Containing Cost Through Containing Cost Through Platform-Based Platform-Based Business Process OutsourcingBusiness Process Outsourcing

• Established in 1972 – over 37 years in IT business

• First company in Hong Kong to provide data centre & application development service

• 200+ Employees

• Over 160 corporate customers

Company Introduction

Customer References

(The

Philippines)

Customer References – BPO

• Technology Platform

– Provides Facilities Management for over 35 years

• IT Hosting

• IT Management

• Printing and Mailing

– 3 DataCentres, 2 Business Recovery Centres and Tape Vault Operations

• Receives Dual ISO Certification shows commitment in Information Security and Best Practice in IT Services

– 2 DataCentres, 2 Business Continuity Centres in Shanghai

– Application Development and Implementation experience for more than 30 years, focus areas :

• HR

• ERP

• Health Insurance

• Business Intelligence & Performance Management

– Oracle Certified Partner

– Obtained CMMI Level 3 in 2005

Platform Based BPO Credentials

• Business Process Outsourcing• BPO Centres in 3 locations: Guangzhou, Jiangmen, HK

• Over 5 years of experience in providing Business Process Outsourcing– Contact Centre : Telemarketing, Customer Satisfaction Survey, Customer

Retention Program– Document Management Services : backlog documents scanning service, d

aily documents scanning service, indexing service– Claim Processing (Health Insurance System) : claims sorting, data input, d

ata and relevant information validation, generate reports for settlement support

– Policy Administration (Health Insurance System) : new policy set up, amendment

– Payroll Services (HR System) : data input & upload, process payroll system with verification, prepare monthly transaction reports, statistic reports and management reports, print pay slip, process tax return and print IR56B

Platform Based BPO Credentials

Evolution of HREvolution of HR

• Handled by In-house Team

– Supported by HR Team for confidentiality

– Different office locations employing different software or processes

– Different SLA

– Focus on traditional HR areas – payroll, recruitment, benefits

• Issues

– Heavy workload for maintenance of HR system and data which distracts from core business functions

– Lack of time in strategic planning to maximize workforce effectiveness

– No control and standardization : increased cost & security issues

Traditional HR Operation Model

• Outsourcing of Existing HR System

– Releases partial workload of HR

– HR information kept confidential with trusted service providers

• Acquire ASP Model

– Minimizes initial investment

– Human errors reduced through automating of manual processes

– Standardized Technology Platform

Application Outsourcing

• Business Process Outsourcing

– Increased flexibility in resources management

– Predictable operating cost

– Ensures business functions to be available at all times

– Committed SLA : improved response time and accuracy

– Able to focus on high value adding core business functions, such as talent management, workforce planning

Business Process Outsourcing

• Platform Based BPO

– Standardized technology and business processes

– Supports multiple geographical locations

– Improved security : secured platform, audits

– Embedded Best Practice

– Scalable fees

– Integration with other Information Systems

Platform Based BPO

“Underlying technology still matters to many services buyers.

According to a recent survey, IDC finds that over 75% of BPO buyers

want software vendors and service providers to work closely together

to protect the investments they have made in software…”

IDC, April 2009

IDC Insight

Most Commonly Outsourced HR Processes

3. Most HRO transactions provide services across multiple functional HR components

2. Some provide input on policy and performance management

1. As in other outsourcing arrangements, HRO buyers generally retain the strategy function HR

strategy

Employee data management

Payroll

Benefits

Compensation

Recruitment and selection

Training and development

Employee contact center

HR information systems and reporting

Regulatory and compliance

Performance management

Employee relations

Global mobility

HR strategy

Employee data management

Payroll

Benefits

Compensation

Recruitment and selection

Training and development

Employee contact center

HR information systems and reporting

Regulatory and compliance

Performance management

Employee relations

Global mobility

HR strategy

Employee data management

Payroll

Benefits

Compensation

Recruitment and selection

Training and development

Employee contact center

HR information systems and reporting

Regulatory and compliance

Performance management

Employee relations

Global mobility

Frequency of inclusion within HRO transactions

Employee data mgmt./HRIS

Payroll

Benefits

Compensation

Recruiting and selection

Training and development

Performance management

Regulatory and compliance

HR strategy1

Employee relations

Global mobility

Employeecontact center

18%

10%

42%

63%

19%

48%

57%

42%

88%

92%

81%

87%

1 Based on supplier perspectivesSample size:135 transactions signed as of Q1 2006

Source: Everest Research Institute

Payroll Leads the Way

0 5,000 10,000 15,000 20,000 25,000

Payroll

Benefits Administration

Education and Training

Hiring & Recruiting

Personnel Administration

Other HR

2006

2011

Worldwide HR BPO Market Size and Forecast, 2006 and 2011

Millions of U.S. Dollars

Source: Gartner estimates

Payroll is currently and will continue to be the largest component of the HRO market.

Benefits admin sees the largest % of growth

(aside from Other HR)

(Five-Year CAGR: 9.9%)

8.1% CAGR

13.6%

11.1%

8.6%

8.9%

13.7%

Value Proposition

• Enhanced Process Improvement

• Speed to Value

• Better TCO

• Reduced Risks

• Greater Business Flexibility

• Proven Platform-Based BPO Knowledge and Know-how

• Proven Technology and Security Support

• Trusted Partner

• Sustainable Finance

• Cultural Fit for HK and China

Why COL

THANK YOUTHANK YOU

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