Hayes Group is a management consulting firm that helps clients improve operating performance through customized management systems and hands-on implementation. The firm was founded in 2006 by Brent Hayes who has 18 years of experience in process improvement. Hayes Group offers comprehensive assessments and projects to identify opportunities for improvement, as well as workshops, team tune-ups, and sustainability audits to ensure continuous performance enhancement. Their goal is to partner with clients to design and deploy systems that drive bottom-line results through effective management of processes, people, and resources.
"Big Picture Thinker and Talented to driven the Bottom - Line"Venkatesh Varaganti
This person has responsibility for developing and ensuring the execution of the operational/business strategy for a line of businesses as assigned. The incumbent will partner with business line manger(s) and design short, medium and long-term operational improvements. The focus of this strategy will be Process improvements, improvements, productivity improvements, cost structure reduction and accelerating off -shoring activities, will need to be able to manage the complexity of delivering business improvements whilst simultaneously developing strategic solutions for the future an eye for detail, as well as the ability to think about the bigger picture. Who can solve complex problems and can manage priorities, issues and decisions, whilst engaging with stakeholders and Strategic Vision, Decision Making, Influence/Negotiation. Able to persuade and influence others at all levels in the organization, including the CEO.
We (Analyst’s) Come work for a small team with an entrepreneurial spirit that also gets to collaborate with the rest of Cap Mark’s Operations Strategy experts as well as Company’s largest clients. We like to think of ourselves as a start-up in a stable company. It’s a perfect mix that offers us the opportunity to make a meaningful mark on a growing team, work on exciting client engagements, and have big career opportunities.
We’ll help craft strategies, develop deliverables, and present to leadership teams. Whether it’s designing a new organizational structure, developing a change management strategy to support a business transformation, analyzing an all\-employee culture survey and mapping an organization’s DNA, creating fair compensation plans that drive employee engagement, or evaluating executive operations plans for compliance, we’ll have the opportunity to contribute and make an impact from day 1.
Our newest analyst’s must be able to think fast, but thoughtfully communicate—on paper and in person. We must be able to take information and data—both qualitative and quantitative—from multiple sources and tell a story with it. We should be comfortable and confident performing statistical, financial, and economic analysis. We love to solve ambiguous problems that we may never have faced before. Effectively managing our time is a necessity for success on our team where we’ll support multiple clients at once. Ideally, we’ve demonstrated our interest in business strategy related to people and process efficiency, organizational structure and development, workplace tools and technology, leadership development, change management, and HR. It’s a bonus for us if are already familiar with how organizations work, the impact that an engaged workforce has on overall business success, and the importance of effective HR processes and technology.
Human Capital Growth Webinar: Better performance, less management the gap inc...Human Capital Growth
Ratings or no ratings, learn what it takes to design a performance management system that can withstand changes in business model and leadership change.
http://www.humancapitalgrowth.com/better-performance-less-management-the-gap-story.html
Every organization has a unique performance appraisal process, with its own review or workflow steps. Farsight's automated appraisal workflow management tool makes it easy for you to automate your current process and adapt it tomorrow to meet your changing needs.
Our Performance Management tool kit provides an overview of Performance Management and useful tips for conducting successful, year-round performance evaluation.
Future of Performance Management: 2015 and Beyond7Geese
Performance reviews have long been on every employee and manager’s hate list. Yet we still conduct them.
Why? Because we know performance management is critical to business. The problem however is that for many years we viewed performance reviews as the only way to manage and improve performance.
Thankfully times are changing. We are no longer willing to accept a process and system that isn’t working. We now have expectations, and we all want more. More involvement, more transparency, and more accountability. This is making way for a whole new philosophy on performance management--one that questions a lot of assumptions we previously had.
In this webinar we have discussed:
--The two philosophies of performance management
--Performance Management trends for 2015 and beyond
--What used to work but no longer does
--How to transition from an annual review process to a model of continuous coaching
"Big Picture Thinker and Talented to driven the Bottom - Line"Venkatesh Varaganti
This person has responsibility for developing and ensuring the execution of the operational/business strategy for a line of businesses as assigned. The incumbent will partner with business line manger(s) and design short, medium and long-term operational improvements. The focus of this strategy will be Process improvements, improvements, productivity improvements, cost structure reduction and accelerating off -shoring activities, will need to be able to manage the complexity of delivering business improvements whilst simultaneously developing strategic solutions for the future an eye for detail, as well as the ability to think about the bigger picture. Who can solve complex problems and can manage priorities, issues and decisions, whilst engaging with stakeholders and Strategic Vision, Decision Making, Influence/Negotiation. Able to persuade and influence others at all levels in the organization, including the CEO.
We (Analyst’s) Come work for a small team with an entrepreneurial spirit that also gets to collaborate with the rest of Cap Mark’s Operations Strategy experts as well as Company’s largest clients. We like to think of ourselves as a start-up in a stable company. It’s a perfect mix that offers us the opportunity to make a meaningful mark on a growing team, work on exciting client engagements, and have big career opportunities.
We’ll help craft strategies, develop deliverables, and present to leadership teams. Whether it’s designing a new organizational structure, developing a change management strategy to support a business transformation, analyzing an all\-employee culture survey and mapping an organization’s DNA, creating fair compensation plans that drive employee engagement, or evaluating executive operations plans for compliance, we’ll have the opportunity to contribute and make an impact from day 1.
Our newest analyst’s must be able to think fast, but thoughtfully communicate—on paper and in person. We must be able to take information and data—both qualitative and quantitative—from multiple sources and tell a story with it. We should be comfortable and confident performing statistical, financial, and economic analysis. We love to solve ambiguous problems that we may never have faced before. Effectively managing our time is a necessity for success on our team where we’ll support multiple clients at once. Ideally, we’ve demonstrated our interest in business strategy related to people and process efficiency, organizational structure and development, workplace tools and technology, leadership development, change management, and HR. It’s a bonus for us if are already familiar with how organizations work, the impact that an engaged workforce has on overall business success, and the importance of effective HR processes and technology.
Human Capital Growth Webinar: Better performance, less management the gap inc...Human Capital Growth
Ratings or no ratings, learn what it takes to design a performance management system that can withstand changes in business model and leadership change.
http://www.humancapitalgrowth.com/better-performance-less-management-the-gap-story.html
Every organization has a unique performance appraisal process, with its own review or workflow steps. Farsight's automated appraisal workflow management tool makes it easy for you to automate your current process and adapt it tomorrow to meet your changing needs.
Our Performance Management tool kit provides an overview of Performance Management and useful tips for conducting successful, year-round performance evaluation.
Future of Performance Management: 2015 and Beyond7Geese
Performance reviews have long been on every employee and manager’s hate list. Yet we still conduct them.
Why? Because we know performance management is critical to business. The problem however is that for many years we viewed performance reviews as the only way to manage and improve performance.
Thankfully times are changing. We are no longer willing to accept a process and system that isn’t working. We now have expectations, and we all want more. More involvement, more transparency, and more accountability. This is making way for a whole new philosophy on performance management--one that questions a lot of assumptions we previously had.
In this webinar we have discussed:
--The two philosophies of performance management
--Performance Management trends for 2015 and beyond
--What used to work but no longer does
--How to transition from an annual review process to a model of continuous coaching
Jacqui Alexander and Margaret Huggins shared the story of GSK's internally developed Accelerating Delivery & Peformance (ADP) initiative, which was instigated in 2009 to help GSK execute its strategy brilliantly.
This presentation is an overview on how to implement PDCA (Plan – Do – Check – Act) in the field of Lean Sales and Marketing. It includes an outline for standard work and an embedded video.
Change Management Framework: Step 2 - Sponsorship is one of the Most Importan...Peter F Gallagher
a2B Advisory Consulting, without effective and proactive project sponsorship, the project will eventually fail. There are three key elements to sponsor the project: ‘Say’, ‘Support’ and ‘Sustain’!
Peter F Gallagher
www.peterfgallagher.com
www.a2B.consulting
Extract from our - Change Management Framework: Step 2
VisionLed is a boutique digital transformation practice focusing upon people and resource challenges. We design our services to align with your vision and measure success through benefits realised, not assignments completed.
Jacqui Alexander and Margaret Huggins shared the story of GSK's internally developed Accelerating Delivery & Peformance (ADP) initiative, which was instigated in 2009 to help GSK execute its strategy brilliantly.
This presentation is an overview on how to implement PDCA (Plan – Do – Check – Act) in the field of Lean Sales and Marketing. It includes an outline for standard work and an embedded video.
Change Management Framework: Step 2 - Sponsorship is one of the Most Importan...Peter F Gallagher
a2B Advisory Consulting, without effective and proactive project sponsorship, the project will eventually fail. There are three key elements to sponsor the project: ‘Say’, ‘Support’ and ‘Sustain’!
Peter F Gallagher
www.peterfgallagher.com
www.a2B.consulting
Extract from our - Change Management Framework: Step 2
VisionLed is a boutique digital transformation practice focusing upon people and resource challenges. We design our services to align with your vision and measure success through benefits realised, not assignments completed.
2017 Solutions Catalog by CDEN
Visit our website at http://www.cden.com.mx and download the complete 2017 Solutions Catalog at http://www.cden.com.mx/solutions.html
Human Network is a leading edge leadership and talent development consulting firm. Our core areas of expertise include Leadership
development, Executive Coaching and Custom interventions designed to build critical competencies for success and accelerate performance.
To know more about how we can partner with you to build the right
capability building architecture to drive performance,
log on to www.human-network.in
Explore the Elements of Continuous Improvement with Group50. Discover proven strategies for optimizing processes, enhancing productivity, and fostering innovation within your organization. Elevate performance and drive lasting success with our comprehensive approach.
2018 Solutions Catalog by CDEN
Visit our website at http://www.cden.com.mx and download the complete 2018 Solutions Catalog at http://www.cden.com.mx/solutions.html
Getting The Best Out Of Your People - webinarG&A Partners
In today's business environment business owners must understand what motivates their employees so that they can reduce turnover and absenteeism, boost individual performance and create customer loyalty to ensure the long term success of the company. Jose Laurel takes an in-depth look at strategies that will help you align and manage goals, document performance and develop a plan for the Performance Management Process.
Encouraging Business Excellence through Continuous ImprovementGroup50 Consulting
Customers, stockholders, and employees are just a few of the parties that will benefit when a company implements a continuous improvement program. On the other hand, a company should not implement continuous improvement just once and then stop.
1. Hayes Group
Hayes Group, Inc.
Walnut Creek, CA 94598
925-932-4368
Brent Hayes, President
www.hayesgroup.biz
brent@hayesgroup.biz
www.linkedin.com/in/brenthayes
Comprehensive Assessment
Customized Management Systems
Hands-on Implementation
Timely Transformation
2. About Us
Hayes Group is a management and consulting services firm focused on
improving our clients’ operating performance. We listen to your concerns; ask
questions to understand your problems; reflect on the desired outcome and then
agree on a course of action. As a result we are able to create management
systems that address your unique business needs based on our Best
Performance Management Practices template.
Clients often extend repeat engagements to Hayes Group, granting us a
reputation as a company worth calling back. We continually strive to maintain
this strong reputation.
Brent Hayes founded Hayes Group, Inc. in 2006. His goal is to bring creative,
simple solutions to clients’ diverse operating challenges. Brent has 18 years of management and process improvement experience
working with clients throughout the US and Canada. As a catalyst for improvement, Brent has the experience to help your
organization meet its goals.
What We Do
We are passionate about improving performance results and profitability through effective management of processes, people and
machinery / tools. We partner with client teams to design and implement management systems with key performance indicators that
support unique business needs. The management systems create visibility of Supply Chain
performance gaps and become a foundation for identifying needed business process changes.
Process improvement training and the application of lean and six sigma methodologies ensure
employees are able to improve business processes to drive bottom line results and financial
impacts in a predictable and repeatable fashion.
Our Services
We offer several services within the framework of the Best Performance Management
Practices template. A typical engagement with Hayes Group will include a Survey to identify
opportunities for improvement followed by a Project to capture those opportunities. A
Sustainability Audit will be scheduled to evaluate the ability of employees to stay on track. On
the other hand, you may want to focus on specific performance improvement opportunities
delivered through a short term Workshop or Team Tune-up. Whatever your needs, our services
are tailored to meet those needs while managing the scope of the project.
Survey
The Survey is the first step to help clients identify the potential opportunity in their organization and define the steps that will
lead to continuous performance improvement. Hayes Group will lead your employees through a comprehensive review of your
management systems, business processes, employee behaviors and activities. From the information gathered in the Survey we
will develop a value proposition and propose a project schedule for your review. This is a fixed fee, two to four week
engagement
The Survey will help you solidify answers to the following questions;
• Are we focused on the right actions to make money?
Our collaborative process ensures
commitment to the task at hand
As your guide, Hayes Group steers your team
through challenging situations
3. • What are our current performance levels?
• How do we know we are performing at our best levels?
• What gets measured and by whom?
• What gets reported and to whom?
• How do we take action to resolve issues?
• Are we leaving money on the table?
• Do my employees have the skills required to make any of this happen?
With the results of the Best Performance Management Practices Survey, you and your
team will be positioned to understand your opportunities and make informed decisions
about your next steps.
Project
The Project is a longer term partnership designed to address performance
improvement opportunities throughout an organization. The opportunities identified in
the Best Performance Management Practices Survey will be used to define the scope and create the project plan. An
engagement with Hayes Group ensures the opportunities identified in the survey will be realized.
A Best Performance Management Practices Project will provide several benefits to an organization and its employees:
• Create management systems that support analysis of problems, decision making and prioritization of action
• Improve the management skills of key employees while identifying
potential new supervisors
• Develop organized teams devoted to analytical problem solving
• Capture financial improvements in an aggressive, cost effective
timeline
• Instill management confidence in sustainability of continuous
improvement process transformation
Workshop / Team Tune-up
Workshops are designed to provide specific training using a combination of theory and practical application of tools in case
studies. This approach is beneficial for organizations that have skilled teams or a specific department that is not achieving
expected results. It is not unusual for employees to create results to fit expectations, thereby creating complacency. If a skilled
team has become proficient at developing great data or identifying problems, yet are unable to drive change, a tune-up will get
them back on track.
Some training opportunities we can deliver include:
• Leading effective meetings
• Brainstorming and Root Cause Analysis
Our survey results will define the path
required for a well managed project
We’re in it together, no matter the obstacle.
4. • Action Plan tracking and control
• Provide one-on-one instruction with supervisors and other key personnel generating
a bias to action and results.
• Lead skills assessment of managers and supervisors and create development plans
• Develop training and progression plans to ensure employees know their jobs
Sustainability Audit
Maintaining the new processes and tools is critical. The ‘continuous’ in continuous
performance improvement is often forgotten. Even though people and machinery change,
the processes often do not keep pace. Therefore, it is a good idea to perform an audit to
identify problems early. Any deviation from the documented management systems and
business processes will be identified and action plans developed to get your team back on
track.
Contact Us
We want to work with you and your team to drastically improve your processes; help your employees achieve a bias toward action
and results; and get your projects moving in the right direction.
Contact us today to schedule a presentation of our services.
925-932-4368
http://www.hayesgroup.biz
http://www.linkedin.com/in/brenthayes
brent@hayesgroup.biz
With training, risks that appear
extreme are manageable