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Vision
Make sure client organizations have the right people in the right jobs, properly prepared and at the "right time"!
- Sometimes this right time comes unexpectedly as in replacement planning elements of a Crises Management Plan; unplanned separations; and new product introductions.
- Most often such planning is as a normal course of Strategic Planning exit strategies such as key employees approach retirement.
Process
Step # 1
Conduct a Human Resources Utilization Analysis (HRUA) on-site for the entire client work force or Critical Need Areas, in order to understand the Client's strengths, risks, and opportunities for improvement in meeting the needs of current or the emerging new business models.
a. Collect relevant demographic data on incumbents:
- Date of Hire (LOS)
- Current Total Compensation (Base + Variable Cash Compensation)
- Benefit Costs
- Recent Performance Appraisals:
- Strengths
- Areas for Development
- Personal Career Aspirations/Plans
b. Interview each incumbent (1 - 2 hours) to determine their current job accountabilities, activities, and interests.
c. Interview the incumbent's manager to determine their perception of what each incumbent's accountabilities and activities should be in meeting the needs of the current or new business model.
Step # 2
Analyze the acquired HRUA data, prepare a report, and recommend changes to current or creating a new organization. Then:
a. Recommend a new Organization to be implemented as soon as practical; and
b. Assist with its implementation as necessary.
Step # 3
Interview the senior leader (Chairman, Owner, CEO, Principal, President) of the client organization (2 - 3 hours) privately and confidentially to provide advice and counsel for appropriate replacement/succession planning for respective exit strategies. Included in these interviews will be a "Wheel of Life Exercise"; discussion of lifestyle issues; short and long term personal and Client goals; and Client accountabilities/leadership competencies now and into the future.
Step # 4
Assess interested internal candidates utilize a "Management Competencies" analysis wheel.
Step # 5
Pursue alternative change of ownership and organization strategies.
Deliverables
They will consist of, but not be limited to, the following:
- Create a new Organization Structure.
- Assessment of all key individuals interviewed and recommend how they fit into this new structure.
- Mentor/coach the senior leader with respect to their respective "exit strategies".
- Develop a dynamic Succession/Replacement Plan for the Client for now and the next five years.
- Suggest alternative "change of ownership strategies".
- Jim Perry available onsite and/or on-call as a Fortune 500 level HR professional resource for the duration of the assignment.
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