The H-factor in Management

The breadth of a CEO s job is considerable. When reduced to its essentials however, that job is about optimizing the long-term return from the assets placed at the company s disposal. Those assets include physical offices, equipment, and financial capital from shareholders, creditors, and ongoing operations. Of course, they also include human capital and the systems that are in place to manage it.

Over the last ten years studies have revolved around quantifying intangible assets and measuring the financial impact to corporations. However, there is a strong need for managers to be able to do more than recognition and measurement.

These intangible assets are usually the least understood and least optimized. At the same time, the outside world of investors and securities analysts are beginning to ask questions about the quality of people assets and how well they are being developed, retained, and utilized. The net result is an opportunity for CEOs and other executives to improve business performance and communicate something new and valuable to investors.

In order for companies to respond to increased shareholder scrutiny, they must equip their managers on all levels with tools and abilities to manage these human characteristics. The H-factor in Management is a comprehensive program that coaches and trains managers in the Applied Behavioral Analysis (ABA) model of management. It provides managers with a systematic approach to influencing workforce behavior that places intangible and tacit resources at risk and then prepares managers with methods of reducing and mitigating risk associated with intangibles.

This unique juncture of economic history has created a high premium on human capital & Talent Management. As barriers come down and markets globalize, innovation and flawless execution distinguish winners from losers. The distinctive edge is increasingly found with enterprises that have superior skills and capabilities in their human capital. Also, because of the massive discontinuities and change in the knowledge economy, there is an additional premium on building new skills and capabilities learning how to do things better, cheaper, faster. Simply stated, change cannot happen without learning. As a result, those who have the best skills and the best ability to learn quickly are enjoying economic success. Not surprisingly, the return on investment in human capital has increased. It is also why enterprises that have made the largest investments in human capital out-perform their competition on a wide variety of measures of financial outcomes including total stockholder return.

Performance Evolution Inc. offers a blend of organizational development, change management and performance improvement services that are custom-built to achieve results for business. Covering salaried, hourly and contingent workers, Performance Evolution Inc. helps organizations of all sizes improve business performance by more effectively acquiring, deploying, retaining, measuring and managing their workforces. Performance Evolution arms HR Executives, Staffing Directors and frontline managers with the capability to reduce talent management costs, respond more quickly to organizational demands and drive workforce quality. Performance Evolution revolutionizes how companies engage people with ideas and information. For more information, visit www.peteam.com.

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