Wednesday, 30 March 2016

Andres Mejia - Industrial Engineering

Andres Mejia is an Organizational Solutions Expert at McKinsey & Co, and at present is living in Miami, Florida. He is a graduate of the Universidad de los Bogota in Bogota, Colombia, where he earned a Bachelor of Science degree in Industrial Engineering in 1997.

Industrial Engineering is a specialized branch of engineering that involves determining how to make or do things better and more efficiently. At the professional level, industrial engineers focus on reducing production costs for businesses, improving workforce efficiency, and improving the quality of a company’s products and services. They are also concerned with health and safety in the workplace, protecting the environment, and ensuring that their clients are in compliance with applicable industry regulations.
                                               Andres Mejia Mckinsey
It is a discipline that has its origins in the earliest days of the Industrial Revolution in the late 18th Century, and basically grew up alongside of it. Originally, it was focused almost completely by increasing the profitability of manufacturing. Today a central focus of industrial engineering is a concept called Total Quality Management, which emphasizes the quality of products and processes of a company in every phase of its operations.

Some of the career highlights of Andres Mejia McKinsey & Co include managing a team that developed and implemented a new organizational structure during the merger of two leading home improvement chains in Peru, and leading a team of consultants and client team members for the largest retail bank in Colombia, as it defined and secured cost savings in excess of U.S. $25 million.


Sunday, 20 March 2016

McKinsey Organizations Solutions Expert Andres Mejia Explains Human Capital

While working as a Senior Manager for Deloitte, Andres Mejia has discovered the value of human capital. This human resources concept is based on the thought that a well-educated, skilled, and trained employee presents a greater value to the company in which they work. Technically, human capital is the cumulative knowledge, social and personal attributes, and habits honed by an employee. These items each influence the employee's ability to perform their given tasks. The greater these abilities, the more economic value they own as a person. This is beneficial to both the employer and the employee.

Andres Mejia Mckinsey
 Human capital is often considered as a non-traditional form of wealth. If you consider the value of an employee who is untrained, versus one who is skilled, it is easy to see where one is worth more than the other. Human capital is generally broken down into two parts, social capital and intellectual capital. These intangible concepts are difficult to measure on paper, but do have a great effect on the business or organization that employs the worker. Social capital is a person's ability to form lasting social bonds and relationships. The employee who is wealthy in social capital makes friends easily, gains the trust of associates and clients with little effort, and is considered to be honest. Intellectual capital is the employee's ability to learn, take direction, and follow through on tasks. McKinsey Client Advisor Andres Mejia Mckinsey Understands Management Consulting

Management consulting is a service provided by Andres Mejia from McKinsey & Co. This act of assessing, diagnosing, and implementing organizational changes to a business is a key to success for any company. The overall goal is to help the business increase their performance through modifications made to the business model. For this to happen correctly an expert will assess the issues faced by the business from an internal standpoint. The general consensus is that a business or organization cannot accrue success if their internal systems are faulty.

When a management consultant identifies existing issues or road blocks within a business they will need to devise a set of solutions to those problems. The solutions must be feasible and able to be instituted without causing great hardship to the operations of the business. Once those plans are in place they need to be implemented. Some may question why a management consultant would need to be hired, why not use one of the existing executives that already work for the organization? The answer to this is simple. Hiring a professional management consultant ensures that the organization receives the guidance of a third party who is completely objective.

Years of management consultant experience has exposed these helpful professionals to become knowledgeable in the best practices for business. Witnessing the good decisions and poor choices of other companies teaches them what should be done for your company. As an advisor for McKinsey & Co, Andres Mejia uses these techniques to improve the productivity of hundreds of corporations.

Thursday, 3 March 2016

Andres Mejia of McKinsey & Co. - Talent Management

Andres Mejia is a client services lead with McKinsey & Co., a global management consulting firm. He focuses on serving clients on organizational health and performance, organizational design, and talent management.

Andres Mejia McKinsey 
Talent management refers to a set of organizational processes used by Human Resources departments to attract, motivate and retain productive and engaged employees. The goal is to create an organization that meets all of its strategic and operational objectives. In today’s modern global economy it is imperative that companies continually invest in their people.

At first, an organization’s employees are usually attracted by the pay and benefits that are offered to them, but that isn’t always enough to retain them over the long haul. Talent management strategies are driven by workforce trends such as the longer life expectancies of workers, and the increasingly global and virtual workforce. Many organizations are already recognizing and taking advantage of these trends, as in the case of The Home Depot, Inc. Home Depot focuses many staffing initiatives on older workers; they partner with the American Association of Retired People for referrals. As a result, fifteen percent of its workforce is over the age of fifty. And Proctor and Gamble focuses on getting a good mix of people in its talent management. Projected workforce changes and cost-effective ways to access talent are central to the next generation of talent management.

Andres Mejia McKinsey & Co. has served clients in the financial services and pharmaceutical industries. He has a degree in Industrial Engineering from the Universidad de los Andes in his native Colombia.