Increase Revenue With This Human Resources Strategy Have you ever thought about your organization’s human resources revenue strategy? Changing your current perspective on HR processes can create a real strategic advantage for your organization. This paradigm shift from HR as a cost center to a revenue source may sound foreign, but hear me out. This strategy focuses on employee revenue; in other words, it’s focusing on how efficient and effective your employees are and how your organization can receive the best return on your employees. HR industry research shows that organizations that use PEO services experience revenues that are eight to nine percent greater than organizations that don’t. If done right, strategic HR processes can help you select the right people, develop talent, and produce the leaders of the future. There’s a direct correlation between employee performance and growth revenue, so how you invest in your employees and bring out the best in them is essential in continuing to be successful. Life Cycle of an Employee Whether you realize it or not, every employee goes through the same life cycle at an organization. We’ve identified 166 core processes in the employee life cycle, and they can be broken down into nine distinct categories: Talent selection Talent onboarding Talent management Talent development Benefits management Employee administration Talent transition Liability management Compliance The first four have to deal with employees directly, and those are the areas that we associate with impacting revenue growth. This week, we’re going to go into detail about these first four stages of the employee life cycle, and explain how each one relates to HR as a revenue strategy. The Plan We’ll talk about the following components in a series of blog posts throughout the week: Business Strategy Goal Alignment Workplace Culture and Engagement Redefining the Employee Experience Make sure you follow along all week to learn more about the strategy behind your HR processes and identify innovative ways to keep your organization ahead of the competition. Joel Duncan As the CEO for Aureon HR, Duncan is responsible for the strategic, operational and financial performance for Aureon HR, Aureon Senior Living and Aureon Staffing. Duncan has over 20 years of experience in overseeing human resources services delivery, sales and marketing initiatives. In 2007, he joined Merit Resources, now known as Aureon HR, as CEO/President. He assumed responsibility of Merit Senior Living in 2009, and Portico Staffing in 2015. Duncan is a member of the DMAM Rotary Club. Duncan holds a BA Degree from Ouachita Baptist University, Arkadelphia, AR., and received his Senior Professional in Human Resources designation in December 2004.