Strategic Human Resources Services

BUSINESSES DO NOT OFTEN HAVE ACCESS TO QUALITY STRATEGIC HUMAN RESOURCE SERVICES OR  THEIR EXISTING STAFF NEEDS ASSISTANCE.

We can help with that.

Many times the true function of Human Resources is diminished and the capabilities are often overlooked. When as much as 60%, or more, of your operating budget is tied up in your employees it is easy to see what a powerful tool they are to the growth and success of your business. Utilizing the talents of an external HR expert will provide the ability to design and execute effective workforce enhancing solutions that will help your business achieve that competitive advantage.

 

A strong workforce strategy first and foremost recognizes one thing, that your workforce is the primary source of growth and value creation in your business.  You can have the best equipment, the greatest product or service, and the best-looking offices or office location on the planet; but if you don’t have the right workforce does any of that matter?

 

 

The current worker shortage has caused havoc for many businesses.  Work is being declined, and that is both stopping business growth and causing revenues to decrease.  So what is a business to do?  The answer, not without concerted effort and skill, is simple just the same.     Workforce Planning for your business can in fact not only address the shortage but also make your company more productive and profitable. The problem is simple; Businesses that do not have and execute a Strategic Workforce Plan underperform.

 

 

Developing and executing a comprehensive Strategic Workforce Plan can not only improve performance, productivity, profitability and shareholder value, it can brand the organization in a way that overcomes talent acquisition issues.   The bigger challenge in Strategic Workforce Planning and Execution is having the Knowledge, Skills, and Abilities (KSA) within your organization to go through the process.     Workforce Planning can be complex, but it doesn’t have to be.   We make it simple.

 

 

Workforce Planning strategies must be internally diverse.  There is no one size fits all approach for any business.  Different parts of the business will use different strategies.    

 

 

Employer of Choice strategies may not be the best strategy.  They only work if the right applicants are attracted to the business and the wrong ones choose to look elsewhere. Yet many businesses waste valuable resources pursuing the designation of Employer of Choice.

 

What is the basis of a  Strong Workforce Planning Strategy?

 

 

  The process of identifying and rewarding individual employees for different levels of performance, potential or impact on the business. Good workforce planning identifies and analyzes what your business needs when considering KSA’s, but it also addresses Experiences and Behaviors (EB’s). It helps your business achieve its strategic business goals while doing so with the right people, at the right place, at the right time with the right KSAEB’s.

 

Is a Strategic Workforce Plan in Your Future?

 

 

If you truly believe your workforce is your greatest asset, then Developing and Executing a Strategic Workforce Plan is the right step for you and your business.  The strategic benefits of improved workforce performance represent a significant opportunity for overall business performance. If you are interested in learning more about how we can help you with your Workforce Planning needs call us at 920-415-0392  or contact us through our website.  You can also  download our free ebook “Workforce Planning for Workforce Success”

The effective development and execution of a Strategic Plan for your business is a critical step in its sustainability, growth and profitability.

Strategic planning is a business management activity that is used to set priorities, focus energy and resources, strengthen operations, ensure that employees and other stakeholders are working toward common goals, establish agreement around intended outcomes/results, and assess and adjust the organization's direction in response to a changing environment. It is a disciplined process that produces fundamental decisions and actions that shape and guide what an organization is, who it serves, what it does, and why it does it, with a focus on the future. Effective strategic planning tells not only where an organization is going and the actions needed to make progress, but also how it will know if it is successful.

Strategic planning efforts managed internally frequently develop several shortcomings.  These include:

  • Inability to focus on real issues due to internal environmental issues
  • Superficial plan design flaws due to improper focus
  • Lack of strong internal guidance and knowledge of the process
  • Shifting priorities that result in plans not being completed

Our facilitated approach helps you:

  • Select the correct Strategic Planning Team
  • Navigate the focus landscape to ensure that true strategic issues are identified without getting mired in too much minutia
  • Move through the entire process with the outcome being a comprehensive strategic plan that includes:
  • Tasks Actions, Responsibilities, Desired Outcomes, Measurement Methodologies
  • Follow on action to help ensure you execute the Strategic Plan you have designed for your business
  • Communications Assistance for your Strategic Plan

If you are interested in a facilitated Strategic Planning Process for your business call us at 920-415-0392 for more information.

 

Flat Fixed Rate Fee Based Recruiting

Our Flat Rate Fee Based Recruiting approach is unique in the market.

Most search firms will charge clients anywhere between 20%-30% of the total first year compensation for the position they are recruiting. A typical $60,000 a year position would cost at least $12,000-$19,000+. Executive searches in the mid $100,000 compensation range could command fees up to $50,000 or more.

All of our searches are Flat Rate Searches. In other words, the only charge to you is the flat rate.

All positions are guaranteed 3-5 qualified candidates for each position, based upon the job specifications you provide.

Fees are paid half up front and the other half due when the position is filled. Simultaneous multiple searches received reduced rates.

Specialized Positions

$8,500

These are competitive positions in areas such as sales, marketing, human resources, etc. that require specialized searches.

Management Positions

$12,000

These are supervisory and middle management positions up to Senior Manager.
 

Executive Positions

Begins at $15,000

Executives include Director, Vice Presidents and C-Suite positions less CEO's and Presidents.
 

 
We specialize in:

  • Accounting & Finance
  • Management
  • Engineering
  • Administrative Support
  • Sales & Marketing
  • IT
  • Human Resources
  • Customer Service & Support
*The minimum compensation level for positions we recruit for is $45,000.

All placements are guaranteed for 90 days.   If you'd like help with your unique recruiting needs click here.

A recent Right Management study determined that only “…4% of U.S. employers report having an ample pipeline that will cover most of their leadership and management needs…”  [Most Employers Are Challenged to Build Leadership Pipeline Author: Gerald Purgay, Senior Vice President, Global Marketing, Right Management, May 22, 2013].    Further, a Gallup survey showed that poorly lead work groups are 50% less productive and 44% less profitable than well lead ones.

You may not have the time, resources or on-staff expertise to appropriately meet the leadership development needs of your company. That is where we come in. Nothing off the shelf, no one size fits all; customized training and development unique to your business and leadership needs.

We conduct customized group and individual training for leaders at all levels on a variety of leadership, management and employment related topics. Many of our offerings can assist you in your compliance management efforts as well. We aren't just a collection of trainers, we are Subject Matter Experts on leadership and running a business. We don't just train and leave the rest to you, we work together to develop a unique, results oriented and actionable strategy that will allow you to achieve success financially.

All of our Leadership Training is tied to measurable goals. We work closely with you to determine and customize how we will measure outcomes and stay with the project until those goals are realized...and sustained.

We conduct many Leadership and Large Group training sessions. These include:

  • Executive Leadership
  • General Leadership
  • Organizational Effectiveness

BENEFITS OF LEADERSHIP TRAINING

PROFITABILITY
PRODUCTIVITY
COLLABORATION
RESPECT
EMPLOYEE SATISFACTION
CUSTOMER SATISFACTION
BURN-OUT PREVENTION
 

 
Other, customized training and development programs for your leaders can also be developed and presented/facilitated. Options include:

  • Conflict Management
  • Employee Coaching
  • Employee Discipline
  • Team Building
  • Workforce Planning
  • Performance Management

Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. ... In business, it entails developing internal people with the potential to fill key business leadership positions in the company.

With careful planning and preparation, organizations can manage the changes that result from a generational transfer of leadership as well as the ongoing changes that occur regularly when key employees leave an organization.

Although the type and extent of planning will be different, organizations both large and small need to have some sort of succession plan. Effective succession planning supports organizational stability and sustainability by ensuring there is an established process to meet staffing requirements. Boards and executive directors can demonstrate leadership by having the strategies and processes in place to ensure that these transitions occur smoothly, with little disruption to the organization.

Workforce Differentiation and Optimization are a set of procedures that an organization can implement to maintain the most efficient employee/management team possible, maximizing profits and ensuring long-term success. 

What is Workforce Differentiation?

The process of identifying and rewarding individual employees for different levels of performance, potential or impact on the business.

To achieve workforce differentiation the actual performance behaviors required by the workforce and managers must be identified.  They involve these 4 elements:

Workforce Success – These are defined as culture, mindset, competencies, and behaviors that drive operational, customer, and financial strategies that drive organizational success. 

Workforce Mindset and Culture –The culture shapes employee behavior and the behavior shapes the culture.  Culture can also be measured and assessed in terms of its impact on the business's financial success.

Workforce Competencies – Competencies represent the knowledge, skill, and ability of employees.  Competencies for each employee can also be measured and monitored.

Workforce Behaviors – Leaders and employees must behave in ways consistent with the strategy for it to be executed.  These behaviors can be defined and measured to ensure that leaders and employees do what strategy suggests needs to be done.

 

Why Workforce Differentiation?

The Problem

  • Businesses that don’t emphasize differentiation in their workforce strategy execution underperform.
  • Misallocation of HR resources is the direct result of workforce decisions by line managers.

The Solution

Workforce strategies must be internally diverse.  Different parts of the business will use different strategies.

Employer of Choice strategies may not be the best strategy.  They only work if the right applicants are attracted to the business and the wrong ones choose to look elsewhere.

The reward is a high performing business that attracts employees of choice.  Mediocre employees are discouraged because of the brand the business has created for excellence and its intolerance for poor performers.  In other words, instead of the high volume of applications you receive by becoming an employer of choice you attract a smaller volume of high performers.  The former wastes time and resources sorting through them to find the gems; the latter attracts the gems making your recruiting and retention efforts more productive and value added.  The actual outcomes you will realize are:

  • Business strategy execution improves
  • Strategic managers follow strategic workforce issues as closely as they follow financial ones
  • Line and HR Managers are able to determine workforce investments that matter instead of following the latest fad
  • Workforce investments are targeted where the greatest return is and not where a low or nonexistent return is.
  • Your HR processes will be strategically focused instead of administratively efficient focused
  • The strategic contribution of your workforce will be obvious and measurable.

If you truly believe your workforce is your greatest asset, then this is the right step for you and your business.

There must be a strong differentiation between High and Low Performers.  If low or no differentiation your high performers are more likely to leave while low and average could be overcompensated and less likely to leave. This causes your business to underperform.

The strategic benefits of improved workforce performance represent a significant opportunity for overall business performance.

If you are interested in learning more about how we can help you with your Workforce Planning needs call us at 920-415-0392.  or by clicking here

The effective development and execution of a Strategic Plan for your business is a critical step in its sustainability, growth and profitability.

Strategic planning is a business management activity that is used to set priorities, focus energy and resources, strengthen operations, ensure that employees and other stakeholders are working toward common goals, establish agreement around intended outcomes/results, and assess and adjust the organization's direction in response to a changing environment. It is a disciplined process that produces fundamental decisions and actions that shape and guide what an organization is, who it serves, what it does, and why it does it, with a focus on the future. Effective strategic planning tells not only where an organization is going and the actions needed to make progress, but also how it will know if it is successful.

Strategic planning efforts managed internally frequently develop several shortcomings.  These include:

  • Inability to focus on real issues due to internal environmental issues
  • Superficial plan design flaws due to improper focus
  • Lack of strong internal guidance and knowledge of the process
  • Shifting priorities that result in plans not being completed

Our facilitated approach helps you:

  • Select the correct Strategic Planning Team
  • Navigate the focus landscape to ensure that true strategic issues are identified without getting mired in too much minutia
  • Move through the entire process with the outcome being a comprehensive strategic plan that includes:
  • Tasks Actions, Responsibilities, Desired Outcomes, Measurement Methodologies
  • Follow on action to help ensure you execute the Strategic Plan you have designed for your business
  • Communications Assistance for your Strategic Plan

If you are interested in a facilitated Strategic Planning Process for your business call us at 920-415-0392 for more information.

Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. ... In business, it entails developing internal people with the potential to fill key business leadership positions in the company.

With careful planning and preparation, organizations can manage the changes that result from a generational transfer of leadership as well as the ongoing changes that occur regularly when key employees leave an organization.

Although the type and extent of planning will be different, organizations both large and small need to have some sort of succession plan. Effective succession planning supports organizational stability and sustainability by ensuring there is an established process to meet staffing requirements. Boards and executive directors can demonstrate leadership by having the strategies and processes in place to ensure that these transitions occur smoothly, with little disruption to the organization.