1. Is your organization satisfied with its talent and succession planning strategy?
2. Are you able to achieve your organizational goals with the talent you have presently?
3. Is your human capital aligned with operations to achieve corporate business goals?

Driving Talent-powered Organizational Performance:

The vital contribution of the workforce has been exacerbated by the global turbulence of the previous year bringing unprecedented change to many factors of production. Rising energy and raw material prices, anxious and stricken capital markets, sharp plunges in land, housing and fixed asset values, all denote the importance of organizations utilizing the key factor of production (their people) that they are perhaps best able to influence. The following complicating factors warrant consideration:

• Global abundance yet local scarcity of talent
• Aging Workforce
• Rising demand for new skills
• New (flexible) work arrangements and career expectations
• More diverse and distributed workforce (virtual teams etc.)
• Ongoing shifts in the nature of work

The key to strategic success is talent, yet talent is harder to find and nurture and easier to waste and lose than ever before. Organizations cannot win this battle unless talent issues are handled strategically and holistically. Unfortunately, few organizations today are doing this strategically. In order to do so, they need to understand that talent imperatives have to be aligned with their organizational short and long term business strategies. Chronos Sourcing Advisory Services can help. These imperatives include:

• Discovery of talent- One-year to Five-year organizational goals
• Development and deployment of talent by line managers (very crucial resources)
• Succession and contingency planning
• Anticipating and clearing organizational people and process bottlenecks

Managing in a complex global environment made more challenging by the present economic down-turn, requires a keen understanding of relevant factors concerning the attraction, retention and active engagement of organizational ‘human capital.’ With proven experience in designing and executing global human capital talent optimization strategies in multiple sectors, Chronos Sourcing is uniquely capable of discretely and cost-effectively assisting organizations in recalibrating and improving talent utilization to achieve business goals. Since each organization’s needs are uniquely different, we welcome the opportunity to learn more about your specific challenges and guide you further. Contact us today for a no-obligation initial consultation. We can be reached by phone at 832 239 5044 or by email at advisory@chronossourcing.com.

• Has your organizational change management initiative delivered the results promised?
• Is your organization still waiting to realize the business results promised by your IT investments?
• Are you struggling with aligning Business and IT initiatives utilizing fewer resources to achieve time-sensitive business goals in today’s challenging economic climate?

Today’s economic tribulations are challenging organizations to do more with less. Less capital, less resources and less support, especially in the areas of business and information technology alignment and change management.

According to a recent survey conducted by the Economist, more than 50% of US business leaders are responding to the economic downturn by increasing spending on change programs. Although much of this change is focused on increasing operational efficiencies, these executives don’t just want to cut costs at this time. Rather, what they really want is to streamline their operations in a sustainable way that isn’t always responding to the economy’s changing conditions.

There are six broad stages to technology implementation: pre-adoption, adoption, pre-implementation, pilot study, implementation, and post-implementation. Change management is a process that should be weaved in throughout each of these stages with its end-goal being a sense of productive ‘equilibrium’ within the organization. Specifically, when a change is introduced into an organization, it is logical to presume that there will be an adjustment period where people react and adapt to the new processes and procedures. In this period, work outputs and efforts may drop incrementally or dramatically. The focus of change management is to minimize the length of this dip and inculcate these procedures into the standard operating procedures and culture of the organization enabling it to quickly realize its desired performance level. It is especially crucial to navigate change management efforts when it involves large-scale system integration and business process improvement associated with ERP implementation.

An ERP system is a means and not an end: merely implementing an ERP system will not increase the efficiency of the organization--it is a tool and a process for improving operations when aligned properly with organizational business process improvement and change management initiatives. Expecting the ERP system to solve all the organizational problems in isolation without a cohesive change management and process improvement plan complementing the effort is wishful thinking.

With extensive proven experience in aligning business process improvement, change management and enterprise ERP initiatives to achieve desired business results in economic up and down cycles, Chronos Advisory Services is uniquely qualified to assist organizations in navigating out of challenging times and circumstances. Contact us today for a no-obligation exploratory discussion.  We can be reached by phone at 832 239 5044 or by email at advisory@chronossourcing.com.