Development Strategy

A development strategy focuses on how to retain employees and allow employees to grow critical competencies and skills through ongoing learning and development opportunities, and through the performance management process.

Learning and Development

A cornerstone of a comprehensive total reward model includes opportunities for learning and development. With the re-definition of the "employment deal", or unwritten contract between the employer and employee, comes a new definition of "employment security" rather that the traditional "job security".

Employees know they must keep their skills current and grow new competencies through ongoing learning and development. Employers must provide learning opportunities to build and sustain a competitive advantage, to grow a talent pool, and also to retain critical employees.

Competency Development

What are the essential organizational capabilities that are needed to build and sustain competitive advantage? What behaviours, or competencies must employees demonstrate to achieve these organizational capabilities?

Competencies, such as communication, teamwork, customer service, may be common to all roles in an organization. Other competencies are specific to the job family, function, or department. We will work with you to develop competencies that are customized to your business strategy, industry, culture and unique organizational needs.

These competencies will be used as the cornerstone of recruitment and selection, performance management, learning and development, and total compensation.

Performance Management

How is business performance managed in your company? How is that connected to what is expected of employees? Are managers and employees happy with the current performance management system? What performance measures do you use? Results-oriented? Behaviourally-oriented? Balanced scorecards? How are measures tied to the needs of the business? Do you have measures at the team or group level?

Does your company use 360 degree/multi-source assessment measures? Do employees believe they can truly make a contribution to the company's success? Does the current performance measurement process have a development component? A career-planning component? Is your performance management tied to rewards?

Our aligned performance management process means:

• Performance objectives and measures drive overall business results.
• Managers and employees are engaged in the performance management process.
• Development and career planning opportunities are identified for employees.
• Performance results are rewarded by total rewards - pay and benefits.