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Strategic Repertoire Development™
Daniel Follette, Inc. helps companies define, develop and deploy their strategic repertoires--the tasks, procedures, skills and competencies that are the heart of their productive capacity. We provide integrated performance information systems that reduce the cost of human resources, training and work management.

Any meaningful assessment of aggregate work requires task-based, not activity-based, analysis
This distinction is critical when a firm invests in training, tries to determine staffing levels or evaluates an investment in personnel development.

Behavioral analysis can provide precise descriptions of work. Many companies have developed descriptions to support multi-skilling, skill-based pay and other enterprise initiatives. These descriptions may include task and skill objectives, competency verification information, job aids, procedures and training.

If the right information is collected, and if it meets specific requirements for quality, the strategic value of this information extends far

PERFORMANCE INFORMATION SYSTEM MODEL that is a part of Strategic Repertoire Development. Click on image to see larger version.
beyond support of the individual program for which it was generated. The information is, in fact, so critical that it can be said to represent a strategic repertoire critical to a company’s success. In fact, this information can be an essential management tool.

Specific tools— work processes and software that capture, manage and interpret task-based information — can provide new and extremely valuable windows into the operations of a business. These new analytic techniques enable officers and managers to:

  • quantify costs of performance failures and perform ROI analysis upon them
  • drive staff sizing decisions by value generation and enhancement of core competencies
  • perform ROI analysis on investments in employee development and compensation
  • reduce negative impact from staff reductions
  • perform quantitative analysis on training tasks—and replace subjective measures of training effectiveness
  • increase training focus and the manageability of training expenditures
  • perform objective, simplified performance appraisals
  • create budget roll-ups based on precise task-level analysis of work requirements
  • increase the probability of success for multi-skilling and skill-based compensation programs
  • define core business tasks and the skills required to maintain them
.Strategic Repertoire Development™ is a group of proprietary work processes with support software. Strategic Repertoire Development bases analyses of investment and performance on observable, measurable descriptions of work results instead of classification of ongoing activities. The result is a new level of accountability and manageability.

What is it we manage?
Business technology has evolved explicit and complex systems for managing. It falls short in the way it defines exactly what is being managed. Successful line management must be able to identify and direct the mechanism that produces the outcome. Most companies do not have that information in a useable form.

Strategic repertoires provide explicit information about the performances that produce value and the necessary skills for successful performance.

Precise descriptions of performance are also important to employees. If performance expectations do not link individual actions with the result being measured, employees will not see how they can affect the result. If this is the case, employees at best, will not know what action to take, or at worst, may not care. For more details see Behavioral Analysis.

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