On October 23rd, 2014, we updated our
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Building a powerful human capital strategy requires solid facts, measures, and processes for discerning where the firm will get the most leverage from its people.
Recent technological advances have been the catalysts for the emergence of new approaches to human capital management.
Business models and human capital strategies must match.
Taking advantage of the observations and records of actual events maintained in your company’s HR information systems helps you discern how your business model and human capital strategies have been working for or against each other.
There’s a floor to cost reduction but no ceiling to value creation.
Find the key points of leverage for increased profits.
View your human capital as a value-producing asset instead of a cost to be minimized, reduced, or reined in.
New management tools now exists to help you analyze how key outcomes such as productivity are affected over time by human capital attributes and practices. These tools help you predict the return on your human capital investments.
Identifying and focusing on what’s important will drive value.
A business strategy that links the competencies, motivations and satisfactions of its employees directly with drivers of value for customers, which in turn drives profitability for the enterprise. Human Capital decisions are guided by data-driven, results-oriented planning and accountability systems. The keys to a successful HCM strategy are process efficiencies, effective use of information technology and business metrics.
Identifying mission-critical values, competencies and talents needed in the current and future workforce. Clarifying the methods that will be used to recruit, hire, develop, manage and retain a high performing workforce.
A diverse, results-oriented, high performance workforce, with a performance monitoring system that effectively differentiates between high and low performance and links individual / team / departmental performance to organizational goals and strategic objectives. Compensation is directly linked to performance.
The sum of a company's employees including their skills, competencies, talents, creativity and know-how. Within each employee is the knowledge the company seeks to utilize.
The sum of a company's ideas, inventions, technologies, knowledge, computer programs, patents, trademarks, designs, methods, systems, processes and publications. When codified, defined, written or committed to media form, the company's intellectual assets can be moved, leased, or sold. When these intellectual assets (IA) are legally protected we call them intellectual property (IP).
The sum of a company's tangible assets including financial assets, buildings, machinery and equipment, manufacturing facilities, distribution channels and sales outlets.
The sum of a company's customers including their names, contracts, contact databases, loyalty, satisfaction, references, testimonials and future revenues.
HireSmart is a human capital management firm that provides consultation and outsourcing for strategic recruiting, talent assessment, selection, development and performance management. We help businesses increase productivity per hire, reduce turnover and improve performance. Our mission is to help our clients maximize their Return on Investment in human capital. We help managers lower the costs and risks associated with unproductive hiring decisions: turnover, low performance, litigation, absenteeism, sabotage, and theft.
HireSmart provides customized solutions that measure the organization’s outcomes for each human capital strategy implemented. We help you make your staffing process more attractive, convenient, efficient and cost-effective. We help you design continuous improvements in your human capital systems leading to increased profit per employee.
Dr. Neil Clark is an Arizona Licensed Psychologist with over twenty years of professional experience in personnel and organizational psychology. His mission and purpose is to help managers improve their talent management effectiveness. Neil is currently the Executive Director of HireSmart, a human capital management firm that uses online sourcing, screening and selection tools to help companies reduce the high cost of hiring mistakes. His doctoral research was in organizational development. Dr. Clark is a Strategic Business Partner of Profiles International Inc., a leading international human capital assessment company. He is also a Professional Associate of Human Resource Development Press. He currently works with many small firms and with several Fortune 500 companies to develop and monitor high performance work systems. Neil is a current member of the Arizona Psychological Association, the Personnel Testing Council of Arizona, the Knowledge Management Forum and the Arizona Better Business Bureau.