I have helped clients assess their department's workforce so that the right people are in the right roles with the right set of skills at the right time
I have helped clients focus on knowledge acquisition and skill development for current and future work by designing development & assessment centres.
I have also helped with career planning:
- Early career planning manages the expectations of junior leaders
- Mid career planning looks at role enhancement and role enrichment
- Late career planning looks at knowledge transfer and mentoring of junior leaders
Following a workforce planning exercise clients will have a better understanding of work priorities for the department. The roles, skills, and knowledge that are critical to providing services will have been identified.
Succession planning provides methods and tools to help the client review the strengths and gaps in the department. High Potential individuals will be identified and personal development plans can then be designed.