Human Capital Consulting Partners Newsletter January 2010
Do You Have the Right People to Compete in the New Economy?

How often do you think about whether or not you have the right people resources to get your business to the next level? It is clear that regardless of industry, revenue size, products or services, or number of employees, organizations constantly worry about the talent that is required to compete in this new economy.


Over the past year we have heard the following comments from some of our clients:


  • CEO of a small-cap manufacturing company said, "When I joined we had six employees and $5 million in revenue; today we have 300 employees and over $500 million in revenue.In the beginning, I controlled all the people decisions.How do I ensure we hire and promote the right people because today we need a different type of skill and competency to compete in the marketplace?

  • VP of sales for a professional services company said, "We are adding new products that will double revenue in the next two years. This means I will need to hire my first sales force. How can I make sure we source, screen, interview, and hire the best?"

  • CFO of a biotech company said, "We made a strategic decision to expand our business globally. This means for the first time we must partner with others to deliver product in Europe. Do our employees have the experience to work internationally and hold their own in planning, customer meetings, and board presentations?"


Sound familiar?


WIN in the New Economy


To help ensure you Have the Right People in Your Organization to Compete in the New Economy, Human Capital Consulting Partners recommends a multi-step plan. In this month's newsletter, we'll start with Step 1. Future issues will outline your next steps.


STEP 1    Define upfront your organizational needs.


  • Review annually your business strategy to ensure it is aligned with your overall vision and mission.

  • Identify the organizational structure that is required to support your business.

  • Outline the jobs/positions/roles that should be part of the organization structure in the short-, mid-, and long-term.

  • Define for each job/position/role the needed duties, responsibilities, competencies, capabilities, and experience.

  • Describe "fit" for your organization.

  • Determine the tools, metrics, or processes you will use to hire or promote the right people.


Stayed tuned for additional steps to help you WIN in this new economy. In the meantime, if you we can be of assistance contact either me or Marty Jordan, Western Regional Director.

My best wishes to you and your organization as you look to grow your business during this new decade.
Jim Geier
Human Capital Consulting Partners
Helping companies grow by aligning human capital strategies with business strategies

email: jim.geier@hccpartners.com
phone: 215.244.8110
web: http://www.hccpartners.com

Human Capital Consulting Partners is a servicemark of Human Capital Consulting Partners LLC.
Engaging and Retaining Employees

Times are Tough

Employees are unhappy and worried. They are unhappy about their increased workload and the longer hours required of them and worried about when the next layoff might occur and whether or not their job is safe. There is little managers can do about the economy or how well their companies are riding out the storm.

However, there are things they can do to maintain the morale and productivity of their employees during these challenging times. It's called Employee Engagement, and it matters more now than ever.
Employee Engagement

Some employees barely make it to work on time, mindlessly drift from task to task, doing only what is required and showing little enthusiasm for their work. Meanwhile, other employees are excited about coming to work and exude energy no matter the task, going above and beyond minimum expectations and always looking for ways to get the job done and satisfy customers.

Experts use the term "employee engagement" to describe the continuum between these two types of employees from disengaged to highly engaged.

Read the full Playbook for Managers, including specific strategies for dealing with Employee Engagement and other valuable articles in our Resource Center.
Contact Us

Jim Geier

Marty Jordan