Weiser LLP Strategic Plan for Acquiring and Developing Employees

1
Weiser LLPStrategic Plan for Acquiring and
Developing Employees

• Danielle Adler
• Noreen Chaudhry
• Gustavo Gamarra
• Keith Hoffman
• Anna Mistretta

2
Table of Contents

• Overview and Project Topic

• Executive Summary and Recommendations

• Industry and SWOT Analysis

• Competitor Briefing

• Research and Statistics

• Breakdown of Recommendations

• Implementation With Balanced Scorecard

• Cost- Benefit Analysis

• Expected Results

3
Weiser LLP Overview
Overview and Project Topic

• 85 years experience in accounting and consulting
• Ranks as one of the top firms in the country
• Partners and professional staff set Weiser apart
• Fully committed to helping clients succeed
• Vision is to be a dominating regional firm with
  national and international reach in the following
  perspectives
• Professional reputation
• Depth and breadth of talent, niches, and service
  offerings
• Financial strength

4
Project Topic
Overview and Project Topic

• Understanding Attracting and Developing Staff
• Offer recommendations that
• Analyze todays accounting industry
• Analyze accounting workforce
• Analyze projected business environment and
  opportunities over the next 5 years

5
Executive Plan
Executive Summary and Recommendations

• Importance
• Survey and Findings
• Recommendations
• Apprenticeship Program
• Weiser on the Web
• Applicant Tracking System
• On-Campus Recruitment
• Innovative Feedback System

6
Industry Analysis
Industry and SWOT Analysis

• Analysis of the Accounting Profession
• Analysis of the Accounting Workforce

7
SWOT Analysis
Industry and SWOT Analysis
8
Competitors
Competitor Briefing

• Grant Thornton
• Rothstein Kass
• BDO Seidman
• J.H. Cohn LLP

9
A Hiring Process for Brighter Accountants
Breakdown of Recommendations

• Weisers Apprenticeship Program
• New York State 5-Year Program
• Part-time Job and Internship in one
• Advantages
• Awareness of the Firms name
• Lower employee turnover
• Bright students with greater accounting knowledge
• Go along with H/R campus recruitment process
• Management may evaluate performance before hiring
• Boost the firm to recruit the best and the
  brightest

10
Weiser Website Currently
Breakdown of Recommendations
11
Breakdown of Recommendations
Competitor Website
12
Revised Website
Breakdown of Recommendations
13
Resume Tracking System
Breakdown of Recommendations

• What is an Applicant Tracking System?
• How the Applicant Tracking System Works
• The Benefits of Using An Applicant Tracking
  System

14
On-Campus Recruitment
Breakdown of Recommendations

• Seminars conducted by one or more of the
  following national societies based on each
  University/College
• Beta Alpha Psi (Accounting Honor Society)
• Tau Alpha Chi (Tax Society)
• Accounting Society (University/College based)
• ALPFA (Association of Latino Professionals in
  Fianance and Accounting)
• NABA (National Association of Black Accountants)
• NAASA (National Asian American Society of
  Accountants)

15
Feedback System
Breakdown of Recommendations

• Managers get to evaluate employees and vice versa
• Come up with new techniques that will improve
  operations
• Not many companies are involved with this system
• Managers may not always see things in the
  perspective
• New lines of communication will be opened
• Improve the attitudes of both employees and
  managers
• All employee opinions and thoughts will be heard
• Knowing the companys weakness points will help
  better develop the staff

16
Primary Research
Research and Statistics

• Methodology
• Purpose
• Relations
• Survey
• Structure
• Distribution
• Results
• Statistical Analysis

17
Primary Research Contd
Research and Statistics
18
Primary Research Contd
Research and Statistics
19
What is the Balanced Scorecard?
Implementation with Balanced Scorecard

• Guide for Evaluating Focus
• Looks into Long-term Capabilities and Customer
  (Weiser Employees) Relationships
• View Strategies at Any Single Angle
• Four Perspectives
• Learning Growth Perspective
• Internal Business Perspective
• Customer Perspective
• Financial Perspective

20
Implementation with Balanced Scorecard
Financial Perspective
Strategy to Attract, Retain Develop Staff
Increase Employee Value Employee Feedback
Best and the Brightest

• Employee Value Proposition
• - Company Culture - CPA Test Prep
• Employee Interaction - Employee Feedback
• Stress-Free Environment - Social Gatherings

Customer Perspective
Internal Perspective
Innovation Process Build the Firm
Employee Retention Process Increase Employee
Value
Learning Growth Perspective
Strategic Competencies Tone at the Top
Climate for Action
21
Apprenticeship Program
Cost-Benefit Analysis

• Average pay per Apprentice 18 per hour
• Average hours worked per week 22.5 hours
• Average salary per year per Apprentice 21,060
  
• Estimated 50 students in the Program
• 1,053,000 per year
• Estimated pay per part-time employee 25 per
  hour
• Average hours worked per week 22.5 hours
• Estimated salary per year per Employee 29,250
  
• 1,462,500 per year
• An estimated overpayment of more that 400,000
  than the Apprenticeship Program

22
Other Costs
Cost-Benefit Analysis

• Website
• 20/hr (Developer rate) 10 hrs 200
• Applicant Tracking System
• 100 (cost/user/month) 3 (users/month) 52
  (weeks) 3,000

23
Conclusion
Expected Results

• Increase Name Recognition
• Increase Desirable Applicants
• Improve Internal Communication
• If you have the right people on the bus, the
  problem of how to motivate and manage people
  largely goes away. The right people will be
  self-motivated by the inner drive to produce the
  best results ...
• Jim Collins Good to Great