Human Capital Assessments

Acclaro Growth Partners conducts market, competitive, customer, operations, and management research.  Our management assessment is an analysis of the management team, and the team’s working dynamics.  An organization is only as strong or weak as its management team.  Management assessments are effective in providing input on the strength of the human capital in your organization. 

Why conduct a management assessment?  One reason to conduct a management assessment is to augment due diligence activities.  In purchasing a company, it is important to look at three legs of the stool: financial, market, and management.  If only two legs are strong, the stool may not be able to withstand the pressure, and may tip over.  Savvy investors do not accept at face value what management says about the financials or the marketplace.  These investors also take the time to assess management.  Other reasons to evaluate the management team involve restructurings and management changes, changes in corporate strategy, and in situations in which there is a significant problem (declining revenues) and no clues as to the root cause of the problem.

How do we conduct the management assessment?  Our team is comprised of partners who have worked for large corporations.  They have overseen rapid corporate growth and have nurtured start-ups into stable and profitable entities.  They are skilled in conducting in-depth, targeted interviews designed to elicit critical information.  The interviews are semi-structured to prompt frank, candid, open conversations.  A team approach is typically utilized.  Optionally, there are personality inventories which may be utilized to provide greater insight into the team dynamic and individual styles.

What are some of the typical issues that are discovered during the assessment?  Below is a list of issues that we often uncover in our assessments:

· Organizational structure – Is there a pattern of shared values and beliefs that provides members of the organization with meaning and rules for behavior?

· Culture – Are people, work processes, and resources deployed to achieve organizational goals effectively?

· Talent acquisition and feedback – Does the company attract and retain exceptional talent?

· Performance feedback – Is there a systematic or structured process to set performance expectations and provide feedback on a consistent basis?

· Communications – Is there a system in place to provide employees with timely information about business performance, plans, and strategies, in order to make good suggestions for improving the business and to cooperate in major organizational changes?

· Training and development – Does the company invest in improving the technical and managerial competencies of its employees?

· Compensation – Is there a corporate pay philosophy that rewards performance, and that employees perceive to be equitable?

· Leadership capability – Does the core management team have the requisite breadth of experience to understand its market and manage the company to the next level of growth?  Does the leadership style motivate employees to work toward the company’s strategic goals?  How deep into the organization does the leadership capability permeate?  Does management operate with integrity and ethics?

· Dynamics of power – Who really controls what happens in the organization?  How are power and politics used in the organization – self-serving obstacles to success, or pathways to effective decisions?

· Decision-making process – Are decision made by an individual or a group?  How is information collected and distributed?  How long does it take for decisions to be made?

· Human capital investments – To what extent has the organization considered the importance of policies, processes, and procedures that foster growth and development of existing employees?

· Vision – Are there organizational leaders with clear visions of the future?  Are these visions aligned?

Management assessments can reveal the answers to all of these questions.  More importantly, they can help focus the efforts of the board.  Which areas require immediate attention, and which are concerns that can wait?  Consider a human capital assessment for your organization or acquisition target.

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