Our Philosophy
The correct intervention, in the correct situation, applied by skilled practitioners equals success.
The HRD, Inc. model was developed after years of observation of management and leadership interventions and finding the common elements in those that were successful.
Culture
Those beliefs, values, and standards shared by the members of the organization which united them. They may individually come from highly diverse origins, but in the workplace they see each others as team-mates. Whether they call themselves Americans, Democrats, Republicans, IBMers or Microsofties, they see themselves as belonging to a common culture. Most people behave in culture-appropriate ways. Change that culture and they behave differently.
Direction
The strongest motivation found in healthy organizational environments is ENLIGHTENED SELF-INTEREST. People behave in their own best interests most of the time. When a company works to align the self-interests of it's people with the goals of the company, - efficiency, teamwork and productivity rise. The primary function of LEADERSHIP is to set clear directions and communicated them in words AND ACTIONS. Mission statements, vision statements, and clearly set individual and team goals are typical examples.
People
The organization's human capital is it's most valuable asset. When it comes to abilities and potential for growth, not all people are equal. Acheiving and/or maintaining a staff of "winners" is the single most difficult aspect of building a company that is consistently at the top of its industry. Top quality people not only perform effectively, but also help the company adjust to changes in it's marketplace and in the world.
Empowerment
Power must be pushed downward to it's lowest possible level. Power applied "where the rubber meets the road" allows the most appropriate people to innovate, improve quality and productivity. Decision quality and timeliness improve dramatically when power is sent to the lowest appropriate level. It allows executives and supervisors to do less micro-management and more strategic thinking. The company's structure must be efficient and allow its people to function smoothly. Beaurocracy or inefficient organization can destroy the empowerment of an entire company.
Organizational Maintenance
The functions help to keep the organization functioning well. If not tended to, these functions can erode the progress of any successful organizational change. Included in these are: communication, conflict resolution, team-building, succession planning, strategic and tactical planning, development of new and current managers and a host of other functions which support the organization.
Our model, then, can be seen as a pyramid, with each level supporting the ones above it.
Our services are designed to build each level from "scratch" (as in a newly forming company) or to reinforce and enhance each level as needed by the individual corporation. For example: employment evaluations for hiring, developmental evaluations for promotion and development help the company improve that first hiring or promotion decision as well as assess potential for future growth. Each service is designed to fit the particular needs of each individual corporation.