Management Consulting Group – Planning

Category: Business Development

Management Consulting Group – Planning

Management ConsultingStrategic

Strategic and Tactical Planning

Introduction

As an ethos, Management Consulting is at the very heart of who we are and what we’re about.  After all, bringing together the highest quality deliverables to address engineering needs, develop process auditing,  manage risk, or guide your project is meaningless if we don’t already have set in place a bullet-proof management plan that will ensure success.  Because of our 70+ years of combined experience in these areas, our Client Family is assured of comprehensive guidance.  In today’s post we’ll focus on one area we absolutely love and thrive upon – Strategic and Tactical Planning.

 

Strategic and/vs. Tactical

First off, let’s recognize that there is a difference between the two.  Strategic refers to long-term, broad-based business goals, objectives, and even wishes.  The Tactical Plan feeds from the Strategic and is much more short-term (even immediate) and normally narrowly focused.  Finally, a strategic plan is more concerned with the future while the tactical is concerned with the here and now.  To be even more specific, it is possible to have a Strategic Plan without a Tactical Plan but, in the strict interpretation, you cannot have a Tactical Plan without a Strategic Plan.  Why?

For those familiar with the strategic planning/project management process, the creation of action items and assignment of individuals or groups to complete them is a sign that you are nearing the “end of the beginning” in creating your strategic plan.  Many times those responsible for completion are key-persons involved in plan creation resulting in no “trickle-down” to management at other levels – NO Tactical Plan.  In others, the direct result of action item creation is the Tactical Plan and assignment of action items (the tactical plan itself) to management staff at lower levels who have a better understanding of day-to-day mechanics and are more in-tune with “how” as opposed to the “what”.

 

RTSGC Planning Aspects

  1. We utilize your key personnel, and others, in the creation and facilitation of an Advisory Board.
  2. We guide a review of your company’s Goals and Objectives, Mission and Vision Statements, and previous elucidations (if any), in the strategic plan area.
  3. We arrange for and guide a complete evaluation of your organization’s Corporate (or Agency or Non-Profit) Structure and reassignment or modification of hierarchical metrics, as needed.
  4. We perform an in-depth analysis of Internal Operations, preparing and delivering a report, for the preceding 3 years, minimum.
  5. Following recognized best practices, we guide you in completing a SWOT (strengths, weaknesses, opportunities, threats) Analysis, defining Core Purpose & Ideologies, identifying long-term goals and objectives, and completing an Environmental Scan.
  6. We facilitate the creation of a Media/Marketing/Advertising aspect of your Strategic and Tactical Plans.
  7. We aid your embedded HR department in full development of all key Position Descriptions.
  8. When appropriate we facilitate the process of converting Action Items to a geographically by department focused Tactical Plan.
  9. We annually direct the process of setting in place an operational work plan for the upcoming year based upon creation of the Tactical Plan.
  10. Annually we guide your CXO professionals in defining/redefining aspects of the strategic plan to be addressed in the Tactical (Operational) (Work) Plan.

The planning process is NOT just for large corporations.  In fact it can be especially beneficial for small, family run businesses and non-profit organizations because it brings experts with different perspectives to the table and requires a great deal of introspection from participants.  There are so many other areas in which a properly facilitated and executed plan can concern itself and most of these are specific to you, your company, and the industry in which you operate!  Reach out to us for more information Info@RTSGlobalConsult.com.

“Ground Truth”

Philosophy

 

 


RTS Global Consulting LLC

INFO@RTSGlobalConsult.com
www.rtsglobalconsult.com
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Overseas Contractor Complexities

(Editors Note: Please join us in welcoming guest blogger and author Valerry Mannarino.)

Overseas Staffing Complexities for Contractors

By: Valerry Mannarino

To remain competitive in today’s global economy, many U.S. companies have either expanded overseas or will in the near future.  When it comes to that expansion, few challenges are as immensely meticulous as navigating regulations, policy and culture in order to effectively staff the organization.  From language barriers to extraordinary insurance costs, a successful staffing plan is not a straightforward process.  The primary components that need to be included in establishing a strategy are resources, tax and employment regulations, cultural insight, and the time you’ll need to get the employees in place. It’s not the screen candidates, interview, and make an offer experience.  Yet with patience, perseverance, and some knowledgeable people on your side, it can be enormously rewarding.

Employment law in foreign countries is extremely complex and designed to protect the worker not the employer.  Take extreme care in deciding to hire independent contractors, also known as “service contractors”. An independent contractor may later be deemed an employee by the host country.  This can happen during or after the engagement and can lead to substantial penalties and fees that may outweigh the cost to hire.  Engage with professional assistance familiar with the employment laws of the host country.  Have formal policy in place and documented outlining your company’s position in engaging the independent contractor and any applicable tests to qualify them.  This reinforces your company’s intent to follow the employment laws of the host country in the event of an audit.

Employment tax laws vary greatly from country to country.  The responsibility of whether the paying agent or the independent contractor must make tax payments at the time of compensation, at the time of annual tax return preparation, or quarterly tax prep will depend on the regulations of the host country.  Understand the local income tax policy and both the company’s obligation, as well as the independent contractor’s, to both U.S. and local authority.  Keeping good records and tracking payments made to the independent contractor should be considered a best practice.  In addition all independent contractor expenses need to be charged to the appropriate project and document retention practices need to be adhered to.

In order for a company to be a successful global operation, they must think like global consumers.  While an office in another country may resemble the same environment you are used to seeing in the United States (or your home country), make no mistake there are explicit and implicit cultural differences at work.  Explicit cultural differences relates to the local customs, food, dress, entertainment and even their attitude about things such as work ethic and decision-making patterns.  Implicit cultural differences is in regards to how work relationships are defined in the host country.

Is the decision-making process a group or individual effort?  Should relationships be established before, during, or after entering into a project together?  Language and comprehension skills are daunting.  I recall a situation where I presented an offer to a candidate coming from India.  Throughout the entire acquisition process his response to every request was “sure, sure.”  Then he turned down the offer.  In diving deeper I learned that the culture in India sees it as disrespectful to disagree with a person they view in a higher level of decision-making authority.

Conclusion:  Resources to connect with can be found on websites such as the United States Department of State, on HR websites such as SHRM (Society for Human Resource Management), CEB (Corporate Executive Board), and many others such as LinkedIn groups dedicated to discussions on global hiring challenges.  U.S. Embassies and Consulates can also be of assistance in helping the worker and his or her family transition as easily as possible.  The value in understanding a host country’s employment processes cannot be understated as it can greatly impact the success or failure of your projects.

“Ground Truth”

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RTS Global Consulting LLC
INFO@RTSGlobalConsult.com
www.rtsglobalconsult.com

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RTS Supports Veterans First Program

Veterans SDVOSB

RTS Supports Veteran Owned Businesses

Did you know???

RTS Global Consulting LLC is a Service Disabled Veteran Owned Small Business (SDVOSB)?  For more information about this very special designation please visit the Office of the Under Secretary of Defense for Acquisition, Technology and Logistics.  Consistent with Public Law 109-461, awarding contracts to Service-Disabled Veteran-Owned Small Business (SDVOSB) firms is the highest priority within the Small Business programs for VA.  Consistent with the mandate and the mission of VA, participation of SDVOSBs in VA Acquisition programs is strongly encouraged.  OSDBU is the advocate that monitors the Veterans-Owned Small Business (VOSB) Program, with a special emphasis on SDVOSBs.  Under the authority granted in Public Law 109-461, VA is authorized to set aside contracts and/or award sole source contracts, to SDVOSB and VOSB firms.

RTS Global Consulting Mission and Philosophy

MissionRTS GLOBAL CONSULTING MISSION STATEMENT AND PHILOSOPHY

MISSION STATEMENT

The Mission of RTS GLOBAL CONSULTING is to identify and engage a global Client Family with the absolute aim of providing the best support services possible in the areas of Management Consulting and International Business Services.  Our goal is to create and cultivate a partnership atmosphere with our Client Family, Employees, and Management Team within the International Community which we serve.

PHILOSOPHY

We are dedicated to the delivery of quality mission-oriented technical services and solutions that will provide for the security and welfare of our Global Client and Employee Family. Our strongest belief is that the highest ethical standards are paramount for us to reach our corporate goals as highlighted in the RTSGC Corporate Mission.

“Ground truth…”

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RTS Global Consulting LLC
INFO@RTSGlobalConsult.comwww.rtsglobalconsult.com
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