Human Capital Innovations
With
combined professional experience of more than 40 years, we offer strategic
performance management consulting services.
Take our
needs assessment to see how your organization is doing.
Specifically, we offer both packaged and customize consulting solutions, including:
- Exitalk
- Bottleneck
ID
- Statfix
- Career Path
Target
- Strategize
- Pre-employment Application Screening (P-E-A-S)
- Training ID and Training Menu
- The "There has got to be a Better Way" Performance Appraisal System (P-A-S)
If Jobsat informs
employers as to which aspects of the workplace enjoy employee approval and
disapproval, Exitalk informs employers as to which aspects of work were so
unsatisfying that employees would rather quit than stay and receive a
paycheck. For most operations, each turnover costs between 25% and 400%
of annual compensation for that particular position and so “There had better be
a darn good reason that differences could not be resolved before an employee
calls it quits.” The heart of the problem may have rested with the
employee, a supervisor, company policy/practices, or circumstances beyond
anyone’s control. Do you know which of these explanations account for
most turnovers in your organization? If not, you likely do not have in place
an excellent process for gathering, analyzing, and responding to information
former employees are dying to provide you.
It is not easy to
listen to criticism from what seem to be a bunch of self-excusing, whining
former employees. You may be tempted to figuratively yell out, “Good
Riddance!” That may be momentarily satisfying, but would also be one very
expensive curse, and the lost information could have saved many thousands of
dollars. You didn’t get to where you are by throwing money away! Fortunately
HCI can objectively gather and analyze this information for you. We can
even provide recommendations for preventing unnecessary terminations in the
future, if you want to hear it… which you do because you didn’t get
where……! Why can we do it better? HCI can do it better because:
1. We aren’t
emotionally involved and can remain detached and objective.
2. Creating
excellent on-line surveys and conducting telephone interviews are two of the
things we do best. Statistically analyzing data we also do very well.
3. On a
semi-annual basis, we will provide you with a summary report identifying any
patterns that have surfaced over that period of time.
Let HCI perform these tasks for you, so that you can spend your time doing what you do best… but this time armed with all of the information you need?
Bottlenecks
constitute one of the greatest obstacles to business success. Payment
cannot be received for products undelivered no matter how excellent the product
may be. The design, manufacture, storage, sales, and distribution must
all run smoothly if waste and inefficiency are to be avoided.
Bottleneck ID is an on-site consultation service in which the weakest links of the production chain are identified, addressed and resolved. Employees will not be needlessly sitting around due to avoidable bottlenecks back up the line, and customers will know that your products are always high in quality, fairly priced, and delivered “on time.” Your customers must be confident that YOU are not one of their own bottlenecks if you are to retain their business.
Every
business is confronted with statistical red flags that signify that some aspect
of their business is simply “not right.” Sometimes the red flags
underscore bottlenecks crying out for resolution. Sometimes the red flags
underscore unresolved challenges generated by policy glitches. Sometimes
symptoms such as high turnover and absenteeism reflect fundamental flaws that
must be addressed or treated if the symptoms are to ever “go away.”
Statfix is
a consultation service that includes four primary components:
1.
First, we analyze the data you have already collected in your in-house
reporting system and extract from the data such clues as the data provide.
2.
When necessary, we construct survey instruments that will “fill in the gaps”
with information previously needed, but unavailable.
3. We
provide an analytical summary of information gathered in which a diagnosis of
system maladies is provided, and a treatment strategy is recommended.
4. We
implement such treatment strategies as you may authorize and assist you in the
measurement and assessment of strategy’s effectiveness in fixing the problem(s)
and achieving the purposes, goals, and objectives that define success for you.
Statistics only reveal what is and what is not going well. We are committed to not only “fixing” the statistics, but in helping you resolve the underlying challenges you face.
A peculiar
loss of memory is sometimes exhibited by managers and executives. While
each has risen through the ranks to positions of prominence and trust, they did
not start out at the top rung of the ladder. While dreaming of the
contributions they would make one day, they enjoyed little notice from their
superiors who were engaged in the weighty matters of the organization.
When at last they were discovered and given a voice, they energetically pressed
forward, implementing the vision they had always enjoyed but never were
permitted to express.
It is at
this important moment of recognition and opportunity that the memory loss
unsuspectingly strikes. They almost instantly forget about the lengthy
period of time in which their dreams were seemingly frustrated and of little
import to their superiors. They have been discovered, have assumed their
rightful place, and have now been given voice. There is much to do and so
little time to do it. Little thought is given to the dreams and aspirations
of their former peers who still feel bogged down and frustrated in their daily
routines as they press forward in their duties.
If they do
well, they will get their chance. Cream always rises to the top.
Of course,
not all executives adopt this attitude, instead demonstrating great
attentiveness and responsiveness to the desires of their employees to pursue a
career path strategy, one in which they perceive forward movement towards the realization
of their dreams. Would your employees describe you as a leader committed
to the career path development? Or would they see you as one suffering
from that peculiar loss of memory? Have you ever felt mismanaged?
How long did you have to tolerate a blatant disregard for your needs? Do
your employees feel the same way you did, and if so, could this be why so many
of them are leaving?
Career Path
Target (CPT) is a product that only makes sense to executives who not only say,
but really believe that their employees are their greatest asset. Because
they care about the real needs of their employees, they know their dreams and
expend company resources to help realize these dreams. They mentor
subordinates, train subordinates and prepare subordinates systematically to
assume greater opportunities when the opportunities arise. When possible,
they hire from within the organization. They don’t only demand loyalty…
they exemplify it every day.
Career Path Target (CPT) identifies a step by step process whereby the development of an organization’s Human Capital may be actively pursued. Yes there will be some increase in budget required, but these losses are typically far more modest than the losses currently suffered due to low morale, diminished productivity and high turn-over. Is now the right time to seriously invest in the lives of your people?
One of the
most peculiar realities of human experience, whether it be a personal, family,
or business issue, is that we often are better skilled at recognizing what is
going awry in the affairs of others than in sorting it all out in our own
lives. Our emotions seem to cloud our vision, and the possibility of
getting it wrong makes otherwise decisive individuals reluctant to press
forward with a definitive course of action. At such times, we need a
competent and trustworthy sounding board, a place we can go for honest
evaluation and feedback.
HCI is such a place. Strategize is an intentionally inexpensive consultation service where you can confidentially bounce your best thinking off of professionals committed to carefully listening and then honestly responding. Should your needs match the services we provide, we will explore them with you. If our services do not match your needs, we will actively strive to help you identify other professional resources to which you can turn. Our business can only prosper to the extent we enjoy the trust of our clients, and maintaining that trust is our highest priority.
Pre-Employment Application Screening (P-E-A-S)
PEAS may
not be your favorite vegetable, but it may well become your favorite and most
reliable tool in screening individuals applying to join your professional
family. We are very choosy about who we invite into our personal
homes, and we are even more selective about who we invite into our families. It
is important that they share our values and respect our traditions. “Just
anyone” will not fit in and contribute to the achievement of our
dreams. Should it really be any different in our business?
PEAS is a
process whereby excellent prospective employees can be first identified and
then matched to a role in which they can successfully contribute. It
acknowledges that not all individuals are equally well suited to a particular
professional position. The fact is that some people have acquired
attributes, skills, and competencies that others have not. Once we have
identified the particular demands of a unique professional role, and have
identified the qualities of individuals who have already mastered that role, in
part through the use of Snapshot and/or Portrait 360, it is possible to
skillfully match applicants possessing similar sets of personal resources to
vacancies that exist.
First impressions can be deceiving, and we don’t always anticipate the excesses of people we do not yet know. We all have our personal flaws, but those flaws often don’t become evident until we have interacted over time in a variety of situations. With the high cost of turn over, few organizations can afford to cross their fingers with one hand, while rolling the dice with the other. PEAS is a cost effective tool that will significantly reduce this risk forever.
Training ID
is just what it sounds like, the matching of excellent resources with an
organization’s most pressing needs. Often clients will review our Training
Menu and feel overwhelmed by the number of options available. When many
needs exist in achieving an organization’s Human Capital Potential, where
should one start? Resources are limited. What product will make the
most impact for the investment dollar? The truth is that every
organization is in a different place and for this reason a “one size fits all”
progression in training is inappropriate. You know what challenges are
heaviest on your mind… the ones that just won’t leave you alone. We know
our products. Let us know your needs and the budgetary constraints which
exist for you as you get started. We can help you explore the alternative
strategies available within these constraints. There is no charge for
this service. We know that if you see results, you will return in search
of other affordable products that match your Human Capital needs.
The "There has got to be a Better Way" Performance Appraisal System
It is
doubtful that there exists a more important, more neglected, or more despised
tool for developing Human Capital Potential than the annual review or
performance appraisal. Everyone dreads performance appraisals, both
managers and those they supervise. Why is this sad state of affairs the
case? While there are doubtless many reasons, one reason seems to be predominant:
We
procrastinate almost all of our personnel activities until the time is spent
and then try to do them all in one painful face to face meeting, the annual
review. In the process, we do a mediocre to poor job at all of the tasks
(chores) and only take satisfaction in the realization that it will be another
year before we have to do it again. How can it be that the greatest
opportunity to interact with members of our corporate family consistently
leaves all members of the family with a bad taste in their mouths? What a
waste!
HCI’s Performance Appraisal System breaks the many objectives typically assigned to the annual review into a manageable process wherein each of these tasks (opportunities) is performed well. It establishes an organizational climate in which good people, supervisors and supervised alike, actually enjoy the interaction and look forward to the meetings. Warning: the key word is SYSTEM, meaning that adjustments in practices must be preceded by adjustments in thinking. This is not a gimmick but a fundamental change in how supervisory interaction is viewed and approached. “There really is a better way!”
