Strategic management is the art of managing employees in a way that maximizes the potential of achieving your business objectives. It can be used to determine mission, vision, values, goals, objectives, roles and responsibilities, timelines, etc. Strategic management is an ongoing process that evaluates and controls the business and the industries in which the company is involved; assesses its competitors and sets goals and strategies to meet all existing and potential competitors.
At THOMAS POUTAS the goal of Strategic Performance Management (SPM) is to aligning the corporate strategy with the business processes and the HR performance. It plays an integral role in correcting performance discrepancies within a management process. The results will be achieved through our innovative combination of Balanced Scorecard (BSC) in conjunction with Business Process Management (BPM), LEAN Management and Personnel Trainings as well as on-site Business Coaching.
Strategic Performance Management (SPM) is our method on analyzing gaps between desired and actual performance and selects interventions to fill these gaps with the goal of better problem solving and decision making. Strategic objectives can be achieved easily with S.M.A.R.T. Business Goals, they are being monitored on a daily basis and accurate data.
SPM is most effective in combination with Strategic Scorecards, Operational Planning and Reporting Dashboards.
Business Development
THOMAS POUTAS with several years of project experience in CEEMEA, has – together with local specialists – a proven, systematic approach to be successful with your products or services abroad.
Our work is divided into the following two phases:
Phase 1
Task Clarification
Getting to Know the company: goals, numbers, options
Choose a variant strategy
- Which strategy fits your goals and opportunities? (Assessment, proposal, discussion, agreement)
- Development of Vision, Mission, Strategic Objectives
- Strategic partnerships in the target country
- Cooperation with complementary partners
- Choose the best form of the new legal entity
- Market launch strategy and incentives strategy
Market Analysis
- Economic base data, market structure, local competition
- Industry Analysis (basic data, industry development, associations)
- Competitive analysis (number, size, strengths and weaknesses)
- Market review
- Strategic Partners / Distributors / own locations
- Create selection criteria
- Guidelines for initial contacts (telephone and on-site)
- Pre-selection with assessment
- Establish initial contact
- Honorable Mention
- Accompanying the first contact call
Intermediate results are communicated, discussed and evaluated.
Phase 2
In the implementation of your market launch, we offer the following advice on leading modules:
Business Process Management
- Design and optimization of inter-and intra-national business operations
- Development of Key Performance Indicators (KPIs)
Team Development
- Definition of job profiles
- Assessment of Team Dynamics
- Sales & Negotiation Training
- Preparation of the Market launch
Controlling
- Achievement of your goals in the new market?
- What departmental goals can be adjusted?
- How do you develop further your country strategy?
Business Performance Scorecard (BPS)
A Performance Scorecard is a strategic planning and management system used to align business activities to the strategy of the organization, improve internal and external financial investments, and monitor organizational and HR performance against strategic goals.
Business Scorecard specializes the general business objectives into specific objectives and actions appointed at the level of department management and finally at the level of personnel.
The Business Performance Scorecard (BPS) includes four (4) key areas:
- Leadership performance based on Critical Success Factors (CSFs)
- Financial planning implementation based on
Key Performance Indicators (KPIs) - Effectiveness and efficiency of internal operations, like Sales, Marketing, IT, Production, Warehouse and Supply Chain/Logistics based on Operational Indicators (OPIs)
- Human Resource ongoing improvement based on Annual Performance Appraisals (PARs)
Companies adopting the Performance methodology achieve to:
- implement and review annually their strategy,
- communicate the strategic targets to all employees,
- align the operational actions with the overall business strategy,
- link strategic objectives to annual financial budgets,
- identify fast and evaluate initiatives that are related with strategic targets,
- conduct periodic performance reviews of the personnel in order to improve their individual goals.