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This section contains bullet points on the following
Precision Diagnostics in terms of:
- Used For / Purpose
- Application / When to Use
- Recommended For / Who Involved
For a more detailed description of each product,
please click on brochure request links below each section.To go directly to a specific Precision Diagnostic, click on the relevant named link below:
The Strategic Profile -
Turning Strategy Formulation into your blueprint for organisational success.
Organisational Transitions (OTI)
A comprehensive diagnostic analysis of what is working for you and against your organisation achieving what it needs - increasing profitability/improving performance.
Competitive Strategy Viability System (CSVS)
An analysis from the market place or your competitiveness.
Human Capital Measurement (H.C.M.)
A calculation of the Productivity or Contribution of staff to business results.
(For individuals, groups or the organisation as a whole.)
Return on Investment (R.O.I.)
A calculation of the financial return on investment in any training, development, coaching or change intervention. |
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| Strategic Profile - Turning Strategy Formulation into your blueprint for organisational success. |
| Used For / What is it? |
Application / When to Use |
Recommended For / Who Involved |
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- Producing consensus on key strategic objectives
& issues.
- Confirming Strategic Priorities.
- Creating a blueprint of how the organisation needs to operate to achieve its strategic objectives & plans.
- Start point for gap analysis with actual organisational, team and individual diagnosis.
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- Determining most appropriate organisational culture.
- Producing sets of "lagging" KPI's for Balanced Score Card.
- Defining "target" scores for 360s/Competency measures.
- Building a scientific blueprint to align all components in organisation.
- Produce a clear, straightforward report to communicate strategy and its implications for staff.
- A report showing how to get strategy implemented effectively.
- M & A integration.
- Culture Change Programmes.
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Senior Management Teams
Executive level
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To request a brochure please click this link. |
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| Organisational Transitions & Organisational Transitions - Real-Time (OTI & OTI RT) |
| Used For / Purpose |
Application / When to Use |
Recommended For / Who Involved |
Diagnosis of:
- Causes of business success (& failure)
- What goes on in the business and how that affects business results.
- Strategic Objectives Gap Analysis
- Appropriateness of Organisation Culture
- Forecasting effectiveness
- Reality test of Strategy
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- Organisational Change
- Performance Improvement Programme
- M&A Diagnostics
- Pre Mergers & Acquisition Integration due diligence
- Post Mergers & Acquisition Integration (especially OTI Real-Time)
- Culture Change & Change Management Programmes (Especially OTI Real-Time)
- Strategy Execution
- Benchmarking Organisational Effectiveness
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All Staff and Executives and Managers
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To request a brochure please click this link. |
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| Competitive Strategy Viability System |
| Used For / Purpose |
Application / When to Use |
Recommended For / Who Involved |
- Diagnoses effectiveness of actual competitive strategy in the market-place
- Identifies specific strengths and weaknesses versus competition
- Specifies what precisely to do to become even more competitive
- Identifies whether your strategy is actually working as you intend
- Diagnoses how market place strategies impact on sales revenues, gross margins, revenue streams, customer turnover and profitability, change effectiveness and staff morale.
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- Organisational Change
- Business Performance improvement
- Pre and Post Merger / Acquisition
- Organisational Change Programmes
- Strategy Execution
- Benchmarking Organisational Effectiveness
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Executives
Sales & Marketing
Customers and Prospects
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To request a brochure please click this link. |
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| Human Capital Measurement (H.C.M.) |
| Used For / Purpose |
Application / When to Use |
Recommended For / Who Involved |
- Providing a financial measure of the added value contributed by staff.
- Measuring productivity.
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- Financial contribution made by the organisation's human resource.
- Measuring productivity (in financial terms) or individuals, groups, organisation.
- Measuring contribution made to the organisation by individuals, groups, teams.
- Restructuring.
- M & A's
- Evaluating changes in the contribution of the human resource.
- Analysing the impact of the organisation on productivity of staff.
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All staff as appropriate, individuals, teams. |
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To request a brochure please click this link. |
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| Return on Investment (R.O.I.) |
| Used For / Purpose |
Application / When to Use |
Recommended For / Who Involved |
- Calculating the financial return on investment of any training, coaching, development or organisational change programme.
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- Evaluating the value or contribution in finacial terms of any training course, development, coaching or organisational change programme.
- Comparing the effectiveness of different suppliers/providers of training or consulting services.
- Comparing the effectiveness of different training or development programmes.
- Evaluating the payback on culture change programmes.
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All staff affected by a training, coaching, development or change programme.
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| Please click on this link to go to our R.O.I. website |
To request a brochure please click this link. |
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