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Are you interested in…
Ensuring your company moves positively into the future?
Preserving the dynamism and expertise you are known for?
Retaining and maximizing your team’s potential and performance?
Ensuring your team successfully achieves your company’s new goals and operational standards?
We collect data and feedback through surveys and other cost-effective follow-through strategies to evaluate effectiveness, productivity, and job satisfaction.
Philippe Aguirre, PE, MS
CEO/Owner Aguirre & Bro., Inc.
Design and conduct training and team building sessions for employees
Help, figure out, and provide advice about any conflict between employees
Analysis and ResearchConduct interviews, studies, research, and analyze data to determine productivity and job satisfaction levels
“Our work with Aguirre & Bro aimed to increase our sales by 30% the last year. We were thrilled when motivational level increased every day with excellent results. That was beyond our expectations in terms of cost savings and the speed with which we accomplished our goal”.
Andres Aguirre, Director and General Manager, Raices Import Export Ltda
No one can read minds, so frequently and concisely explain your vision about how to achieve the mission at hand. If your vision changes let people know. If people on your team are not doing tasks that achieve the mission, let them know.
Don’t be in a hurry to build a new team for a new project. Hire the right people at the right time of the overall project. Having lots of people sitting around trying to figure out what to do is a recipe for disaster. Having a small team at the beginning that is full of self-starting, creative people you can trust completely will set the entire project up for success.
Aguirre & Bro.,Inc. provides training and services in
Job Satisfaction Level Analysis
Human Resource Consulting
to organizations looking to increase their productivity and job satisfaction.
The planning process creates a framework taking into consideration the essential skills base required of the workforce to achieve business goals, organizational culture and values framework, and performance management, retention and succession planning.
Aligning your human resources requirements with your business’ strategic plan would give your operation a competitive edge within your industry, and with our assistance and advice would attract and retain key people while maintaining flexibility within a changing environment.
We deliver onsite courses as well as customized courses for your organizations’s specific needs. After attending a course, attendees are able to immediately implement practices and put the information learned into action. Our course attendees are able to take the knowledge gained beyond the classroom into everyday work situations. Each year our educational programs help thousands of professionals both in the U.S. and internationally.
Evaluating and performing organizational changes we will help in both the process in which an organization changes its structure, strategies, operational methods, technologies, or organizational culture and the effects of these changes on the organization
Psychometric Testing, Profiling and Team Building
Understanding the personality strengths and values of a potential employee would give you insights in understanding their work style and motivations, cultural fit and overall employment suitability.
Is human resources important?
Today many organizations are considering “Human Resources” (HR) department as an asset of the company with an important role that needs to be managed carefully. Since a decade ago, employees have achieved great challenges due to competition, which requires a high level of commitment and talent. Nowadays, it is a requirement that companies have creative, smart, and talented employees, who are competent to deliver excellent customer service under the supervision of HR department. Companies are still wondering how to manage the key strategic positions, and how to design the perfect workforce management system, and one answer is based on the manager’s experience, since they can implement new ideas and move according to the market speed (Becker & Huselid, 2006). For companies to have success, HR must manage and deliver excellent service to multiple stakeholders, owners and investors, customers, society, and external organizations like suppliers, partners, and employees, always guaranteeing win-win situations.
Is Training Important?
Training provides information to build competitive advantages, contribute to organizational success, provide experiences to increase company understanding, and also help employees to develop careers with better job opportunities. Many companies provide training for employees, which represent great opportunities, stimulating loyalty towards the company, and attracting a number of talented job applicants. An effective training can make the difference among competitors, profits, and job environment, because it is directly related to employees who work on different areas including production, sales, customer service, and all other departments. Training for performance improvement are important for companies that implement new technologies because it is required to maintain a high level of effectiveness for technical areas and information management. In summary, employees well trained in knowledge, ethics, and service will provide an excellent environment to help customers, suppliers, employees, and all entities related to the business.
New employees need trainings?
The first activity for a new employee is training, because there are basic information, rules, policies, procedures, and assignments that even for a person who is certified or with prior experience, the new company may be unique in its way of using their own information systems platform, culture, customers relationships, etc.
What Training Provides?
Provides information to build competitive advantages
Contribute to organizational success
Provide experiences to increase company understanding
Help employees to develop careers with better job opportunities
What is Motivation?
Motivation is about choices with priorities and goals, in which the results are obtained through the vision, persistence, and the desire to meet and reach goals, and some successful and modern companies have an incentive program that attracts and not only makes the employee more productive, but committed and aligned at all levels. For example in Walt Disney World park, an employee or a manager will pick up any trash, paper or bottle someone dropped and will throw it in a garbage can. This action will be done without complaints and without receiving extra money. This is the result of the commitment that the person has with the company and the value of what it means to work for it, and this is a good example that money is not always the best and only way to motivate employees, and to achieve high levels of employee engagement is important to have an incentive program that is consistent with the reality of the company. Currently there are different motivational theories such as goal-setting theory, control and self-regulation theory, and action theory.
Is payment the only motivational factor?
Even if payment was not equally important to all individuals, a discrepancy between what people say and what people do, exists when they answer questions related to the importance of payment, hiding its importance and under reporting its real magnitude. If employees underestimate payment as a motivational factor, HR professionals can be misled and suggest motivational plans that will not have successful results.
To decrease turnovers and increase performance, managers should find additional ways to obtain valid information about the importance of payment: analyzing behaviors after payments are changed, behaviors when monetary incentives are included, using projective techniques asking what people think or do about others related to money, and using a technique called policy capturing in which individuals evaluate the entire incentive plan including salary, location, benefits, etc., and then compare those characteristics with the overall rating of job attractiveness. Even if managers detect how important payments are for employees, the relative importance of money for managers is not the same since they have higher salaries and a systematic underestimation of its importance is generated.
The fact is: payment is a very important motivating factor and the meta-analytic results show that payment is the highest motivator level for performance as well as others like interesting job, chances of leadership, and decision-making participation. There is evidence available to confirm this results: (a) According to Maslow’s hierarchy of needs, a basic need level called “physiological”, including food and water can be satisfied through money, the second is a “safety” level, including having a job and then becoming a home owner which can be reached after working for some period of time, and finally, all other levels like achieving a high social level and gaining respect, confidence, and friendship. In summary, payment can help accomplish all levels of Maslow hierarchy including self-esteem and self-actualization. (b) Another evidence about payment being an important motivator is the social status. Equity theory highlights the importance of income comparisons between individuals, related to fairness at the same hierarchical level. For example, people tend to buy houses with value, cars, boats, or any other assets according to their salaries to keep the same social level than other people with similar income.
It is important to clarify that payment is not the only motivational factor, but other factors as development of an interesting work environment, team participation, decision-making capacity, challenging tasks, etc. are also to be considered. Managers believe that its importance depends on two main variables: situational and individual. Situational is related to choosing situations where the profit opportunities are the highest, and individual is related to performance, behavior, decisions, types of personality, and tasks related to the employees.
What does effective work teams?
An effective team helps an organization to achieve success with positive results. Globalization, competition, and decentralized business processes are the main reasons for the use of teamworks in growing and modern organizations. Unfortunately, ineffective teams can affect an organization’s development creating a delay with respect to global evolution. According to Mealiea & Baltazar (2005) the reasons to have ineffective teams is the use of external consultants not related to the business, the off-site activities that are outside of the company’s reality, and the lack of planning and monitoring teamworks’s activities.
With the use of effective tests to gather information regarding personalities and roles starting at the hiring process, the organizations can make structured plans to create effective teams decreasing conflicts, misinterpretations, miscommunications, and many other issues. Many small and medium sized companies do not add personality assessments when they hire new employees, they only take into consideration the education and experience, but in order to have effective work teams, it is important to add personality and role assessments.
Business Hours: 9am to 5:30pm M-F
Phone Number: 412.716.8716