Training And Competence Development

FRAMEWORK

Shape a Learning & Development strategy based on the company’s business objectives and talent needs
Establish governance structure and partnership with business units, HR

Identify the most essential capabilities for various functions or job descriptions, with employee’s gaps rate in each of these areas

Successful execution of L&D program initiatives on time, and within budget by tailored effective delivery methods
Design an accurate effectiveness metrics framework

Advise on complementary training portfolios/selfdevelopment portals fulfilling remaining capability gaps

Strengthened customer service skills leading to higher satisfaction

Client’s company, known as employee value proposition organization, focusing on continuous growth and development of its workforce

Successful and explicit L&D program management led by practicioners with proven experience

Enhanced productivity achieved by skilled and developed workforce

Employee opportunity for talent development and skills upgrade with enhanced personal motivation and reduced staff turnover

Built an organizational culture of "out of box" thinking model leading to designing and implementing innovative solutions

Defined Learning & Development Roadmap with several strategic initiatives building capability and in line with business needs

An innovative training model with remained flexibility and agility to master talent development in the organization

Designed an accurate success metrics framework measuring adoption to desired skill and attitude change

Thorough evaluation of workforce’s capability gaps against a comprehensive competence framework

Blended learning principles strenghtening personal development plans