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Business Challenges
Interim NHS People Plan

Financial Business Case

The implementation of ESR Self Service offers a wide range of cost and service improvements, through the re-modelling of business processes and modernising the workforce, thus enabling the release of  improvements to your employees, future employees, managers, and the wider organisation through the use of effective use of the vast range of ESR functionality available.

Cost Improvements

  • Opportunity to streamline business processing, minimise or eradicate centralised data entry teams
  • Improving retention rates will reduce your vacancy rate/recruitment costs
  • Reduce your staff turnover and improve your workforce stability rate
  • Reduce bank and agency costs by streamlining your on-boarding processes
  • Reduce lengthy face to face induction for new starters by introducing Statutory and Mandatory training prior to a new employee’s start date, therefore reducing recruitment cost/time to hire timescales
  • Reduce/remove incorrect/over payments for current staff or leavers with timely data input into ESR at source
  • Remove internal delivery costs for paper payslips by moving to on-line payslips
  • Reduce your training costs by increasing e-Learning for non-clinical and clinical training

Service Improvements 

  • Benefit from a more engaged workforce staff by encouraging a culture of supportive processes
  • Improve the timeliness and quality of your workforce data
  • Have a greater understanding of your data and workforce requirements at source
  • Be paper-light and reduce your carbon footprint. ESR is one-stop-shop for all workforce information, maximising efficiencies in back office functions
  • Increase productivity by fully implementing the simple and easy to use ESR Portal, thereby reducing time away from work duties
  • Provide your managers with up to date workforce information to assist them in managing their staff
  • Provide instant access to essential employment information through the ESR portal, such as on-line payslips, Total Reward Statements, learning compliance and annual leave
  • Use the ESR Portal as a key internal communications tool for all organisation news; using the local links and twitter portlets


To access key information and resources to support Financial Business Case click on the icons below

Business Challenges

Developing your Workforce Retention Strategy requires a detailed level of insight and intelligence about your workforce, all directly supported by using ESR.

  1. Do you have detailed, up to date Workforce Profile information?

  2. Do you know where you recruit/attract employees from?

  3. Do you understand why employees leave your organisation and where they move on to?

  4. Are you offering your employees the right kind of working environment, development, support, and reward?

  5. How accurate is your workforce data and is it sufficient to meet national reporting requirements. How do you monitor the talent profile of your workforce?

  6. How do you record the achievements of your workforce; can you identify those individuals under/over performing in your organisation?

  7. Do you have robust succession plans in place that provide a platform for the most talented employees to grow?

  8. Are your Recruitment/HR back office administrative processes efficient and robust?

  9. Do your employees/managers have access to data/information relevant to them when they need it?

Latest Resources

To discuss the functionality available in ESR, to undertake an ESR Assessment on your current and potential usage, or for further information, advice and support please contact your local NHS ESR Functional Account Manager.