Management Consulting Services

Hanna Consulting Group Inc. provides a wide range of consulting services in business processes and organization development. A brief summary of these services is provided below.

  • Overall Business Review
  • Installation of Systems Based on Need Analysis
  • Development of Craftsman/Foreman Performance Evaluation

Overall Business Review

Business Management

  • Compare results against Benchmarks; Financial – RMA, NECA, CFMA, Peers; Safety – OSHA, US Labor, NECA, Peer Groups
  • Incorporate geography and local economy
  • Market share
  • Sales Management
    • Effectiveness per employee
    • Construction Backlog management
    • Profitable and Unprofitable work
    • Repeat Business and Customers
    • Customer Feedback System
  • Accounting and Control
    • Cost Accounting; by job, by manager/department
    • Profit and Loss Statements, Balance Sheet
    • Use of Benchmark data
    • Payables, controls
    • Receivables
    • Purchasing
    • Overhead
    • Authorities
  • Planning
    • What’s done?
    • Management Involvement
    • Annual Plans and Budgets
    • Longer Range Planning
  • Safety Program
    • What is it?
    • Effectiveness
    • Track record and trends
    • Importance
    • Key Statistics; Experience EMR (Experience Modification Rate), Incident Rate, Frequency Rate, Loss Ratio

Processes

  • Standardization and Documentation
    • Do the employees follow the system?
    • What kind of Documentation and Training?
  • Estimating
    • System(s) used
    • Reviews and Signoffs including operations
    • Authorities
  • Job Management
    • How many losers?
    • Average markups
    • System(s) used
    • Task Management and tracking, payroll driven
  • Human Resources
    • Management acquisition and development –
    • Part of job responsibilities?
    • Hiring Process; offers of employment
    • Position Descriptions
    • What works, what doesn’t?
    • Measurement systems
    • Accountability
    • Employee placement
    • Review System
    • Pay Increase system
    • Bonus/Pay for Performance System
    • Training Programs
  • Purchasing
    • Who does Centralized? Operations?
    • Purchase Order System
    • Authority

Installation of Systems Based on Need Analysis

Business Management (Involvement of Primarily Management suggested)

  • Benchmarking Performance in all areas of financial performance, knowing what to focus on
  • Strategic Marketing
  • Accounting and Control
    • Mainframe Systems
    • PC Server Based Options
  • Planning Sessions
    • Outside or Inside Facilitator
    • Plan Examples
  • Safety Programs
    • Company Program and Manual
    • Implementation of a Program
    • Safety Resources and Professionals

Processes (Heavy involvement of all employees suggested)

  • Determine Standardization Desired
    • Documentation of current processes
    • Begin process improvement program
  • Estimating
    • Types of Systems available; Computerized or spreadsheet based
    • Review and Standard Summary System
    • Estimating Team
  • Job Management
    • Systems available
    • Foreman experience and training
    • Performance Measurement potentially tied to compensation
  • Human Resources
    • Management Acquisition and Hiring Process
    • Position Descriptions
    • Measurement and Accountability System, potentially tied to compensation
    • Performance and Development review systems along with compensation review
    • Training needs and respective programs
  • Purchasing
    • Purchase order system with payable tracking
    • Invoice approval
    • Purchasing authority and process

Development of Craftsman/Foreman performance Evaluation

If you desire is to tie wages to performance, then HCG recommends the development of foreman performance evaluation. The goal of this performance evaluation is to allow foreman to set his/her own goals and allow management to align company’s goals with individual goals. It is also recommended that this performance evaluation should be extended to journeyman to allow management to identify future leaders.

Services Related to foreman’s performance:

  • Develop a Forman Evaluation Form
  • Development of Job duties for foreman and journeyman
  • Determine Evaluation Frequency
  • Determine a Relationship Between Performance and Wages
  • Encourage the Setting of Performance Goals
  • Determine Who Will Do the Evaluation
  • Detail the Steps of Implementation of this Evaluation Process