In order to plan and guide the growth of a company, we need to know its strengths and weaknesses. This allows us to assess the most adequate way to manage each individual client and provide them the best possible solutions for their business. To start, three questions need to be answered.
Identifying the status of your company is the first step to achieving the right solution.
We have developed a very effective and streamlined management model system, which has produced amazing results. Our approach, resultant of our past work and experiences, follows a logical sequence to provide the best solutions for your needs:
Outline strategic foundations (determine a Vision, a Mission statement, and establish Core Values)
Complete competitive and SWOT analysis
Define strategies and deploy these strategies into specific projects and individual goals
Determine progress through monthly assessments and performance evaluations, offering the opportunity
for variable compensation
Defining cross-goals that eliminate "gaps" between areas.
Linking management processes together to create manageable solutions.
Aiding associates focus on meritocracy and problem solving.
Display of the company's monthly performance report and real-time problem solving.
Enhancement of communication and interaction between areas.
Determining a clear set of values is the foundation of a company's culture. Values are core attributes that should be practiced by all associates, regardless of hierarchical level. By translating values into concrete behavior, one can define parameters through which to evaluate employees and make sure that everyone is on board with the company's culture.
Promotes transparency in the assessment of employees. The standard used to assess employees is clear and accessible to everyone. It is a structured tool that can help identify talented, invaluable employees, as well as those whose profiles do not fit in with the company.
Helps trace career plans, development and succession.
Verifies whether the appropriate set of values is being implemented in the company to stimulate high performance.
Assesses whether an associate's behavior is compliant with the values defined by the organization.
The bonus model is based on a set of rules devised by the company to define the amount to be distributed, associates' eligibility, and variable compensation policies.
Creating and promoting a meritocracy in the work place.
Compensation contingent upon results.
Transparency with associates.
Even before Heartman House's inception, our partners already applied succession management to family owned businesses. It is by nature a complex work that requires discretion, maturity, and vision. In our approach to succession management, we encompass behavioral, strategic and organizational elements; selection and preparation of successors; preparation and conduction of family meetings; as well as conflict mediation.
Well-founded selection of a successor who fulfills the needs of the business management professionalization.
Seamless transition between managers and higher-ups.