We work with clients to identify not just operational training and development requirements, but also to define and develop the particular competencies which are critical to support their organisation’s competitive positioning and commercial success.

In identifying and defining competency requirements for individual clients, we first consider the organisation’s strategy and then review its competitive positioning. Internal systems and methods of operation are also considered in order to identify the behaviours and competencies which are required to support efficiency and productivity.

Depending on the client’s particular operating circumstances, competency requirements may be identified and defined in areas such as customer service, business development, communications, leadership, etc.

After supporting competencies have been identified, we develop detailed competency dictionaries which define expected behaviours in practical and relevant terms. Competency level requirements are assigned to roles on the basis of, for example, associated leadership and customer services requirements. Incumbents’ competency levels/deficits are assessed by using the competency definitions; training requirements are then identified through the same process.

By considering the organisation’s strategy and competitive positioning as well as its internal systems and methods of operation, we ensure that only critical and relevant competencies are identified and promoted. Accordingly, only consultants with a comprehensive knowledge of both business administration and human resource strategies are proposed for such assignments.