Giving up quality to cut cost
Automate your HR operations and save. It’s that simple.
The Quality Cost Dilemma
In a recent meeting with a client, heated discussions around the Quality Cost challenge added to the heat Dubai Summer is well known for. I listened as the client continued to express his frustration with slow business, clients chopping off services that represented much of his revenue stream and to top it all, collection challenges.
Shouting and exercising other signs of desperation in attempts to save his company from fading out, he asked me to present him with our perspective of which teams / team members he had to ask to leave the business so that the company could cut cost. When I asked about the effect of people leaving on the quality of service rendered to clients he interrupted quickly and confidently: “Forget Quality, We Must Cut Cost”!
Solve your quality cost dilemma
Solution to the Quality Cost challenge
While I thoroughly understand why someone in his position would think this way, I could not just keep quiet. It wouldn’t be fair. It would not be me.
I requested our team to interview their staff so that we could fairly construct a comprehensive report and show where we could cut cost but never on the expense of quality.
At MAHAM Management Consulting, it is a punishable crime not to assess the most valuable asset of a company, its Human Capital. We interview all employees and qualify from a job competence perspective who’s fit and who’s not then we coach and train the ones requiring help with certain skills. However, when we assess personalities through the interview questions or our online Psychometric tests, we have no mercy on the ones with negative energies. They’re out irrespective of their contribution and years of servicing the business. Long-term, they cause more damage than benefit.
Surprisingly, we discovered that the client had not started using innovative tools and sophisticated Artificial Intelligence to automate their operation. Sadly, the client was still deep diving into unnecessary cost and delivering less quality than could have been achieved through today’s smart technology.
Needless to say, we revolutionized their HR system, automated their marketing and optimized their efficiency. Although we had asked the staff we categorized as nonproductive to leave, we are replacing them with very low cost IT automation systems and in some cases with fresh motivated quality work force. Our selection process to shortlist out of the hundreds of CVs received is, as you’d expect, fully automated at 100% efficiency.
In less then six months, the company is back on track with productivity and motivation at an all time high.
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