Organizational Performance

For two hundred years organizations have worked to maximize the growth of their capital using the Analog Trinity of Bureaucracy, Process and Rules.  With efforts in Six Sigma, Lean Supply Chain, Outsourcing and so on, executives have relentlessly optimized their Analog Trinity in order to drive their performance.

However, many organizations have recognized that it is becoming increasingly difficult to make further gains in efficiency.  And, often customers no longer value the gains that are achieved.

To address this issue, organizations must start to think out of the box.  They need to relearn the process of innovation, in place of improvement, and find new ways to create value for their customers. Surdak & Company’s Organizational Performance Solutions help companies rediscover their ability to innovate, through the application of quantitative approaches from Data Analytics.

Our O.P. Solution Areas include:

1. Operational Metrics

Are your Key Performance Metrics (KPIs) helping your business, or hurting it? Have they instead evolved into Key Progress Inhibitors, constraining your organization’s creative spark? Through analytics, we help clients understand where they are in their improvement-innovation lifecycle, and how to reenergize their organization’s creativity through the disruptive use of KPIs.

2. Innovation and Digital Transformation (IDT)

After decades of using the Analog Trinity of Bureaucracy, Process and Rules, many organizations have lost their ability to innovate.  This comes at a time when transforming your business, and realigning to the Digital Trinity of Mobility, Social Media and Analytics is critical to business success.  In our IDT practice, we assist clients in understanding where they are in their own transformation, where their customers’ expectations are heading, and how to quickly close the gap between the two.

3. Human Asset Management

Your organization’s output depends on three inputs: Resources, Capital and People.  For over a century, organizations managed people as if they were first resources, and then capital, and in both cases we lost the unique value of our people.  But now more than ever, your people are your organization’s greatest asset, or liability.  Through quantitative analytics it is possible to measure, understand, and enhance the performance of people in your organization as never before.

Since the beginning of the Industrial Revolution organizations have worked to optimize the three key inputs of production: Capital, Resources (Raw Materials) and Labor. These inputs, combined with the intangibles of the Analog Trinity (Bureaucracy, Process and Rules) have defined how organizations have created wealth for over 200 years.

Organizations have worked to constantly improve each of these inputs, the result of which is tremendous productivity growth which has created the world we now enjoy. That journey of improvement continues. However, further gains seem more and more difficult to achieve based upon our prior success.

Of the inputs to production, Labor has been the least understood, managed and leveraged. Organizations have tried to treat Labor like a resource (hence, Human Resources) and like capital (hence, Human Capital), yet Labor is unique from both of these other inputs. Labor is unique in that investments in Labor can lead to dramatic and lasting increases in productivity and differentiation, if those investments help people learn, grow and contribute more effectively.

Making the most of Labor requires a different approach, one that recognizes the unique contributions that people can have on production, and encouraging their development and growth. Rather than looking at people as Resources or Capital, organizations need to manage people as Assets, where skill, experience, knowledge and attitude are measurable and can be developed and grown to improve asset performance.

Surdak & Co. has developed our Human Asset Management (HAM) practice to specifically address the unique value provided by people in the production equation. As more and more of our organizations are outsourced, automated and devalued, these unique contributions by people become the sole remaining differentiator for every organization.  Having good people, and having them do good things, will determine the winners and losers in future competition. Through HAM, organizations are able to identify which of their people can make unique contributions to their organization, and then invest wisely to ensure that they do.

Once these value-added employees are identified, their skills and abilities must be properly applied in solving key business issues.  Investment in these skills and abilities must be measured and managed like any other asset to maximize productivity.  Employee development must be governed, and Employee Growth Governance (EGG) is the methodology used to provide this oversight.

Using leading edge tools and techniques, Surdak & Co helps our clients identify key people with the capacity for productivity growth (HAM) and then manage their growth as a key resource to the organization (EGG). 

4. Human Information Management

For seventy years organizations have been collecting, analyzing and acting on structured data.  Business information captured in neat rows and columns allowed companies to better manage their inputs of capital, labor and raw materials to create better outputs. Constant improvements in this process and in our technology led to the Enterprise Resource Management (ERP), Supply Chain Management (SCM) and Customer Relationship Management (CRM) systems that are the foundation of every modern organization.

Most organizations are so effective at managing their structured data that there is little room for improvement from this source.  Instead, effective organizations are starting to leverage their most valuable untapped resource: unstructured data.

Structured Data Unstructured Data
· Rows and columns · Free form streams of data
· Quantitative; Defines and measures · Qualitative; Describes and explains
· Little or no context · Rich in context
· Defines “What” · Explains “Why”
· Sets constraints · Defines opportunities

This unstructured data, or Human Information (HI) exists in every organization in the form of emails, text messages, video and audio files, social media posts and so on.  This information is extremely rich in context, and yet most organizations do not keep this information, let alone analyze it.  However, HI may be the most valuable source of insights into the opportunities and threats that your organization faces, and what you should do about them.With our Human Information Management (HIM) practice, Surdak & Co. helps our clients harvest the untapped value in their unstructured data, discovering new paths and approaches to delighting customers, identifying and retaining the best employees, and hiring tomorrow’s leaders and innovators.Leveraging state-of-the-art technologies and techniques, Surdak & CO rapidly digests and understands your organization’s unstructured data, developing entirely new perspectives on employees, customers and your business’ operations in remarkably-short time frames.Once insights are found our Heuristic Employee Rewards (HER) solutions guide our clients in how to best use these new insights to create game-changing results with both internal operations and customer solutions.Our HIM practice helps organizations to rapidly identify sources of value never before seen, and supports fact-based decision making in operational metrics, customer and employee satisfaction, leadership, innovation and other business factors not previously measurable.Our HER practice guides organizations in using these new insights to create measurable, lasting and repeatable returns on your human assets.