, emails sent, visits scheduled, etc.

The end goal of both teams, in terms of closing deals, is to create and refine a sales process that is repeatable and guaranteed to close recurring business deals.

HR analytics is the data that explains business performance through human capital management (HCM) and assets. For sales teams engaged in promoting HCM platforms, there are some deeply relevant data that can be smoothly integrated into sales calls or meetings. HCM will allow the team to combine base HR information (time to hire, employee training expense, etc.) with people analytics (the information and details used to help make organizations smarter and more informed about their current employee base).

Prospects interested in understanding how their business could benefit from a partnership with a professional employer organization (PEO) or HR services provider would probably be interested in the impact of having their key HR data available to them, regardless of when or from where they are attempting to access. For example, per employee revenue, associated risk, turnover rate (both voluntary and involuntary), and training are all data elements available through an HCM.

Clients who are prepared to invest in HCM will not only place value on the notion of creating new opportunities for employee engagement, but also the ability to achieve results through accountability.

Here are some tips for how you can present HCM using HR analytics in your next sales meeting/call:

• “When it comes to human capital management, it is important for there to be a well-oiled time and attendance aspect. This functionality allows employees to better report their hours and PTO remotely through a secure self-service portal.”
  
  
• “Reporting is a common ask I have from businesses just like yours. What people are wanting is a combination of robust data that is easily accessible. The right HCM solution should have the ability to report on recruiting and hiring, performance, attendance, and employee benefits and enrollment. Without these pieces, all you have is a fancy CRM (Customer Relationship Management) tool that is much more useful for customers than it is for managing internal employees.”
  
  
• “If your next move with HCM is to move toward a secure, cloud-based platform, then this is the right product. The system was designed with the layperson in mind—meaning anyone should be able to access and easily navigate all while gaining access to some of the most powerful metrics and human resources data your business offers.”

Companies all around the country are looking for trustworthy HR data and analytics to not only help drive the performance of their own organization but to also get a better handle on business operations. A better understanding of how HR analytics can improve prospect processes and day-to-day activities will help you deliver a more clear and consistent message regarding the platform benefits. Learn more about HR analytics and integrating this information into your next sales call by contacting Insured Solutions.