Often managers’ performance problems are attributed to a lack of training, or morale problems. Problem associates are routinely sent to training and/or therapy expecting it will “take”; and the supervisor, manager will come back re-born into a great leader of people. The problem is that we are sending people who are not “wired” to be managers to the wrong training classes. We are sending employees whose work habits are not driven by lack of skill or intellection or work ethic. They are simply in the wrong job. Sending people to training to learn skills to do work that is not their “real work” is a lose-lose game.
Lynn Ellsworth Taylor, Business Turnaround Expert
A Human Capital Audit of the entire enterprise can pay big dividends....
A Human Capital Audit™ puts numbers around all of the performance factors of the people in each position. We find that most companies operate at less than 33% human capital efficiency. We help our clients answer the questions:
- What is your current level...
- of human capital efficiency?
- What would your company look like if...
- you had all A and B performers?
- How many employees would you really need if...
- you had only A and B performers?
The end result of the Human Capital Audit process (which includes a CVI for every employee involved) is a reliable return on investment that you can expect by aligning employees’ Core Values with the work that is required. This vastly improves human capital efficiency and drops directly down to the bottom line. The goal is to create a prescription on how to use everyone at their highest and best contribution.
To find out what is possible through our system for a given position within your company, we invite you to complete our worksheet to see what your ROI could be !
This worksheet will help you analyze what the current net revenue of a specified position within your company is yielding and what potential exists for growth.
