Human Capital Management Advisory
Company Objectives
The first step in designing a human capital strategy is to ensure that your company has developed a clear mission and vision. This may be accomplished through reviewing the company's core objectives with the founder and executive team, but this must also be extended to include the management team and operational staff.
Through ensuring that all members of the organization have developed a clear vision for the company, one may begin developing the company's human capital and workforce model. HR Consultants may assist with this. The reason that the mission and vision are critical to the organization is because this is the fundamental reason, purpose, and function for the company. The objective of simply 'making money' is not sufficient. Rather, the objective must be derived from a set of values and an interest in solving problems within the market.
Human Capital consultants must recognize that the fundamental objective of any organization with a rational purpose for existence is to solve a problem that exists within the market place. For example, HR consultants in DC recognize that the market demands food, water, and shelter, but individuals may not have the technical capabilities to secure stable access to those resources through building a system of wells and pipelines.
Therefore, an individual or group (i.e. a 'company') may decide that they would like to contribute to society through delivering food, water, and shelter to the market in exchange for fair market compensation (i.e. trade). The individual or group may be possessed of a high level of expertise and interest in the field of utilities, so this may serve as a natural subject of interest for this group of individuals to engage with the market. Naturally, the members the company will require sustenance of their own, so money becomes a means by which to secure resources as well – Not an end unto itself. This ensures individuals are purpose driven, which simultaneously reduces the risk of fraud, waste, and abuse throughout the work force.
Workforce Planning
The standard means by which to conduct a work-force needs assessment is to ask the following questions:
1. Vision: What are the company's objectives?
2. Strategy: What are the human and mechanical capabilities that are required to achieve this objective with the current budget?
3. Massive Action: Execute.
This model is simple and flexible.
Check List
1. Executive Roles: CEO, CFO, and COO
2. Functions: Partnership Development & Sales, Financial Management, and Operations/Implementation.
3. Establish capacity to render a product or service.
4. Staff: Manage team to implement executive objectives through working with skilled human capital.
5. Tools: Provide skilled labor with the tools required to achieve the company's objectives.
6. Departments:
> Producers of Goods or Professional Services
> Sales Team
> Marketing Team
> Customer Service
For-Profit vs. Non Profit Management Consulting
The primary difference between a for-profit or non-profit organization is that for-profit organizations may be grown and developed into a significant asset value, which, when sold through stock acquisition (to benefit the private owners). Alternatively, non-profits may not be privately owned and sold in this manner. However, this should be irrelevant to the subject of work-force planning. The most significant difference is that for-profit organizations are privately owned for the purpose of being capitalized upon by the owners through stock sales.
However, many develop the erroneous belief that an organization must be categorized as 'for-profit' if it is to be operated for the benefit of its founders at the expense of the market (i.e. the company exists to exploit consumers). Meanwhile, others develop the belief that their organization must be categorized as 'non-profit' if it is to benefit the market at the expense of the company's staff.
This dichotomy is not accurate: Both for-profit and non-profit organizations are possessed of the same set of basic needs: Secure access to survival resources, relationship development with staff and the market, significance of purpose, knowledge and meaning, growth, higher values, and self-transcendence/existential purpose. Failure to meet any category of these needs, and both the for-profit and non-profit organization may fail to achieve their missions and visions. This would result in the ultimate collapse due to lack of proper resource management.
Check List
1. Recognize that For-Profit and Non-Profit organizations each exist to serve the world.
2. Conduct a survey to determine whether the organization is meeting its individual and collective needs.
3. Proceed with enhancing the company's service offerings and financial stability.
The first step in designing a human capital strategy is to ensure that your company has developed a clear mission and vision. This may be accomplished through reviewing the company's core objectives with the founder and executive team, but this must also be extended to include the management team and operational staff.
Through ensuring that all members of the organization have developed a clear vision for the company, one may begin developing the company's human capital and workforce model. HR Consultants may assist with this. The reason that the mission and vision are critical to the organization is because this is the fundamental reason, purpose, and function for the company. The objective of simply 'making money' is not sufficient. Rather, the objective must be derived from a set of values and an interest in solving problems within the market.
Human Capital consultants must recognize that the fundamental objective of any organization with a rational purpose for existence is to solve a problem that exists within the market place. For example, HR consultants in DC recognize that the market demands food, water, and shelter, but individuals may not have the technical capabilities to secure stable access to those resources through building a system of wells and pipelines.
Therefore, an individual or group (i.e. a 'company') may decide that they would like to contribute to society through delivering food, water, and shelter to the market in exchange for fair market compensation (i.e. trade). The individual or group may be possessed of a high level of expertise and interest in the field of utilities, so this may serve as a natural subject of interest for this group of individuals to engage with the market. Naturally, the members the company will require sustenance of their own, so money becomes a means by which to secure resources as well – Not an end unto itself. This ensures individuals are purpose driven, which simultaneously reduces the risk of fraud, waste, and abuse throughout the work force.
Workforce Planning
The standard means by which to conduct a work-force needs assessment is to ask the following questions:
1. Vision: What are the company's objectives?
2. Strategy: What are the human and mechanical capabilities that are required to achieve this objective with the current budget?
3. Massive Action: Execute.
This model is simple and flexible.
Check List
1. Executive Roles: CEO, CFO, and COO
2. Functions: Partnership Development & Sales, Financial Management, and Operations/Implementation.
3. Establish capacity to render a product or service.
4. Staff: Manage team to implement executive objectives through working with skilled human capital.
5. Tools: Provide skilled labor with the tools required to achieve the company's objectives.
6. Departments:
> Producers of Goods or Professional Services
> Sales Team
> Marketing Team
> Customer Service
For-Profit vs. Non Profit Management Consulting
The primary difference between a for-profit or non-profit organization is that for-profit organizations may be grown and developed into a significant asset value, which, when sold through stock acquisition (to benefit the private owners). Alternatively, non-profits may not be privately owned and sold in this manner. However, this should be irrelevant to the subject of work-force planning. The most significant difference is that for-profit organizations are privately owned for the purpose of being capitalized upon by the owners through stock sales.
However, many develop the erroneous belief that an organization must be categorized as 'for-profit' if it is to be operated for the benefit of its founders at the expense of the market (i.e. the company exists to exploit consumers). Meanwhile, others develop the belief that their organization must be categorized as 'non-profit' if it is to benefit the market at the expense of the company's staff.
This dichotomy is not accurate: Both for-profit and non-profit organizations are possessed of the same set of basic needs: Secure access to survival resources, relationship development with staff and the market, significance of purpose, knowledge and meaning, growth, higher values, and self-transcendence/existential purpose. Failure to meet any category of these needs, and both the for-profit and non-profit organization may fail to achieve their missions and visions. This would result in the ultimate collapse due to lack of proper resource management.
Check List
1. Recognize that For-Profit and Non-Profit organizations each exist to serve the world.
2. Conduct a survey to determine whether the organization is meeting its individual and collective needs.
3. Proceed with enhancing the company's service offerings and financial stability.