Burton_Jones & Associates - From Knowledge to Performance
Burton_Jones & Associates - From Knowledge to Performance
Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance
Burton_Jones & Associates - From Knowledge to Performance
Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance

Client Services

Training Services

Research

Books

Articles

Presentations

Further Reading

Corporate Profile

The Company

The Principal

Contact

Home

CONSULTANCY SERVICES

Areas of specialization:

- Human & Intellectual Capital

-Strategic HR

-Innovation & Change

-Culture & Diversity Management

-Strategic Sourcing

-IT-Business Integration

-Knowledge Management

- Performance Management

Download

 

Some examples of consultancy projects we have undertaken


Government Department - Cultural Transformation Program

The client in this case was a large public sector organization engaged in a long term change management program, designed to move its focus from service provision to strategic management . Key components of the project entailed working with internal stakeholders to develop a model of the implications of strategic and cultural change on departmental knowledge needs, on associated internal organizational structure and culture and on relationships with key stakeholders, including other Government departments. The process assisted management in developing a common view of future learning and knowledge needs, the cultural and structural implications of change, and how best to satisfy future human sourcing requirements.

Staffing Services - Strategic Sourcing Service

This project was to assist one of Japan's leading recruitment services organizations develop a strategic sourcing service designed to improve the specification and matching of customers' staffing needs to available sources of supply both internally and externally. Key elements of the development process have entailed supply of a procedural framework to optimize job planning, job design, personnel procurement and to monitor job performance. A central component of this framework is a knowledge-based Job Model used to evaluate the strategic relevancy of different job knowledge requirements and to identify required supplier competency levels. This analysis generates insights for redesigning jobs, improving procurement, and optimizing contractual relationships between firms and jobholders.

Worforce Diversity Benchmarking Survey

This project involved undertaking a Workforce Diversity survey involving leading organizations in the Asia Pacific Region with the aim of of identifying industry benchmarks. The survey included identifying the types of programs and initiatives being pursued to promote Diversity, how Diversity initisatives were structured and resourced, indepth analyses of initiatives adopted among leading organizations, current thinking on Diversity 'best practices' and industry expectations regarding future trends

Insurance and Financial Services Group- Product Distribution Strategy

This project involved evaluating the distribution channel requirements and associated training and support needs for a new financial planning service on behalf of a major life insurance company. As the service represented a departure from the company's traditional sales of life insurance and savings products to family groups choice of distribution channel was a major issue. To address this we modelled the implications of the new service in terms of its knowledge requirements, and its strategic fit with existing structural, cultural and technical resources. The resultant profile was then matched against the capabilities of existing and potential distribution channels and the optimum channel strategy identified, including personnel selection criteria and training and support needs.

Top Team- Knowledge Elicitation Project

A publicly owned organization with a well established top management team. As the organization grew their collective experience and expertise, much of it tacit and informal, became increasingly difficult to identify and transfer. The focus of the project was to identify the team's accumulated knowledge and implement a system for its recording and reuse. A variety of knowledge elicitation methods were used including structured and unstructured interviews, narrative and storytelling techniques. The resultant profiles and analyses were stored in an electronic knowledge-base for ease of access and updating.

Logistics Network - Introduction of New Technology Infrastructure

This project required assessing the impact of introducing of a major new technology infrastructure which, while essential for the long term growth of the company would entail new workforce competencies and significant changes to operating procedures. A range of supply options were evaluated including insourcing, outsourcing, and a variety of alliances and joint ventures. A strategic knowledge demand profile was used to identify and screen potential partners. Our final recommendation was for a 'learning alliance' with an external organization, expert in supply and training in the new technologies. This also facilitated a closer working relationship with existing in-house staff thus minimising loss of key people in the transition period. Over a two year period the technology infrastructure was tested and the necessary skills successfully transferred in-house.

Techniques and Tools

Our services are supported by an extensive range of field tested management tools and techniques for:

-Eliciting, recording and maintaining management and workforce experience
-Improving human capital capability
-Improving critical sourcing and HR procurement decisions
-Modelling and evaluating workforce competencies
-Improving job design and work arrangements
-Analyzing and predicting organizational knowledge and learning needs

 

 

 

 

Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance Burton_Jones & Associates - From Knowledge to Performance