OUR SERVICES EXPLAINED

Strategic workforce planning

• Development of strategic workforce planning framework and tools
• Assisting with strategic workforce planning education and implementation

Talent strategy and frameworks

• Implementing a four-phase system to help organisations with talent management, including conceptualisation and buy-in,
  laying the foundation, implementing a talent management strategy and process and finally, monitoring and evaluation.

Employment assessment

• Partnering with various assessment providers to deliver employment assessments focusing on the relevant competencies.
• Integrated reporting and feedback to various stakeholders.

On-boarding

• Ensuring that new employees are productive as soon as possible through gamification of content, toolkits and monitoring.

Performance management

• Supporting clients in the design and implementation of performance management systems.
• Training staff and HR in the performance management process.

Succession management

• Offering a variety of succession management services, including design of a framework, identifying successors, designing a
  development programme, monitoring and reporting.

Career management

• Providing career management services including career mapping, assessments, dual career paths, internal mobility and
  progression assessments.

Employee Value Proposition (EVP) design

• Supporting clients to create a strong employer brand to create a competitive advantage.

Employee engagement surveys and interventions

• Design and implement bespoke employee engagement surveys.
• Design and implement interventions to address areas of improvement to facilitate employee engagement.
• Conduct employee engagement workshops for staff.

Learning and development strategy development

• Adapting to the evolving learning and development landscape.
• Building frameworks to achieve current and future objectives.
• Supporting strategies with change management, policies, procedures, and processes.

Learning needs analysis

• Employing the 6 Ds approach by Pollock and Jefferson:
  1. Define business outcomes.
  2. Design the complete experience.
  3. Deliver for application.
  4. Drive learning transfer.
  5. Deploy performance support.
  6. Document results.
• Utilising assessment centre technology, 360-degree feedback tools and psychological instruments.

Learning paths/learning journeys

• Partnering with The Talent Hub for Learning Paths International’s methodology.
• Designing learning paths/journeys to accelerate proficiency from Day 1 to desired performance levels.
• Offering Learning Path certification workshops.

Gamified learning interventions

• Integrating game mechanics into training programmes to promote behaviour change and engage learners.
• Examples include mentoring games, gamified simulations for internal investigators, and various board games for product knowledge and talent management.

Learning centres based on simulations

• Evaluating managers and professionals against set competencies through simulations and continuous feedback.
• Simulations include analysis exercises, proposal presentations, group meetings, and custom-made simulations.

Coaching

• Coordinating leadership development and succession management coaching programmes.
• Utilising a network of coaching associates to offer tailored coaching approaches.
• Following the Centre for Creative Leadership’s RACSR Coaching Model:
  – Relationship: Building a strong, trusting relationship.
  – Assessment: Gathering information to identify development areas.
  – Challenge: Stimulating growth by pushing the coachee out of their comfort zone.
  – Support: Providing encouragement, resources, and guidance.
  – Results: Setting goals, developing action plans, and monitoring progress.

Mentoring

• Designing mentorship programmes and training.
• Training of mentors and mentees.
• Facilitating mentor/mentee contracting sessions.
• The mentoring game.
• Designing of earning paths for mentorship programmes.
• Managing mentorship programmes for organisations.
• Designing and administering 360-degree evaluations as part of the mentorship programme.

Skill/competency Framework Development

• Role and process analysis to determine competencies/skills needed for now and the future.
• Skills dictionary development.
• Competency modelling.

Skills/Competency and proficiency audits

• Assisting organisations in transforming their workforces through precise and actionable skills audits.
• Identifying strengths, addressing gaps, and ensuring teams are equipped for future challenges.
• Pinpointing skills gaps and areas for development and ensuring the workforce is well-equipped to achieve strategic goals.

Design of professional development plans

• Designing customised development plans for learners at all levels in the organisation.
• Tailoring plans for each learner based on competency and proficiency.

Leadership fevelopment

• Design of leadership development frameworks and programmes.
• Implementation and monitoring of leadership development programmes.

Training evaluation

• Training evaluation using the Kirkpatrick four-level evaluation model and the Phillips ROI model.
• Evaluating learning to measure and mitigate training waste.

Job and organisation design

• Assisting clients with organisation review and structuring, job analysis, job profile design and competency frameworks, as well as service delivery models.

Job evaluation

• Using various processes and methodologies to do job evaluations to determine the relative worth and complexity of each job in an organisation.

Team development

• Doing thorough diagnosis before designing team development interventions.

Culture and values development

• Supporting organisations to build a positive organisational culture and to achieve their objectives more effectively.
• Creating strategies that would lead to real and tangible improvement in performance.

Total rewards strategy and policy

• Design total rewards strategies for review by relevant stakeholders.
• Develop remuneration policy.
• Salary benchmarking services.

Change management strategy

• Using the Prosci Change Management process, as well as other methodologies as the basis of all change management activities and to develop the change management strategy.

Change management implementation

• Implementing three phases of change management, including preparing for change, managing change and implementing change.

Change management workshops and coaching

• Conduct senior management change alignment workshops.
• Conduct sponsor training.
• Change Champion Training.
• Change Management Coaching.

Change management readiness assessments

• Conduct evaluations to gauge the organisation’s preparedness for change, including leadership alignment, culture adaptability, and stakeholder engagement levels. This helps identify strengths and areas for improvement to ensure a smooth transition.
• Analyse the potential impacts of proposed changes on various business functions and processes.
• Identify and assess risks, providing actionable insights and mitigation strategies to safeguard business continuity and performance.

• Provide medico-legal assessments to clients in court cased or personal injury claims where an opinion on the person’s employment prospects and earnings potential is needed in the settling of the case.

• Providing medico-legal assessments for individuals, insurers and law firms in the following areas:
  – Divorce cases
  – Motor vehicle accidents
  – Work-related injury
  – Any other situations warranting an assessment of the individual’s employment prospects and earnings potential.

• Utilising the services of interviewers, psychometrists and industrial psychologists to compile a comprehensive report.