Management Challenges
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One CEO asks another, “How many people do you have working for you?”
The other CEO replies, “Oh, about half of them.”

Hire & Keep the Best
Get your free e-book titled "Employment Guide: Hiring and Retaining Top Performing Employees".
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Good to Great
"When we began the research project, we expected to find that the first step in taking a company from good to great would be to set a new direction, a new vision and stategy for the company, and then to get people committed and aligned behind that new direction.
We found something quite the opposite.
The executives who ignited the transformations from good to great did not figure out where to drive the bus and then get people to take it there. No, they first got the right people on the bus (and the wrong people off the bus) and then figured out where to drive it. They said, in essence, "Look, I don't really know where we should take this bus. But I know this much: If we get the right people on the bus, the right people in the right seats, and the wrong people off the bus, then we'll figure out how to take it someplace great.""
Jim Collins in
GOOD TO GREAT; Why Some Companies Make the Leap...and Others Don't

On Human Capital
"Our most productive investment remains our people. It is through the dedication, skills and initiative of our people that Visy Industries has prospered and will continue to move ahead."
Richard Pratt

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Chris J. Gatenby
Let us help you increase profits and strengthen your company.
Chris J. Gatenby
Solutions Provider & President

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How high are the stakes in hiring?
"The cost of poor hiring is staggering. According to the U.S. Department of Labor Statistics, 30% of all business failures result from poor hiring techniques. Now that's scary. Remember those times when you've received poor service and fantasized about seeing the company boarded up and out of business? Apparently, your wish often comes true. Various sources provide statistics on the cost of employee turnover. One and one-half times the annual salary is the number we see cited most frequently."
source: " Unleashing Excellence" by Dennis Snow & Teri Yanovitch

Rising Expectations
"When the alarm bell rings, you'd better wake up and realize that the customer expects more from you today than he did the day before. You'd better find ways to be better."
Gary Tooker

How to Hire the Best
"Great people alone don't guarantee corporate success - but no company can succeed without great people. This may sound like a truism, but few companies are as committed to and scientific about hiring as they are about perfecting the latest market-research technique or financial maneuvers. Hiring is one of the most bureaucratic,arbitrary, and passive parts of corporate life. In part this is because great hiring is such hard work, harder than many other things a manager is asked to do. But it is also because many companies, despite their good intentions, are neither disciplined nor imaginative enough to make it happen right."
T.J. Rodgers
founder of Cypress Semiconductor, in
No Excuses Management

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Resources for Employee Selection, Retention, Coaching & Management

Welcome to Pace Solutions Corp.

Our mission is to help you increase profits through better employee selection, job fit, motivation, engagement and retention. How much of your cash flow is spent on your employees? In many service businesses, salaries, wages and benefits account for 60% of operating expense. Capital intensive industries tend to spend a smaller percentage but "human resource expense" is usually substantial.

The cost of employees is technically an expense item but there is an "investment" aspect to money spent for human resources. After all, it's people who create sales, customer satisfaction, quality, productivity and most every other factor that impacts profit or loss.

Having the right people onboard, coaching them well and leading them effectively is a key component of business profitability and sustainability...it is also a challenging and ongoing process.

Perhaps some of these scenarios are familiar:

  • Are you evaluating or in the midst of downsizing or layoffs?
  • Have you received negative feedback about customer service employees?
  • Do you need better sales results from your average sales rep?
  • Are some salespeople excellent while others barely make it?
  • Do you have a sales force improvement process in place?
  • Are you seeing more employee turnover than you care to have?
  • Can you afford your current employee retention rate?
  • Do you want to reduce hiring and promotion mistakes?
  • Would you like your managers and employees to more engaged?
  • Are you concerned about inventory shrinkage and employee theft?
  • Do you have an in-depth succession plan that you feel good about?
  • What effect would it have on your bottom line if managers had more insight into their people and how to coach them individually?
  • Are your managers and senior executives effective coaches and leaders who have groomed their successors?

Pace Solutions has proven methods to help you deal with issues like these and you don't have to spend a lot of money to get the benefits.

Through our strategic partnership with Profiles International Inc., an industry world leader, we provide state of the art assessments to help you make better "people decisions."

Using these predictive tools, you can:

  • Allocate human capital most effectively by placing people where they can play to their strengths.
  • Assemble compatible and effective work teams scientifically.
  • Enhance employee development and advancement through excellent coaching, feedback and training.
  • Learn what your top performing sales representatives have in common and help the others move in that direction.
  • Gauge an applicant's fit with your company culture in areas such as personal integrity and attitudes about work ethic, reliability and substance abuse.
  • Determine the best qualities for customer service people in your business and measure applicants against that profile.
  • Gain insight into learning ability, occupational interests and core behavioral traits so managers can hire and coach more effectively.
  • Provide managers with feedback from their direct reports, peers and their boss as well as training to enhance their leadership skills.

Our depth of business experience together with Profiles’ products and client service capacity allows us to efficiently deliver high-payback solutions to clients ranging in size from a few employees to large geographically dispersed workforces. More than 40,000 clients with 4.8 million users are using Profiles assessments in 118 countries in 32 languages.

We provide you with the tools to track and measure the costs and benefits of our products and services. No client should incur a net expense from any product or service that we provide because every tool has an inherent payback when properly applied.

By the way, you can be set up with your own virtual assessment center, trained and starting to use the tools within a day or two of signing up. We will work closely with you on tailoring and implementing a plan to achieve your goals.

To see for yourself the power and predictive ability of Profiles' assessments, email or call us today at 904-213-0829 for a free Job Analysis Survey, without obligation. If improving customer service is one of your goals, be sure to ask for the free Customer Service Perspectives survey as well.

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HR.BLR.com News
Daily updated human resources news from Business & Legal Reports

Sherrod Incident, What HR Professionals Can Learn
by HR.BLR.com Editorial Staff editorial@blr.com
28 Jul 2010 at 10:00pm
(7/29) The forced resignation of Shirley Sherrod from her position at the USDA has received the attention of not just the public, but also HR professionals. The highly publicized incident provides important lessons on reacting to alleged employee misconduct.


Bias, Retaliation, or a Failed Drug Test?
by HR.BLR.com Editorial Staff editorial@blr.com
28 Jul 2010 at 10:00pm
(7/29) A Florida airport security guard gained a new employer when the governing contract changed hands. Right away, he and others reacted badly to the new employer's practices, and they complained repeatedly. But later, the guard’s drug test came back positive for marijuana, and he was fired. He sued, charging the drug test was a pretext for the real reasons.


Executive Order to Increase Federal Employment of Workers with Disabilities
by HR.BLR.com Editorial Staff editorial@blr.com
27 Jul 2010 at 10:00pm
(7/28) After celebrating the 20th Anniversary of the Americans with Disabilities Act (ADA), President Obama signed an executive order that aims to increase federal employment of individuals with disabilities.