Innovative Blended Workforce Design Contingent Hybrid Models

Struggling to grasp increasing complexities of a unstable economy, depleting talent pools, more compliance issues, explosive digitalization and virtualization, and how to best guide your business to react? We look at these issues through a different PRISM and see talent as mobilized opportunities to be organized moving from downsized risk to upside growth.

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Capitalize on new advanced technologies

The explosion of new technologies in HR from cloud computing to virtual learning and vendor management systems make possible the use of independent experts when and where needed.

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We represent new growth opportunities

Value add hybrid and virtual work groups including a revolving door of independent "just-in-time" experts will become the dominant model.

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Work! From almost anywhere at anytime

A blended model of hybrid virtual work groups is beginning to dominate the landscape of how work is conducted and accomplished.

What We Do

We design and help you develop a Blended Workforce organization of Championship Winning Teams
Because people touch the many aspects of an organization, a focus on human capital risk is a very important part of an effective risk management and compliance program. “Yet it is also because of this ‘human factor’—the complex involvement of people in the many aspects of the business—that ownership of human capital risk management can end up ill-defined,” says Michael Fuchs, principal, Deloitte Consulting LLP. In fact, many organizations today face major challenges in this area due to a lack of clarity around roles and responsibilities assigned to human capital risk management. . . . . . from Wall Street Journal, Risk & Compliance Journal | Deloitte Insights | April 29, 2013

SP3M Group helps organizations improve business performance to create value and productivity.  We do this by using a custom blend of contingent talent services, consultative project leadership, talent development methods and design of ongoing performance support tools. SP3M creates more value by improving retention, reducing turnover, fewer days of revenue loss from high performance job openings and blending multi-generational and multi-cultural performance teams to align with business strategy.  Contingent skills can be brought in to facilitate these goals, then get out-of-the-way for a high-powered system to speed on down the road to business success.

In many cases, businesses are either holding back waiting for better times, racing to catch up or just trying to survive, or laying out plans to move forward.  Some are racing ahead of the pack grabbing the best talent and seeking to capture their share of global markets.  Many have a narrow view of the complexities of exponential growth of information, dramatic changes coming in automated management, instant business intelligence to multi-tasking multi-generational, and issues with the coming smart phone.

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Who We Are

Mike Hammer  Business/Workforce Consultant Michael Hib: Author/Writer

Mike Hammer
Blended Workforce Designer, Coach & Author

A life of building "championship workforce teams". Now with a 21st Century blended workforce model.  Mike Hammer has accumulated breakthrough knowledge and diagnosis processes with new uses of cloud computing technologies to assist HR achieve the goals in human development and compliance set by management.

We report information related to the transformation of "work" and the trends in accomplishing it.  Mike's new book on workforce shifts and underutilized solutions for the 21st century written under the pen name Michael Hib.  "BOOMERVILLE: Getting off the Merry-Go-Round"  focuses on the how and why of the way work is performed on a global scale.  It is a primer for all the Baby Boomers' finding a new path to contribute to shoring up the skills gap with entrepreneurial and freelancing opportunities.  "BOOMERVILLE: Getting off the Merry-Go-Round" is available from our bookstore or most online book sellers and in major bookstores.

We work with organizations of all sizes to combine and improve business performance using fewer full timers and more "just-in-time" experienced experts.  The challenge is to create greater value to compete with ever-changing business models for the multi-generational/multi-cultural workforce.  We do this by using a custom blend of contract talent services, consultative project leadership, talent development strategy/methods, and design of ongoing performance support tools.  Pointedly, we revise or rebuild your structure of work and how it is accomplished to compete in a world with scarcer talent on a global stage.

We use a customer centric focus to ensure we are aligned with our customer's brand and corporate mission.   Economical cloud-based HR solutions, easily implemented and without the "do it our way" change management pain with a strong implementation process.  A deep domain of learning and support technology, technology implementation, and leadership and management skills development.

No Harvard grads or MBA's with great academic pros, but little experience in our domain. We don't display a lot of academia or certification letters behind our names.  Our credentials are from hard work in a broad range of transformation assignments as corporate executives and line managers with practical business success and failures.  An unmatched depth in practical business experience, project implementations and innovation at all levels and areas of the enterprise -- Executive Management, Line Management, IT, NOC, Sales, Marketing, Production and HR. "C" level experience - practical decision support processes with P&L responsibility.

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