Strat-is Consulting Announces Handbook

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<strong>Richmond Hill, Ontario</strong><br />Strat-is Consulting, a provider of niche market consulting services in the areas of post implementation systems reviews (measuring &ldquo;return on strategy versus only measuring return on investments) and training planning, has announced the publication of a booklet on talent management, entitled <em>Talent Management: Unlocking The Full Business Potential</em>.<br /><br />The booklet outlines the issues of talent management as a business or systems solution: Is talent management merely another application software solution that provides human resource information and career planning data, or should it also form part of the overall business planning philosophy of an organization? The objective is not to downgrade any software application that supports the overall HR activity but rather to reposition the planning of the talent pool as an integral activity within overall business planning, irrespective of the size, industry or systems sophistication of the organization.<br /><br />The booklet addresses the changing business environment and the changing talent pool. Change is the greatest constant in life and plans need to incorporate the ongoing nature of change and the impact on the skills and experience base of the talent in an organization. <br /><br />As with any planning activity a methodology or roadmap is required &mdash; a guideline to prepare for, implement and measure the results of any program or project in business. Measurement of results is the key to any program implemented in an organization, and there should be the element of measurability when implementing a talent management program. <br /><br />The methodology presented in the booklet consists of seven steps, with the first three being the core planning elements:<br /><br /><ul><li><strong>Business goal and information assessment: </strong>This step assesses where the organization is positioned for overall business planning, goal definition and status of information development and implementation.</li><li><strong>Staff portfolio and gap analysis: </strong>This step assesses the existing skills, experience and knowledge of the talent pool and drafts an opinion on the skills and experience that will be required in the future to meeting the changing business environment.</li><li><strong>Success planning and development: </strong>The objective of this step is to establish a number of opinions as to what will constitute and contribute toward success in the business in the future and the changes that will be required to develop the talent pool to achieve the new goals.</li><li><strong>Retention planning:</strong> Develop existing staff.</li><li><strong>Recruitment planning:</strong> Plans for recruiting new talent as might be required.</li><li><strong>Recovery and versatility planning: </strong>Planning for temporal replacement and cross-functional training.</li><li><strong>Performance measurement and compliance planning: </strong>Measuring the programs&rsquo; success and the compliance of the business in adhering to new measurements of talent development and performance.</li></ul><br />The objective of the methodology presented in the talent management booklet is to provide a guide or roadmap into the business planning activities of the organization. The emphasis is on developing a talent management plan, one that is based on the overview of the business environment and the future people skills talents and experience required.<br /><br />For information to obtain copies of the talent management booklet presented by Strat-is Consulting, contact strat-is@rogers.com. <br />

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