Many factors contribute to Workforce Productivity including:

•    Capability (Knowledge, Skills, Abilities and Other Attributes);
•    Person-Job Fit ("JobFit");
•    Goals, accountabilities and performance measures;
•    Employee Manager Fit;
•    Team Fit with coworkers;
•    Organizational Commitment Level;
•    Engagement and Satisfaction Level
•    Workplace Culture.
•    Health and wellness issues; and
•    Physical and environmental factors.

 

You’re likely already quite familiar with that list, the question is do you have measures in place that measures what you have and what you need? Are you clear about "what you don't know" and why that is costing your business tens or even hundreds of thousands of dollars?

 

 

These are the steps you MUST take to have the best productivity level possible:

 

  1.  Know what you’ve got (Human Capital Inventory);

  2.  Know what your potential upside is (compare current workforce situation with the ideal workforce after a job analysis and concurrent study of your High performers);

  3.  Establish objective performance metrics and baseline minimum and ideal performance levels;

  4.  Hire/promote/redeploy/terminate/train depending on trainability, performance and potential; and

  5.  Review performance metrics regularly to confirm ROI of program and adjust target job match attributes based on the data.

We help set up this process quickly and can integrate with your existing programs and software (HRXML) already in place so that you aren’t “reinventing the wheel” on what’s working.

 

With the right plan and the right action you'll be able to achieve measurable results, a happier workplace, increased productivity and profitability. All attainable within 3 to 6 months.

Imagine for a sec: What would that mean for you and your organization?

 

 

What’s in it for you? It depends if you're an executive/leader focused on:

 

    the growth and shareholder value of your organization.

 

    financial line items as related to your Human Capital.

 

    sales/revenue growth or earnings per employee.

 

    more effective processes and tools to support the existing strategic plan.

 

    the reduction of administrative burden of human resource processes.

 

    better allocation of resources and the execution of development plan.

 

 

How much is too much information?

 

We are constantly bombarded with data. The trick is to identify and capture the things that NEED to be tracked to give us predictive measures. We do that for you.  Once set up, you’ll wonder how you’ve ever managed people without these resources.

 

 

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