Training and development are investments in human capital that pays off in terms of higher productivity.
Human capital development is, therefore, the process that improves an organisations’ employee performance, capability and resource.
We analyse the current reality. What are the organisational goals? Is the organisational structure (decision framework) a fit with the type of organisational goals?
We conduct a skills audit. What skills are available in the organisation? How do the skills relate to the organisational structure? Is the skills sufficient for the goals of the company?
We then determine the skill gaps. What criteria are used to determine gaps? What type of skills need to be prioritised? How will this be documented?
We develop an action plan with steps and timelines. What are the regulatory requirements? What are the objective of the company? Who will benefit and why?
Skills training and employee development should happen in a framework that are regulated for quality. Is the identified training provider an accredited provider? Are the training courses accredited? Which regulatory bodies provide quality assurance?
We reflect, revise and maintain. What worked well? What didn’t work well? What should change?
To produce Workplace Skill Plans (WSP)
To comply legally and draw benefits from the National Skills Levy
To make the workforce more robust and solve problems more creatively
To help with talent management and employee retention
To help lower employee turnover
To help with leadership development
To help plan for successions
To help improve the quality of knowledge and skill in your company