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 process, 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
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.
Expenses can grow rapidly, which can hinder profitability. Zero-Based Budgeting (ZBB) is a structured expense reduction method. Expenses are prioritized according to the business's strategy. This method can also be used to better understand how expenses relate to strategy, without compromising your strategy to fit your budget.
Understanding how strategy and expenses relate.
Immediate reduction in expenses.
Avoiding linear cuts in expenses, which could harm departments that already operate under constraints.
Management Information Structuring
Some companies do not possess a structured managerial database to support decision-making or, in some cases, the database is incomplete or inconsistent and can lead to unsound decisions. We identify economic, financial, and operational information that is crucial to the decision-making process. We also structure and develop efficient data researching processes, and subsequently use that data to create models and simulations. Finally, we train professionals to formulate and use information to rectify possible deviations and to simulate case scenarios.
Decision-making that is supported by solid managerial information.
Case scenario simulation.
Corporate governance is instrumental to a sound management. It prevents different levels within the company from engaging in unnecessary conflict. Our methodology encompasses organizational structure, decision-making processes, behavioral standards, and corporate policies.
Transparency in the delegation of roles and responsibilities to all levels, as well as in the code of conduct and in the company's regulations.
Agility in the decision making process.
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.