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Strategy Development:

TMG Benchmarking Analysis:
The TMG Benchmarking Analysis can either be extremely focused where you provide us a given challenge or one that is broad scoped where we actually conduct the benchmarking analysis and identify areas of strengths, weaknesses and opportunities. Some of the areas that we have drilled into the past are Organizational Scheme, the On Boarding process, Incumbent Production Workforce, Engagement at all levels, 1st Line Supervisors, Lead/Management Development, Executive Leadership Development, etc. Bottom-line, we pride our visit on a customized observation and analysis on your specific business or area of interest. We spend the afternoon discussing your challenges and issues to create a path forward. Prior to the Benchmarking Analysis we will meet with the sponsor/company face to face or conduct conference calls so we can coordinate the best possible agenda and analysis that will make the visit a positive and rewarding experience for the host company. Often during the initial conversation, we will gather data that we will use in the analysis. Much time is spent up-front with the sponsor, so when we walk into the Benchmark Analysis, it is focused and productive. During our visit, we will provide a world class analysis with a well-defined path forward and milestones, in order to start the trust and partnership between our organizations. Bottom-line, we want to earn our way onto your team.


Analysis and Design (A&D):
The Analysis and Design is the cornerstone of the systematic approach that we take at TMG in order to solve the specific problem(s) and/or identify areas of opportunity for each respective client. A typical period of performance for an A&D can be between 60-90 days. During this time, we pride ourselves on getting to know every individual within the client's organization. We passionately believe that by embedding our team directly into the client's organization, we will better understand the challenges and opportunities the organization faces, thus providing us opportunities to accurately define and understand the current state. From this detailed analysis, only then can we design a customized system that takes the client to their desired future state. The scope of these efforts are to conduct a gap analysis to determine and define the current structure, organizational scheme, personnel training and performance strengths and weaknesses. We also make short-term, mid-term and long-term team performance improvement recommendations, outlining resources required. Next, we design a modernized Human Capital Management Performance Improvement Program that is results oriented, staffed by highly motivated, well-trained employees who are empowered to act and challenged to improve the effectiveness of the daily operations. Finally, we will recommend a Path Forward to develop, implement and measure the expected Human Capital Management Performance Improvement Program outcomes. The results of our detailed analysis will be a design and development roadmap of a Modernized Human Capital Management Performance Improvement Program to include a detailed plan of action and milestones.


Alignment:
Companies continue to be organized vertically in stovepipes, yet they create value horizontally. Long Tail services, market shifts, acquisitions, competition demands, etc. require greater agility yet companies rarely change the way they operate to create the conditions for increased agility. Companies are trying to run different plays but from the same formation. Successful companies have a seamless marriage between the way they do business and their most valuable asset...their people.


Engagement:
There's no easy path to organization-wide employee engagement. Members of a winning team think hard, play hard and communicate effectively. Top-performing leaders understand the importance of team engagement and trust. Leaders who offer clear direction, information, appropriate resources, as well as feedback and coaching will build trust among employees. Trust encourages people to treat a company as their own, hold each other accountable for doing the right thing, give an early warning about problems, and courageously ask questions. Results from this scenario equal an environment of "engaged" employees resulting in lower costs and a more agile workforce.


Business Performance:
How do you know when you've got a "dream team" in your organization? They've got clear goals and a plan to win, with a way to measure progress. They're leaders on a mission. You have a high level of trust and a near-real-time situational awareness (effective goal-focused communications). Team members' skills and behaviors are complementary. Workers are passionate and motivated. They like to be with each other and they know how to win!


Strategy Development:
TMG brings to bear our expertise in Human Capital Management systems to assist your organization in the development of both Long Term and Short Term Human Capital Strategies. TMG ensures your organization's Human Capital goals and objectives are properly aligned with the overall business strategy. A TMG Human Capital Strategy includes:

  • Human Capital Goals aligned to the Business Strategy
  • Human Capital Objectives defined as a means to reach the Human Capital Goals.
  • Initiatives identified that will allow you to accomplish the Human Capital Objectives.
  • Initiative Charters developed that define the practical application of the Initiatives including Scope, Measurement Metrics, Business Impacts, Milestone Definition and Resource Allocation.


On Boarding:
Building People Pipelines to Attract, Hire and Retain the Right People, in the Right Numbers, with the Right Skills, at the Right Time, at the Right Cost..."Getting the right people on the bus." The best companies do not put ads in the newspaper to find employees. The best companies understand what their High Performance Employee profiles are and then focus their recruiting energy and resources on those target populations, providing candidates with the best chance for success. The On Boarding Process begins with the generation of a labor requirement and ends with the employee performing the intended 1st job work at a similar level of performance to others on their team. Connecting the dots between the targeted candidates populations and industry is a significant and complex program management challenge. Synchronizing and integrating these very diverse groups to attain a "Win-Win" requires a focused and dedicated effort to ensure the correct business outcomes are achieved and the return on investment is positive. The goals are Decrease Cost of Hiring, Reduce Attrition by engaging the workforce day one, Reduce Hiring Cycle Time, Decrease Time to Competency and Improve New Hire Performance. The ultimate goal is to put you out of the On Boarding business by creating a program that engages the workforce from day one.


Leader Development:
If people are hard... Leaders are harder! The Leading indicator of Business Success is the performance of Current Leaders. These leaders are the ones who are driving the businesses every day. With this in mind, it is not enough to have broad-based leadership training focused on the soft management attributes, but instead, programs and training should be focused specifically on those hard core skills these leaders must master to be successful. Deliverables often include the following:


• Analyze and map the Current Organizational Scheme to include Core Business Data Element, Core Business Activity, Operational Processes, common and unique responsibilities, planning horizons, communications techniques, analytical requirements, and interaction with People, Data, Product and Equipment.
• Conduct a Workforce Data Analysis
• Define the Leader Mission Essential Tasks with associated High Performance, Developmental, and Dysfunctional Behaviors level by level. Conduct on the job site interview with a (~90%) of the Plant and Production Leadership, and determine %

  • Strengths and Weaknesses by Task
  • Strengths and Weaknesses by Individual
  • Instrument anomalies by Manager/Leader
  • Identify Trends
  • Identify High Impact Areas of Concern for immediate action
  • Identify and define Systematic Issues

• Develop and define a list of "Good Ideas" categorized by short-term, mid-term, and long-term implementation times, resources required and expected time to impact for Senior Executive Review.
• Prepare a Human Capital Management Performance Improvement Design document and guidance with a recommended modernized HCM Program High Level Design and path forward recommendations.
• Strategic Communications Plan


People Powered Lean:
People Powered Lean is the TMG method of applying Lean Manufacturing principals to an organization with a particular emphasis on the people that make up the organization. Implementation of a People Powered Lean program helps our clients change their organizational culture to an environment where identifying waste is key and change in process to improve the value stream is expected and welcomed. Lean principals require that employees on the production floor be the motivators and agents of change to continually improve the process and value stream. TMG's People Powered Lean program focuses on providing employees on the production floor with the tools and training required to become the "Agents of Change". A TMG People Powered Lean program ensures that an organization is not only making a move toward Lean in a procedural manner, but ensures that the employees who will be required to make the Lean process work have the tools, skills, and cultural environment they need to make Lean a success.


Incumbent Skills Development:
Industry requires an agile, competent workforce to meet the ever increasing business demands. What is your plan to move your people along the correct developmental career path where your best athletes are engaged and encouraged to stay? Components of TMG's Skill Development include Identifying Skill Gaps, Labor Category Analysis, Skill Paths Development, Common Skills Training Program, Cell/Basic Skills Training Program (1st Job, 30/60/90), Intermediate Skills Training Program (Increase Competency, 2nd/3rd Job), Advance Skills Training Program (Training for Masters), Master's Program Development and bolstering your Depth Chart through a detailed and systematic succession process. Scope and methodology typically consists of the following steps:

• A skills analysis is performed to identify what skills are required for each relevant job, based on the value stream.
• An evaluation is developed and delivered to rank each employee against each required skill for their job.
• Training requirements and a training budget are then generated through analysis of the employee evaluations.
• Training is developed to address the areas of greatest need as determined by a comparison of the employee evaluation data to the product value stream.
• Individual Developmental plans are generated for each employee, providing them with the requirements they need in order to fulfill and improve their job performance, and to progress within the organization.


Business Strategy and Planning Facilitation (Balanced Score Cards) - TMG facilitates creating Alignment and Focus in our client's Businesses by using the Balanced Scorecard Process. Balanced Scorecard is a strategic management system for establishing and communicating an organization's vision, mission, and strategy to stakeholders and employees. TMG's experienced staff uses the Balanced Scorecard Process to align and focus clients - from senior management down to each person who is creating value for the company. TMG helps clients create a framework for planning and measuring this strategy as viewed from different perspectives of organizational performance. We work with clients to develop a system of metrics and objectives that enable them to run an efficient business. We assist in developing performance measures to monitor strategic success and guide the selection of strategic initiatives. These measurements also provide guidance in budgeting and allow organizations to learn what works. TMG also assists clients in using Balanced Scorecard goal attainment as input into the Performance Reviews of Key Personnel. Balanced Scorecard is a continuing process and to measure success, must be incorporated into the annual planning process. TMG assists in developing and executing an annual Balanced Scorecard Cycle that will allow our clients to maintain improvements and sustain the culture of continuous improvement. As the business climate changes and the organization responds to these changes, adjustments are necessary in all Balanced Scorecards. Balanced Scorecard becomes the basis of how a company runs its business.