Vue Software

Monthly Archive for January, 2008

Documentation for your new Sales Performance System Integration

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You have probably heard before how important it is to plan a software solution before beginning its implementation. If nobody told you, here it is: it is EXTREMELY important to plan before you implement. That’s a rule applying to every software development and integration. What do I mean by plan exactly; well one major facet of planning that is often overlooked is the documentation of the project. The biggest challenges with documentation is that the documents often get out of date, people often see documentation is an overhead and a waste of time and money, and project managers may lack experience in implementing applications and don’t know which documents are required.

I am including here a list of some of the documents you should be asking for if they are relevant to your project:

Business Requirements
This document defines all the requirements of the application; everything that the application needs to be able to perform. This is important because acceptance testing is based on how the application performs in relation to its requirements.

Technical Requirements
This document defines technical requirements for the application such as security, response time, etc.

External (functional) Design documents
These documents are probably the most important documents of all. They describe how the application works, what it does, the logic involved, flow charts, and all elements (rules, formulas, lookup tables, rate tables, hierarchies, etc) used to implement the compensation plan.

Internal (technical) Design documents
These documents elaborate on the functional design documents and describe technically how the application will work. Programmers use the technical designs to develop the application. The level of detail should be such that the programmer’s role is only to code what is specified in the document, leaving little for the imagination (i.e. variable names, database objects, etc should all be specified).

Change Request document
It is important to obtain all change requests since the initial requirements in order to understand the current state of the application.

Quality Assurance Plan
This document describes in detail how the application is being tested. It illustrates how different test phases will be performed. Some of these phases include unit testing, system testing, integration testing, and regression testing.

Test documents
Test documents consist of detailed test plans for each test phase described in the quality assurance plan. There should be detailed steps on how to perform every scenario being tested. Test data used for testing should also be provided and documented

Programming/Customization guidelines and standards
A set of guidelines, rules, standards and best practices used when developing the application should be provided.

Data models of databases
The data model shows the relationship between all database tables and attributes. In the case of the implementation of a packaged solution, all custom tables and custom fields should be documented.

Data Dictionary
The data dictionary should include a precise definition of data elements, user names, roles and privileges, Schema objects, Integrity constraints, stored procedures and triggers, and general database structure. In my opinion this is one of the most important document in a project with a heavy data integration component. The definition of the data elements should explain what the element is, where it comes from, how it is generated, what is its general structure and type, list exceptions, etc.

Deployment Procedures
The deployment procedures document describes the method for deploying the application. In the case of a packaged solution, it should list the correct files and versions to deploy, as well as any dependencies or order requirements.

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Visa’s approach to Incentive Compensation

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In previous posts I have mostly discussed financial incentives to sales performance. Other firms use other non-cash incentives. As the title of this post suggests, this story is about Visa’s approach to Incentive Compensation.

Rather than talking about how it uses incentives to increase its employee’s performance, the article describes the methods used by Visa to accelerate the adoption of rules for credit card safety, to encourage merchants to stop storing credit card data.

Visa’s approach is to financially reward compliant merchants, while at the same time fining non-compliant merchants. They also offer better rates to compliant service providers.

The Visa article can be found here. MasterCard has its own programs, as do other credit card companies.

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Return on Investment (ROI) of an Incentive Compensation Management System

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It is no secret that a Compensation Management System is a significant investment. In the case of a SaaS solution, a fee per payee will become an on-going operating cost. In the case of an on-premise solution, license purchase, hardware and system integration fees will consist of the bulk of the initial cost, followed by related operating costs to keep the system running.

I collected a fact from a Gartner research for which I have lost the reference: “On average, companies that don’t use information technology to track payments from customers overpay their employees by 3 to 8 percent of their bonuses and commissions.”

One of the difficulties encountered when calculating commissions in some manual form or with an archaic system is that it is often challenging to process returns. When returning items, the commission for these returns should be taken back from the sales person. The task is even more complex when dealing with partial returns, where several items where purchased and only a fraction is returned; in such a case, only a part of the commission should be removed from the original sales person. A good Sales Performance Management application should be able to perform this type of calculation without too many difficulties.

The actual return on investment depends on the implementation cost, the quality of the existing system, time savings with the new system, the amount of commissions paid incorrectly (and above what they should be) without an ICM solution, as well as other factors.

From what I have seen, the Return on Investment promise is real and not just a marketing trick… But remember that when considering a sales performance solution, the ROI should also take into acount the sales performance improvements due to more accurate and timely incentives.

Here are a few articles related to Return on Investment in the ICM space:
ROI Study Report: Sales Performance Management Solutions
Building a Business Case for EIM
Gartner Survey

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Callidus Software Acquires Compensation Technologies

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Callidus Software just acquired Compensation Technologies, a leading provider of services for planning, implementing and supporting incentive compensation processes and tools. This acquisition adds 9,000 payees to Callidus SaaS business; the cumulative number of payees is now 44,000, up from 4,900 a year ago.

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Editing Fixed Field Length Compensation Text Files, Reports and Mainframe Files

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Today my client asked me if I could take the content of an Excel spreadsheet, and export it to a text file in a very specific format. It needed to follow this format to be imported and interpreted properly by other applications. I said the task would be done quickly, before realizing that the spreadsheet had about 10,000 rows, containing complex sales transaction and compensation information which would need to be edited significantly.

When dealing with fixed field length formatted text files, text reports and mainframe files, it seems common that we need to edit something. For example it could be an ID which changed format from 8 to 9 digits and requiring a leading ‘0′. It could also be fields need to be moved around in the file.

To avoid some headaches and save a lot of time, do yourself a favor and download TextPad. TextPad is a simple (FREE) text editor for Windows which allows you to perform simple but powerful tasks.

TextPad offers th TextPad allows you to do vertical selections.

The image below illustrates what I mean by vertical selection.


By holding down the “Alt” key, and performing a “Click and Drag” just like when selecting text from left to right, you can select text from top to bottom.

As I said, I could select the entire Last Name “column” in this fashion, cut it, and paste it before the First Name “column”. I could also select the first character of the first column and delete them entirely. Finally, if I needed the ID here to be 8 digits intead of 5, I could add manually the missing zeros, copy a few rows of those zeros by using the vertical section, and paste them before the location in which you want them to appear.

Again just to illustrate this these would be the steps to insert characters before a column:

  • Insert manually the zeros for a few rows

  • Select the zeros using the vertical selection method

  • Click on copy or press “ctrl-c”
  • Place the cursor where the new “column” will appear (in this case just before ID 0070)
  • Click on paste or press “ctrl-v”

As you can see, the 2 following rows following 0000017 and 0000023 get the coped “000″ appended to them.

That’s all there is to this trick, but hopefully it can, as it did for me, save you countless hours of editing large compensation files row-by-row.

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Centive Compel Funny Ice Breaker

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One of my reader sent me a link to a funny video clip created to market Centive Compel on YouTube. It’s a song about a “sales guy” and a “finance guy” having… well some conflicts. It could be a good icebreaker before a dry ICM meeting. Click here to view this Compensation Management clip.

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