Strategic Analytical Thinking for Talent Management

Programme Overview

The strategic analytical thinking programme enables those responsible for talent management to increase the power and effectiveness of their thinking and apply a consistent consultative approach to strategic workforce planning.

Fundamentally, resourcing decisions will become a direct result of reliable and valid strategic analysis; driven by the firm’s overarching corporate objectives. Participants will be able to collaborate effectively and become equipped with the knowledge and analytical skills to generate insight and produce clear resourcing recommendations for decision makers and stakeholders.

What is a structured analytical thinking process?

Most business problems stem from a lack of diagnosis and usually the more data involved the harder the diagnosis. So how can consultants decide which data is relevant, generate insight, collaborate effectively and produce outputs and recommendations that can be both understood and acted upon by clients, colleagues and key decision makers?

The answer is to establish a cohesive, structured analytical thinking process with the adoption of associated key skills and behaviours firm wide. The process should be robust, reliable and valid and it also needs to be efficient (only data that is needed is collected) and effective (it solves the problem/identifies an opportunity).

Following extensive research with leading consultancy firms and management teams, PSfPS have developed a structured analytical thinking process that provides resourcing departments with the knowledge, skills, tools and behaviours to effectively solve unstructured and ambiguous business problems and generate new, creative opportunities.

The contextual analysis will result in an integrated diagnosis of resourcing needs across the business, which is fully aligned to the business strategy. A fully aligned diagnosis means resourcing options can be considered holistically and implemented to the satisfaction of all parties; HR, procurement and end user.

Learning outcomes

– Know how to apply a consistent consultative approach to strategic workforce planning

– The ability to identify, manage and deliver new and creative solutions to business problems and/or identify opportunities

– Enable participants to increase the power and effectiveness of their thinking

– The ability to arrive at credible conclusions based on valid logic

– Know how to develop practical and actionable talent recommendations for key stakeholders

– A structured thinking process that can be immediately integrated with existing company procedures and used on current resourcing assignments

Key elements of the structured analytical thinking process

Defining the scope: Develop clear and relevant objectives, topics for investigation and outputs

Analysis of the client’s situation

Defining the client’s objectives

Outlining the topics that need to be investigated

Defining the outputs to be produced

Developing the scoping diagram

Data collection: Planning and organising efficient data collection

Understanding and developing hypotheses to test

Defining and asking the right questions

Determining what data needs to be collected to test the hypotheses

Agreeing on sources and methods of enquiry for data collection

Constructing the data matrix: how to organise and display data

Achieving cost effective use of resources

Developing the logic: Drawing logical conclusions & developing practical recommendations for action

Synthesising the data into findings and drawing reasoned and clear conclusions

Turning conclusions into practical and effective recommendations

Determining the consequences and benefit of alternative actions and planning the implementation process

Presenting results effectively using a structured and storytelling approach

Duration: 3 days*

*Please note the duration of the programmes are given as a typical guideline, however all programmes are tailored to meet clients’ specific objectives.

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