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PERSONNEL

PERSONNEL MANAGEMENT

What is Personnel Management?

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The precise acquisition, positioning,  development and effective management of human capital of  an organisation, to fulfill it's purpose and goals. 

 

Xecology's personnel management programs establish systems for enahanced personnel competence, performance, production, quality, external influence, viability, gross income, profit and stable growth.

 

The following are examples of the viewpoints we place in the hiring and positioning of human assets; 

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  • The judgement of character, competence, energy and their fit for your company. ?

  • Reliability, ethics and trust.   

  • Commitment, loyalty and dedication.  

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People and staff change just from how you treat them, train them, lead them, drive them and how you help them through the barriers of production.

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  • Yielding from human assets in a manner thats sustainable for the long term.

  • Making training effective and efficient.  

  • Directing staff to maintain good relations and performance habits. 

  • Protect valuable staff from the negative affects of poor leadership, management or reactive staff.

  • Standard and effective team leadership.  

  • Standard and effective motivation of staff.   

  • The encouragement of staff direction by leadership.  

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Today, personnel failures are delivered en-masse by global and small organisations all over the world, from third world to the most well developed cities. Yet, the laws on managing staff are simple, effective and capable of driving  organisations towards potent growth and longevity.   

BASIC PERSONNEL PROGRAM

Basic Personnel Programming

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Xecology Basic personnel programming is a bespoke handling of the key points and conditions that exist within the client organisation; programming starts with observation, analysis and evaluation of the following points;

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  • Organisational requirements

  • Current deployment analysis

  • Staff control, the effective management in the allocation of resources.

  • Acquired Skill set and knowledge

  • Personnel Cost and investment

  • Education and training

  • Performance volume and quality, through efficiency ratios and benchmarks.

  • Personnel recruitment policies;

  • Recognition of key qualities in skill, education and personality traits, contributive to organisational purposes.

  • Rewards and penalty systems that increases production, reduces non performance and increases quality performance.

  • Training in skill and knowledge.

  • Promoting employee involvement and responsibility.

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Key Comparisons are made through efficiency ratios, measured against market and competitor benchmarks, as well as analysing inherent potential within the organisation.

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The analysis and deployment of human assets across a correctly structured organisation, with staff also knowing it's structure, following its processes and flows; will result in efficient staff and organisation that focuses with greater ease and knowledge of who and what it needs to communicate, undertake and deliver.

ADVANCED PERSONNEL PROGRAM

Advanced Personnel Programming

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The following are the areas targeted in our programs; that establish policy, processes and procedures to raise company standards and performance;

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  • Development of Organisational culture.

  • Establishment; inc: Process Lines and terminals; organisation structural development.

  • Standards in personnel management; including the development, promotion, and implementation of personnel policies.

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Programming of staff to elevate their skills, ability, knowledge and statuses within the company.

Managing staff morale; rewarding employees for good performance and creating a positive work environment.

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  • Standardised Ethics and justice.

  • Production; Personal strategies.

  • Quality management and staff corrections

  • Internal relations management.

  • Contingency planning.

  • Rewards, penalties, development and motivations.

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Xecology ensures that human capital is nurtured and supported through the creation and management of programs, policies, and procedures that foster a positive work environment (through effective employee-employer relations) and the exact facilities that expand production capacity and improve performance quality, whilst also adding quality to the personal experiences of staff and ultimately resulting in greater profit and a greater willing to create and increase it.

EXECUTIVE

STRATA

Executive Strata

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Xecology conducts a four tier system to establish a sustainable system from which to manage personnel; applying comprehensive consideration of all related matters. Why organisations fail as organisations is through the self inflicted mismanagement of it's personnel; it's key asset; generating inefficiencies and potential threats to itself. A management structure that understands this, along with it's responsibilities and how to manage personnel effectively, properly will be able to bring the whole focus of the organisation outwards, towards the competition, as well as the economic and commercial environment.

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Establishing the Executive Strata of an organisation will include specifically the establishment of various structural elements, separate from the main structure of the organisation, such as the following;

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  • The President's Office

  • Executive council

  • Advisory Council

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The establishment of an executive structure that will maintain sufficient presence and intervention to effectively manage the various sections and aspects of the organisation, whilst also maintaining alignment as a single structure and as a micro structure, as part of a greater whole, is the essence of our expertise, regardless of size. We are effective in ring fencing, collating and organizing  organisations, groups and operations, regardless of their complexity into systematic and organised machines.

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Aside from the structure of the organisation itself; the executive structure is the priority in order to bring immediate influence on to the organisation, addressing the potentials, threats and opportunities that exist within and outside the organisation.

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Executive Programs

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We have separate programs specifically to address the development of executives as distinguished assets of an organisation. The following are examples of matters addressed;

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  • Leadership; driving the organisation to achieve it's objectives; aligning purposes, products and efforts.

  • The development of knowledge, skills, viewpoint and strategies as an executive.

  • The effective and proper management of production from a single, or multiple sections / departments within the organisation.

  • Training, coaching, development and the motivation of junior officers.

  • Management of one's own performance and standards as an executive.

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These factors above are in relation to the executive and their zone of responsibility over an organisation; we are able to go into far more detail and scope to cover many other factors of an executive's potential success, influence over themselves, their organisation and the handling, management of all the barriers faced specifically by executives.

MANAGING AGENDAS

Positive and and Hidden Influences

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Identifying Winning Characteristics

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The identification of personality traits in potential recruits is vital in assessing the quality and the potential value a recruit prospect has for your organisation. Whereas traditionally, recruitment follows the process of requesting references, experience and formal qualifications for reassurance on a candidate's suitability but very little in the form of their current ability to learn, their ability to persist, their temperament, their level of honesty, their ability to maintain an appropriate balance teamwork with individualism to other traits such as discipline, ethics, ability to identify and use logic, their ability to analyse versus to react and most importantly, definitively; their ability to be CAUSE over their environment, rather than the  effect.

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We aim to determine these factors and look towards implementing systems in order to recognise the best staff, with greater precision and certainty, for the long term and for greater enrichment in the organisation's potential to excel.

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Identifying Sources of Trouble and Debilitating Influences

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The headlines of everyday media, all over the world, will highlight the threat to companies and organisations as a result of mal intent or diverted purposes. This is beyond a lack of discipline or integrity, a case of bad ethics or executive error; this is a basic set of personality traits, inherent in one individual, that unless isolated, poses a potential major threat to your organisation.

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It's easy to identify an area of trouble in an organisation, just harder to identify the actual individual who is more expert in covering their tracks. How an individual operates in life, doesn't necessarily demarcate itself separately from work life and a troublesome adult will be expert in diverting attention and avoiding the attention of an executive investigating matters.

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Good people, officers and executives exist in organisations; they form the majority of your staff and deserve the rewards reciprocated for company success. However, unless the dangerous elements are handled, the good staff will leave as a result of bad staff that will opt to stay in what is demonstrably a safe cover.

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Our expertise in clear to understand and transparent investigations will highlight where and what attention needs to be applied and why.

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