EXECUTIVE AND MANAGEMENT SEARCHES/TALENT ACQUISITION
- Trinity’s consultants have successfully performed searches for a wide range of positions in a diverse array of organizations.
- The process identified multiple highly qualified candidates per search who were not actively seeking a new position, along with the conducting of psychometric assessments to assist in the selection decision.
- Trinity’s role also includes preparation of detailed offer letters with appropriate restrictive covenants to protect the hiring organization.
ORGANIZATIONAL & PEOPLE DEVELOPMENT: CULTURE
- A CEO & the Head of HR sought Trinity’s assistance with concerns they had about their organization’s culture at one of its facilities.
- Trinity designed and conducted a customized survey to ascertain employees opinions about the culture of the organization.
- Based on the results of the assessment showing several significant shortcomings, Trinity developed and provided specific training to the executive and management team members to address the issues, including:
- Trust
- Team Building
- People Management
ORGANIZATIONAL & PEOPLE DEVELOPMENT: MANAGEMENT SKILLS
- Trinity assisted a new CEO in evaluating the members of his senior management team in terms of their skillset in comparison to the organization’s needs.
- As a result, two incumbents were identified as being unable to development the competencies needed within a reasonable time frame.
- As an additional result, Trinity designed and conducted a multi-day professional development program for the management team focusing on the competencies needed to be enhanced. These included:
- Strategic planning
- Critical thinking
- Goal setting
- Prioritizing
- Communication
- Decision making
- Problem Solving
- Conflict management
ORGANIZATIONAL & PEOPLE DEVELOPMENT: CHANGE MANAGEMENT
- Trinity worked with the CEO of a growing client to facilitate the successful implementation of organizational changes taking place. The changes included the hiring of a General Manager in order to allow the CEO to move away from the day-to-day operations and focus more on strategic issues.
- As part of its assistance, Trinity designed & conducted a customized survey related to the reactions to & attitudes about change within the organization.
- Trinity analyzed the survey results as part of developing & conducting a workshop related to change:
- Why the company needed to change
- How change makes people feel
- The steps of the change process
- What helps or hinders successful change
- The benefits of successful change
ORGANIZATIONAL DEVELOPMENT: TEAMBUILDING
- Trinity’s discussions with a CEO led it to conclude that the members of the management team were not working together as well as they should & as well as they needed to.
- Trinity conducted a DISC assessment of each individual’s behavioral style & provided each individual with a comprehensive (10+ page assessment) of her/his behavioral style.
- Trinity trained the team of the various styles within the group, with particular emphasis on how to:
- Understand the strengths & weaknesses of each style
- How to effectively interact with others’ styles, whether the same as theirs or very different
BENEFITS MANAGEMENT: HEALTHCARE COSTS
- After receiving its annual renewal, Trinity’s client wanted to have an analysis done of its healthcare, life insurance & disability benefits.
- Trinity performed the following analysis:
- The services of the client’s benefits broker in terms of quality, scope & fees.
- Their benefits (total cost [as well as share of cost borne by employer versus by employees] & quality (coverage, co-pays, deductibles, etc.) in comparison to the marketplace
- The analysis resulted in:
- The selection of an new broker following Trinity’s preparation of a Request for Proposal submitted to multiple brokers, with lower fees & expanded, improved services
- Changes to the healthcare carrier that substantially lower the client’s cost without reducing benefits or increasing the employee’s share of the total cost.
- The introduction of selected voluntary employee benefits that were well received by employees.
COMPENSATION: INCENTIVE COMPENSATION TO IMPROVE PROFITABILITY
- A client desired to incent their senior management to improve the company’s financial performance.
- In working with the client, Trinity designed an incentive compensation plan tied to improvements in the company’s EBITA.
- The plan was designed in such a way that the increase in profitability was in part retained by the company & in part paid out as an annual performance bonus (representing a combination of profit sharing & gain sharing plans, with the payout formula being such that the senior management members are highly motivated to achieve & exceed the profit objectives.
COMPENSATION: COMPETENCIES & PERFORMANCE MANAGEMENT
- A client did not have competencies nor a formal performance appraisal process in place.
- In working with the client, Trinity:
- Generated a set of competencies for each family/level of positions
- Developed a performance planning process to establish each applicable position’s initiatives, projects, goals for the upcoming year, synchronizing it with the company’s annual planning & budgeting processes.
- Created a performance appraisal template for the immediate supervisor to complete, along with an option for the supervisor to have the employee do a self-appraisal
COMPENSATION: MARKET PRICING
- A client was concerned about the competitiveness of its compensation for selected management positions relative to the marketplace.
- Using its subscription to a vast data base of positions, Trinity provided the client with a comparison of the actual compensation (in terms of annual salaries, incentive/variable compensation & total cash compensation) of the incumbents relative to the market place for comparable organizations.
- Trinity used its analysis & the performance of the incumbents to prepare recommendations for all of the selected positions for the next three-year period.