Enterprize Knowledge Challenges:

• My requirement is not a complicated, but finding the right vendor to provide them is: I simply need a qualified and experienced Trainer (or Coach) with client references, who also posseses much actual business experience, to write and deliver a Leadership Program or a standalone course (or to design and implement a Coaching or Mentoring framework and program) of high quality at competitive rates. I would also like the flexibility to cancel the contract without penalty in the initial stage, until I have had sufficient time to evaluate the vendor’s performance.
• How do we stop knowledge leakage from Regrettable Attrition, and how do we capture key enterprize knowledge and create a repository for it?
• How do I deal with having to constantly track skill application for a large number of our people who attend our interventions?
• How can I increase uptake of e-leaning and learner engagement in general ?
• Line Management often question us when there are no improvement in their results, despite all the interventions we do for them.
• We are under constant pressure to prove our R.O.I, and even the popular R.O.I model that we use is not making it much easier.
• We find that our strategy is mostly made up of the different TNA requirements of the Line, and they dictate most of what we do.
• We are expected to keep pace with latest technologies, and although we have an LMS, we don’t know what our move should be – especially with the advent of A.I.
• L and D; Talent Management; Performance Management; H.R Services and HRBPs each ‘do their own thing’ – how can we become more joined-up into an integrated people strategy and leverage each other’s data and know-how?
• Crafting; delivering and administering affordable, high-quality training courses; leadership development programs with a difference, and coaching and mentoring frameworks and programs. These are crafted and executed by mature persons with previous actual business experience in senior roles, who later transitioned into human development and thereafter gained years in experience in it. We do not simply use persons with only training or coaching experience, nor those who have only H.R –related qualifications.
• Crafting a roadmap to becoming a Learning Organization.
• Upgrading your operating model, to transform from being mainly operatonal, to a valued provider of Strategic Human Resource Development, integrated into the Corporate Planning Process.
• Showing you an effective approach to handle R.O.I pressures
• Mapping out a technology strategy that suits your circumstances –with special competence in recommending and deploying A.I tools
• Providing you with tools to increase learner engagement and e-learning uptake
• Putting you firmer into the driving seat of strategy setting, instead of your strategy and budget being dominated and monopolized by others.
• Providing you a roadmap to more tightly integrate L&D into the entire Talent Cycle with other H.R units, to provide L&D inputs at every Talent Cycle stage – from Talent Acquisition, to Performance Management, to Engagement – and not just the Development stage. We help make L&D more valued and productive
• Showing you ways to reduce the L&D cost-base
• Implementing creative, effective ways to deliver L&D when budgets are constrained