EMPLOYEES
Thirty-six top flight product professionals including:
- 2,000 colleagues at Information Builders supporting CATS on a global basis within a unique and exclusive reporting solution partnership
- The software implementation resources of Aon Consulting and Towers Perrin
HEADQUARTERS
606 Post Road East, Suite 727, Westport, CT 06880, Unites States
WEB ADDRESS
http://www.eimsoftware.com
OWNERSHIP
Enterprise Incentive Software is a privately held company.
MISSION STATEMENT
To provide the 'best in class' Enterprise Incentive Compensation (EIM) family of tools which provide immediate return on investment when deployed in support of existing sales and marketing related activities.
CATS EIM enables companies to strategically leverage salaries, stock options, bonuses, and variable compensation, such as sales commissions, to drive the performance that drives the bottom line. Incentive-driven enterprises focus on employee activity, increase their productivity, that in turn delivers profitable sales and channel operations, and assures business success and shareholder value.
TARGET MARKETS
The CATS EIM family of products is able to work across unlimited industries, and is guaranteed to administer any incentive compensation plan design within the product itself based on its flexible architecture and configuration capabilities. A typical customer installation is comprised of:
- 100 – 20,000 employees on incentive compensation plans
- $100,000 – $1,000,000 in Software License Revenue
- 8-12 week implementation schedule
- Services that are typically .5x of License Revenue
- An average implementation schedule that requires a 2 – 5 person team which includes project management
and reporting solutions
MARKET SIZE
Enterprise Incentive Software believes that overall, all EIM markets combined represent over three trillion in annual expenditures to U.S. and international corporations.
Over 90% of U.S. companies use some form of incentive-based pay, with an estimated 8% of all exempt employees participating in such plans. Incentive budgets are growing rapidly with the rise in the number of salespeople employed by the top Fortune 500 corporations. Further research shows that sales compensation complexity is growing quickly for most companies, increasing the need for compensation management. The growing complexity of incentive programs is a natural extension of a more sophisticated sales model, the desire to better align margin opportunities to sales behavior, the increasingly global competitive environment and the commission allocation issue of "who gets credit for the sale?"
TARGET AUDIENCE
- VP Sales Operations
- VP Sales
- CFO
- CIO/CTO/Director of IT
- Compensation Manager
- VP Human Resources
FOR CHIEF FINANCIAL OFFICERS
Enterprise Incentive Software’s CATS family of products empowers CFO's to take a proactive role in developing new revenue streams, and allow for accurate and efficient business execution. By enabling the CFO to get out in front of the burden of supporting pay-for-performance and trade promotion programs, he or she can become a principal advocate of managing variable resources in ways that can accelerate growth and improve the chances of an enterprise's long-term viability. Thus, the company is ensured success as it understands the bottom-line implications of changing business strategies, as well as the impact of compensation plans to top-line goals.
IMPROVING VARIABLE ACCOUNTING
Top-line concerns are addressed by enabling greater use of incentive compensation to direct the energies of the sales force to open up new markets and find new revenue streams. In other enterprises, this could be used to increase revenues from existing customers while increasing retention. This reality is addressed by the ability to more accurately model and administer compensation on a quarterly basis, as well as stabilize stock movements when incentive compensation turns out to be a greater cost than already reported. By examining historic revenues and costs, companies are able to refine their incentive compensation strategies, allowing them to achieve the organizations' strategic goals.
STREAMLINING COMPENSATION MANAGMENT
The process of implementing sophisticated compensation plans is streamlined, from compensation policy design and planning, through budgeting, deployment, forecasting and reporting, then finally performance measurement. All of this functionality delivers powerful business results. Organizations effectively balance incentives such as salary, total compensation levels, the cost of benefits, and stock options against management by objectives, sales goals and performance levels. Compensation planners in human resources and finance achieve more precision and a greater return on investment from compensation plans, while they benefit from simplified compensation administration, elimination of manual tasks, more process control, and reduced dependency on IT.
PROFESSIONAL SERVICES
EIM's staff of seasoned software engineers work with clients and third-party implementation partners to stage CATS software quickly and efficiently. The team ensures that the software integrates with the customer's key enterprise business applications, including Customer Relationship Management (CRM) and Enterprise Resource Planning (ERP) systems, as well as best-of-breed packages for order entry, human resources, accounting, and payroll.
COMPETING INCENTIVE SOLUTIONS
Compensation programs are an increasingly important tool for driving enterprise-wide performance. However, the existing generation of compensation management systems are a patchwork of database applications and spreadsheets that break down the trust between professionals on incentive plans and their companies by serving up a steady stream of inaccurate compensation numbers. These systems are often less than 70% percent accurate, and are expensive to maintain.
CATS provides an automated solution that spans all front, and back-end office systems while enabling iit to deliver a best-of-breed compensation solution. By doing so completely within the application without the hidden need to execute extensive pre-processing by your IT department or custom routines that are prohibitively expensive to maintain, rules and market conditions that require changes to incentive compensation plans are rapidly completed without additional support personnel or systems. |
