Resource Management

Improvements which are both continuous and sustainable come about when a company has a culture of change which is accepted and enacted by staff and management at all levels. Resource Management embeds such a culture within an Organisation and ensures staff and management at all levels accept change and actively contribute to the organisations goals.

The required change culture is brought about through the implementation of Resource Management, which also achieves savings of between 20% and 60% of staff time. This is achieved by enabling Team Leaders with their Staff, supported by Managers; to identify why staff time is lost, implement actions to reduce or eliminate the loss (see figures 2a and 2b), prevent it from returning and ensure future losses are eliminated.

Where Staff Time Goes

How staff time is lost

The potential for improvement

The potential for improvement is the “Effectiveness” Gap which is expressed as a percentage and equals:

(“As is works content” / “Time attending work”) X 100

Before implementing Resource Management this is on average 50%

After implementation this figure averages between 98% and 100%

The Objectives of Resource Management include:

Maximise profits in each Profit Centre by Reducing and controling costs
Define structured and transparent processes
Rationalise processes whilst ensuring they are compatible with the organisation’s strategy and provide the required standards of quality and customer service amongst other factors
Continuously improve processes and end to end process times
Objectively evaluate the effects of proposed changes and management decisions before they are implemented
Develop Team Leaders and Managers
Strengthen communications and team work
Ensure there is fair treatment of all employees
Achieve the commitment of staff
Release staff time by eliminating the effectiveness gap
Identify training needs

All our clients succeed in the objectives they set from the above whilst achieving:

between 25% and 60% reduction in staffing costs
improvement in staff motivation and working relationships.

Which are used, amongst other things, to:

Enhance existing services
Improve quality
Enhance customer relationships
Expand the range of services offered
Absorb growth
Reduce operating costs
Provide a competitive salary structure

Resource Management achieves its objectives by:

Ensuring:-

Staff - are motivated and participate
Unions - monitor and ensure fair play
Team Leaders - initiate and drive improvements
Managers - motivate and encourage
Executives - support

Using:

Consultants - Who mentor, coach, facilitate and develop but never act as “experts”

So that:-

Ownership of the improvement process and solutions, are vested in the organisation’s Staff and Management at all levels

Embedding:-

The skills, techniques and systems needed to ensure the Organisation will maintain and build on the improvements achieved during the implementation phase to achieve long term continuous improvements in, performance, productivity, cost reduction, processes and motivation.

Resource Management is comprehensive not complex:-

A highly participative approach
Tailored to meet an organisation’s needs
A vehicle for bringing about a culture change within an organisation
Establishes a no blame environment
Develops team leader and management skills
A catalyst for enhancing team work
Implements effective reporting and communication procedures
Uses proven techniques to measure workloads
Based on sound human relationship principles
Encourages acceptance of change
Motivates management and staff to initiate improvements through ownership of the problem and the solution
Provides ongoing benefits establishing the means to achieve continuous improvements
Addresses staff concerns about fairness and consistency of treatment
Ensures everyone concerned understands the process