In an ever-changing environment, organizations must optimize performance and output if it desires to remain competitive in the labor market. A company is as good as its human capital infrastructure, so acquiring, developing, engaging, rewarding, and managing that human infrastructure is the most important component to gaining and sustaining a competitive advantage.
Great organizations recognize the value of their human capital and realize the associated investment. By evaluating your goals, current capabilities and implementing a focused human capital strategy aligned with organizational objectives, you can optimize the value of your workforce.
Kaufman, VonStuben & Associates services are delivered by seasoned consultants who have practical experience designing and implementing solutions to optimize human capital performance and output. Key offerings of are broken down into the following major categories to address common organizational challenges, opportunities, and threats –
- Executive Search and Professional Talent Acquisition – We will deliver a customized, refined, results-driven approach to executive search and professional talent acquisition, connecting organizations with transformative leaders and high-impact professionals who drive measurable growth. Acting as a true extension of your leadership team, we combine deep industry insight, targeted market mapping, and discreet outreach to identify and secure exceptional talent, often engaging top performers who are not actively seeking new roles but are open to the right opportunity. Client benefit from 1) access to elite, hard-to-reach talent networks, including passive candidates, 2) precise candidate matching that ensures alignment with both performance expectations and organizational culture, 3) accelerated hiring timelines without sacrificing quality, 4) confidential and strategically managed search processes that protect your brand and internal dynamics, 5) valuable market intelligence on compensation trends and talent availability, and 6) a partnership-driven advisory model that supports long-term organizational success.
- AI for HR and Talent Repurposing – In light of the onset of AI in the workplace, we will help you evaluate your organizational design (people, processes, structure and technology) to design, develop and implement strategies to repurpose, right size, and better utilize talent for the future, resulting in you becoming an organization with a competitive labor market advantage, engaged employees who will interface with a more satisfied customer base. The measurable outcomes of our approach include 1) increased satisfaction of the people you serve, 2) better utilization of available technologies, 3) increased performance and engagement, and 4) outcomes that exceed the expectations of your shareholders/constituents.
- HR on Demand — Fractional HR Services – Organizations are being asked to move faster, stay compliant, and build cultures that attract and retain top talent. In a tenuous economy, it is risky to hire a full-time HR staff that can keep up. The alternative is this executive-level, on-demand, people advisor and practitioner model (fractional HR services). You access HR assistance when you need it, for whatever time you require assistance, in a measurable, evidence-based fashion. All services are delivered exactly when you need assistance – WITHOUT THE COST OF COMPLEXITY OF A FULL-TIME HR TEAM.
- Talent Sourcing Optimization – We will enhance your current talent sourcing methods using our 6 Souring Segment (6SS) method, we will help you identify, build, develop, and maintain sourcing strategies to acquire great talent via 1) Social media, 2) Search 3) Schools and community-based programs 4) Staff referrals, 5) Silver medalist (former candidates), and 6) Stay in touch (employee alumni programs) talent channels. Included in this offering is an employment branding solution. Utilizing your organizational values as the foundation, we will develop a discernable employment brand that helps identify you as the Best Place to Work, as well as allow you to compete for and retain talent based on factors other than the typical total rewards offering.
- Employee Engagement & Inclusion – Develop and implement tactical training programs for managers to increase employee engagement, productivity, client/constituent satisfaction, and higher employee retention. These training programs are based on contemporary meta-research that outlines the most effective tactics associated with employee engagement and productivity. We will help develop and/or improve upon processes to measure, analyze and respond to your employee population’s input, desires and labor market trends.
- People Analytics – Develop and teach HR key performance indicators (HR processes) that are monetized and quantified correlated to organizational key performance indicator (KPIs) to better help leaders understand their human capital investment, returns and opportunities and to make better evidenced-based decision.
- Workforce Planning Process – Teach client internal stakeholders how to utilize a 7-Step process to detail workforce needs and solutions – 1) Identify business strategy and KPIs, 2) Analyze current workforce outcomes, 3) Define future needs, 4) Design workforce distribution, 5) Conduct gap analysis, 6) Design solution to bridge gaps, and 7) Implement, measure and make appropriate workforce mix adjustments based on emergent labor market trends. This human capital approach results in resources being secured at the right time and in alignment with ‘real’ organizational objectives, at a lower cost.
- Organization Capability Assessment & Design – Whether you are for-profit, not-for-profit, or government, ineffective or inefficient talent lifecycle processes related to onboarding, learning and development, total rewards, workflows, and/or off-boarding negatively impact your organization. With a focus on increasing the human capital ROI and functional service delivery, we will utilize time/motion evaluations, workstream/flow analysis and conduct organizational design and workflow improvements (technology improved, organizational structures, number of jobs, and legally compliant descriptions, etc.) to meet organizational objectives and sustain a competitive labor market advantage.
- HR and Workforce Strategic Planning – We will facilitate your HR and Workforce strategic planning process utilizing a 6-step approach – 1) Environment Scan, 2) Customer/Market Analysis, 3) Current state organizational assessment, 4) Mission/Vision/Value Review, 5) Strategic Issues/Questions & Goals, 6) Implementation Plan & Evaluation, to align business objectives with human capital requirements. We help HR leaders align their HR practices to organizational goals, design an HR organization that delivers value, and upgrade HR professionals to demonstrate the right competencies, as identified and needed through this process.
- Performance Management & Appraisals – Develop or enhance and train managers on the use of a more efficient, AI/digitally empowered, absolute and objective manner for setting/communicating and documenting goals, managing performance thereto, and capturing performance outcomes during the appraisal process that can be used for compliant and more equitable solutions.
- Alumni Employee Program Development – Develop and implement a program that will allow you to better rebound hire former employees.
- Pre- and Onboarding Program Development – Develop and implement a program to increase ‘time-to-productivity’ for all new hires.
- Workforce and Labor Market Trend Analysis – Present to executive and senior leaders a very robust, interactive and future-focused landscape of the domestic and global labor force trends, as well as help leaders critically think about how the political, environmental, societal, technological, economic, and legal trends may impact it.
- Executive Team, HR Department, All-Employee Assembly Presentations – Develop and deliver presentations to executive teams, people managers or at employee assemblies, topics related to researched-supported best practices for managing employees and working in a more inclusive, equitable, and engaging workplace anchored on merit-based analytics for the benefit of employees, customers/constituents, communities and shareholder/taxpayers.
Either an ineffective human capital strategy or poor execution can have a substantial negative impact on your organization. The optimum solution is a well-designed strategy supported by effective execution supported by monetized analytics. In this increasingly global and highly competitive labor environment, HR and business leaders can no longer get away with haphazard hiring, poor talent management, reactive solutions, and/or ineffective career management. Employees today aren’t interested in just jobs — they want meaningful careers and experiences.
For the best outcomes, allow the Kaufman, VonStuben & Associates to evaluate whether value-added improvements can be made to your human capital infrastructure, related strategies and/or organizational results.