meaningful assessment of aggregate work requires task-based, not
distinction is critical when a firm invests in training, tries to
determine staffing levels or evaluates an investment in personnel
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 companys success. In fact, this information
can be an essential management tool.
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
INFORMATION SYSTEM MODEL that is a part of Strategic Repertoire
Development. Click on image to see larger version.
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:
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.
costs of performance failures and perform ROI analysis upon them
- drive staff
sizing decisions by value generation and enhancement of core competencies
ROI analysis on investments in employee development and compensation
negative impact from staff reductions
quantitative analysis on training tasksand replace subjective
measures of training effectiveness
training focus and the manageability of training expenditures
objective, simplified performance appraisals
budget roll-ups based on precise task-level analysis of work requirements
the probability of success for multi-skilling and skill-based
core business tasks and the skills required to maintain them
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.
provide explicit information about the performances that produce
value and the necessary skills for successful performance.
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