The Spartacus Group (TSG)
Building the People to Profit Chain

Mission 

Vision - Background  -  Focus  - Approach

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MISSION 

The mission of the Spartacus Group is to provide organizations with tools processes and systems that maximize the utilization of human capital in measurable ways that impact the overall performance, productivity and profitability of the organization.  Effective employee relationship management processes have a measurable impact on an organizations:

- Top Line Revenue Growth
- Bottom Line: Cost Reductions
- Pipe Line: Recruiting, Retention & Talent Management

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VISION STATEMENT


We are committed to providing customized solutions, quality services and uncompromising value for our clients.  This is what separates us from the other practitioners.  We have a commitment to continuous improvement that ensures that we will never be satisfied with 'business as usual'. Our goal is to consistently exceed the expectations of our clients, stakeholders and our strategic partners.

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BACKGROUND


The Spartacus Group was founded in 2003 as a full service employee relationship management firm.  The founder of the company, Craig B. Clayton, Sr.; since 1999 has been the Director and Diversity Strategist with the University of Houston's - International Institute for Diversity & Cross Cultural Management.  

FOCUS

The Spartacus Group focus has been creating systems and processes that allow for effective management of the increasingly diverse organizational cultures of today. Effective utilization of human capital has a direct and/or indirect impact of every aspect of organizational productivity, performance and profitability.   Ensuring the organizational culture is built on systems and processes of meritocracy, provides for a foundation to leverage overall success for all stakeholders.  Organizational culture impacts areas that include but are not limited to:
  1. Hiring practices
  2. Promotional policies
  3. Compensation patterns
  4. Developmental opportunities
  5. Allocation of stretch assignments
  6. How people are treated in the organization
  7. Access to career mobility systems
  8. Recruiting and retention
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APPROACH

Managing and leveraging the diverse talent in today's workplaces takes skills that were not required 20 years ago.  The level of diversity in today's workforce has accelerated the importance of creating culture of meritocracy.  Increasing the levels of asset utilization is not a optional business competency.  Stakeholders expect organization to understand, manage and leverage this complexity for the benefit of everyone involved:
  • Shareholder
  • Customers
  • Employees
  • Communities
  • Regulators