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How do companies accurately assess individual skills with specific job requirements? This implies a clear individual checklist to ensure the right skills are in place to deliver the required tasks for the organization.
Identify job-related development needs.
Support continuous improvement.
Increase job satisfaction.
The Competency Fraemwork of an organization defines the skills, behaviors, and attitudes of employees. Competency framework development is extremely important to have it in your organization. Many companies are struggling to gain the right competency framework development due to lack of experience or having the right personnel specialized in developing a functional and effective Competency Framework. For further information on Competency Framework Development, please contact us.
– Recruit and select new staff more effectively, and promote the internal candidates.
– Plan sufficiently for succession plan.
– Easily identify skills and competences gaps.
Often overlooking, the L&D Strategy of an organization is pivotal to align training programs with the business objectives of the organization. A holistic needs assessment, leadership training courses, on-the-job training, and other benefits are key components of a Company’s L&D Strategy. For more L&D Strategy information, please contact us.
– Identify your Training Needs Assessments.
On job Training.
– Discover your front-line leader.
One of the pillars of an organization’s performance is its productivity. The Productivity Development outlines the ways in which a company’s output at a unit cost and timeframe is completed; naturally, having a more productive framework will mean cost optimization and utilizing the best possible results from employees. For more information on Productivity Development, please contact us.
– Compare your inputs with your outputs.
– Review your cost spending on the operation.
An effective Organization Design identifies dysfunctional aspects of work flow, procedures, structures and systems. This helps to realign the company’s business process, goals, and the best way forward. Organizational Design is instrumental for achieving a higher competitiveness in the market with lean operations and an agile structure.For more information on Organization Design, please contact us.
– Establish and build your company structure and associated systems.
– Improve and develop the existing system.
Organization Effectiveness ensures the right measures and systems are in place to enhance, monitor and measure employee motivation, productivity, business process, and the company’s overall performance. By building and maintaining an organization effectiveness, employee motivation is enhanced, with optimal business processes in place, reflecting the company behavior on the employees. For more information on Organization Effectiveness, please contact us.
– Motivate your employees.
– Develop and create your business process.
What differentiates your company from others? How do your employees feel different from working in another organization? A major component of an company’s identity lies in its organizational culture, defining the values, communication and approach to delivering excellence. The organizational culture is key to link the values of the company with the day-to-day actions of the employees. For more information on Organizational Culture, please contact us.
– Create your own culture.
– Create match values with your business category.
What is your transition plan for leadership positions in your company? Succession Planning is an essential process that every company must undertake to ensure business continuity and making sure the right level of training and support is provided for employees ready to fill executive leadership positions. This optimizes using internal resources, limits turnover ratio and avoids hasty decisions of hiring or promoting someone who is not the right fit for a crucial leadership position in the organization. For more information on Succession Planning, please contact us.
– Prepare your employees for further position.
– Identify your critical positions.
– Identify your high potential employees
Job description clearly define the tasks, responsibilities and accountabilities of employees. A robust job description should not be restricting the range of tasks conducted, but provide an accurate depiction of what an employee is expected to achieve and how to measure performance. This is an essential block of the assessment process for development, promotion, recruitment and linking individual contribution with the organizational performance in relation to the market needs that facilitate organizational development and growth. For more information on Job Description Review and Development, please contact us.
– Clear image of the responsibilities and accountabilities of your employees.
– Clear image of the core competencies technical ones as well.
– Support Talent Acquisition team to identify the best candidates.
Automating human resources processes and practices is crucial for organizations in multiple ways. The automation ensures optimzing time and resources, standardizes processes and enhances the employees’ technological capabilities. For more information about HR Digital Transformation, please contact us.
– Keep up with digital development aligned with the international Corporates practices.
– Reducing time, resources and manpower Digitize the HR Process( Recruitment- Talent Management – Organization Development..)
