• WORKFORCE MANAGEMENT Profile Image
    WORKFORCE MANAGEMENT
    Workforce management is critical to an organization and its profitability. Appropriate vetting, management, infrastructure and direction are essential to driving a workforce in a common direction. Common focus with an outlined framework and structure is in the best interest of the organization, its clientele and the internal workforce stability, longevity and production. A workforce can be an instrumental asset to a company or work as its primary inadequacy. Areas of focus include:

    • Onboarding/vetting platform
    • Training/education
    • Organizational development (OD)
    • Emotional Quotient (EQ)
    • Accountability/reward programs
    • Compensation/bonus structures
    • P.A.R – Performance above replacement
    • Liability reduction infrastructure methods
  • VISIBILITY Profile Image
    VISIBILITY
    Is your company looking in the right areas? Proper visibility leads to a working knowledge of progress and illuminates areas of concern. Without the appropriate visibility, an organization is moving blindly and has increased susceptibility for an anticipated issues arising. By increasing the visibility in impact areas of performance and production, a company will have the insight to course correct when needed and will possess the ability to benchmark for future growth and performance metrics. Areas of focus include:

    • Net profit/overhead per employee metric dissection
    • Management tools for measuring performance
    • Organization rightsizing visibility
    • Production benchmarking
    • P.A.R – Performance above replacement
    • Profit to profit sharing structure
  • TRAINING Profile Image
    TRAINING
    Education, acclimation and buy in will assist in driving a workforce forward towards common goals. Training in these areas will also foster open lines of communication and a sense of responsibility for areas of accountability. Successful workforce training should not be mundane and in place to simply satisfy governmental requirements. Training sessions are opportunities for organizational alignment with its workforce and management objectives. Areas of focus include:

    • Successful training methods
    • Tools for documentation
    • Alignment platforms (top down/bottom up)
    • Train the trainer
    • Topical or procedural trainings
    • Training materials
  • TALENT ACQUISITION Profile Image
    TALENT ACQUISITION
    Identifying, sourcing and hiring the right talent will positively impact your organization on a multitude of levels. Sourcing top tier talent requires a plan of action that will increase the odds of landing the ideal employee at the time of need. Talent acquisition is an ongoing practice which starts prior to having a position opening and extends beyond the time a position is filled. Utilizing a planned approach to talent acquisition will help expedite sourcing process and provide your organization with increased selection options at time of need. Areas of focus include:

    • Candidate sourcing techniques
    • Networking methods
    • Direct hire placement (fee based)
    • Interview techniques
    • Process / time management
    • Candidate vetting resources
  • OVERHEAD Profile Image
    OVERHEAD
    What is your average employee burden hourly? What is the revenue generated vs. the overhead incurred per employee? Is your organization growing net profit through workforce overhead reduction without reducing your workforce? These are some areas which, with the right focus, will lead to achieving a greater net profit through overhead reductions. Areas of focus include:

    • Insurance analysis (Work Comp, Health)
    • Overhead burden dissection
    • Production quantification
    • Workforce analysis (right sized)
    • Compensation plan review
    • Net profit curve vs. revenue curve
  • PRODUCTION Profile Image
    PRODUCTION
    Sustained optimal workforce production is requesting consistency out of a fluctuating quantity in human capital. Structure, vision and motivation are some key components in chasing the goal of superior sustainable workforce output. Analyzing production methods in contrast with workforce skill help determine if any modifications need to be made in processes. Continuous messaging of vision and direction will help steer the course. Cash and competition have proven to be excellent motivators for long-term success. Areas of focus include:

    • Review top-down and bottom-up methods for communication
    • Compensation plan review
    • Visibility methods and reporting
    • Workforce vetting metrics
    • Benchmarking and recognition methods
    • Analyze problematic areas
  • TOP-LINE GROWTH Profile Image
    TOP-LINE GROWTH
    Topline growth is achieved through sales, customer retention, on time production, quality of product/service, commensurate pricing structure to deliverables and customer experience. All positions within an organization can impact future topline growth by some degree. Business Resource Center can facilitate trainings and exercises to show the impact of daily positional duties and the impact they have on topline growth, customer retention and overhead reduction. For additional information on topline growth, please click here.