It is the norm for us to view the efficiency of business and the performance of individuals within it as separate entities with isolated causal influences, variables and outcomes. That peoples performance is often associated with their abilities, their mindset, their knowledge or experience. And that we improve performance with resilience courses, training programmes or tighter regulations for input (e.g. defined hours & monitored tasks).
When employees are supported and empowered by intuitive and effective HR processes and systems and that the systems are being used by competent and confident individuals, employee engagement, innovation, retention, productivity and profit are the outcomes.
The Science of Productive Forces recognises that the performance of organisations and the people within them lies in the relationship between the two, that it can be measured against financial results and that the process can be managed.
Business outcomes cannot be scientifically delivered. However, there are recurrent patterns and key factors that allow investigation and analysis which will unlock the productivity of your resources. Studying business (like the study of waves, coastlines clouds or trees) can be said to be ‘Fractal’: i.e. that businesses are similar but that nothing happens in the same way twice but that patterns and key factors can be observed and exploited to the advantage of various businesses.
“Fractal Productivity” is the study of the known key factors to map the patterns of business productivity. CopiasTM helps you exploit them.
Your Key Productive Force
People don’t leave businesses, they leave the people and culture within a business so why don’t business executives and their HR teams do more to manage and retain their people with the very best HR practices, because not doing so reduces productivity, increases your costs, negates your culture and restricts your business success.
Every four to six years your employees leave taking their Tacit Knowledge (experiences) and your Intellectual Property somewhere else; possibly to a competitor, maybe out of your industry. This renders your investment in them wasted and hands you an operational backstep whilst you find and train a replacement. Perversely the employee who trains the new employee has quite often never done the role in question, handing you a further problem because their and your vital Tacit knowledge has gone forever.
The average pay increase per employee move tops 10% yet average pay increases are hovering at 2% so why wouldn’t they move? Or asked another way, why aren’t we all trying harder to keep and grow our existing workforce?
By performing and recording your HR actions and data and measuring them against your business results it is possible to see what actions have what outcomes. Large organisations know this and can afford the people and software to help them. Here is the assistance that has been the exclusive property of those who can afford it.
This approach can be measured and managed over time with the complimentary new theory and free e-book: Accounting For HR Performance.
For more details about the Theory please follow this link: DIY HR Course: The Science of Productive Forces
If you would like the Tool-Kit to help you do learn this process yourself, reach out.