resources you may find useful
The column to the right lists resources we
think may be most relevant to your work. Please
feel free to contact us to discuss your
organizations' development needs.
of our tools were developed as we helped human resources and training
departments cope with enormous tasks they had been given. These
tasks were typically enterprise-scale multi-skilling, competency
and training development initiatives. So these tools have been proven
in large-scale, high-stakes, high-visibility programs. Even so,
they scale well to individual projects or operations at individual
human resources evolving role
resources faces challenges. Increasingly its administrative role
has been outsourced. In many companies HR's advice on critical issues
is limited to an as requested basis driven by operations. HR initiatives
must compete with marketing, operations and finance proposals for
of the tools we've developed are designed to address these issues.
First, our behavioral methodologies enable HR departments to show
value. They permit measurement of the cost of performance discrepancies
and estimation of the ROI on proposed programs.
methods we propose for performance improvement and training are
designed to demonstrate each skills relevance and value to the enterprise.
Work analysis methods enable companies to identify key tasks and
focus resources on them.
Many analysts are describing how operations
work is being commoditized and outsourced. Our techniques do help
reduce the complexity of operations to their simplist possible form.
From there, employees can focus on new ideas and improvement. By
simplifying work and management, we free up time for new thinking.
more advanced clients who are managing with teams have introduced
operations excellence groups that meet regularly to review the repertoire
of tasks performed in their realm and look for ways to improve work.
Our strategies enable that work.
these ideas interest you, you may want to review the white papers
and enterprise initiatives listings to the right.