ORGANISATIONAL CAPABILITY

INTERVENTION

BRIEF DESCRIPTION

DISTINCTIVE FEATURES

Organisational
Capability Survey

This tool, which uses feedback from empolyees, was developed to help organisations identify the critical gaps between where they are currently and where they want to be.Strategic and effective actions for improvement are developed from an analysis of the results.

Unlike a typical employee climate survey, this intervention covers the strategic dimensions of sense of common destiny, managerial leadership, core competencies, human resource management, along with proccesses and interfaces, and indivdual factors

SENSE OF COMMON DESTINY

INTERENTION

BRIEF DESRIPTION

DISTINCTIVE FEATURES

Change Management
Facilitation

Facilitation expertise is provided to help senior managers develop an effective change vision and strategy,analyse the key stakeholders as well as draft a change management roadmap to create and sustain the impetus for change.

A holistic approach is taken in which all key components of change such as process, structure and people variables are considered.

Corporate Values
Cascade and
Cultural
Transformation

This intervention is designed to impart an in-depth understanding of the corporate values and enable employees of the organisation to embrace and internalise them.

A comprehensive approach is taken in which corporate values are translated into specific behaviours.Gaps for improvement are identified at organisational, departmental and indivdidual levels. Appropriate reinforcement strategies will be institutionalised to ensure that the values are practised daily.

Personal
Transformation
And work Mindset

These organisation-wide initiatives focus on nurturing the mindset to excel in a changing world and support the organisation in achieving its vision,mission and business goals

The approach taken emphasises individual readiness for change and cultural transformation to achieve the organisation’s strategic goals and objectives.

Strategy
Development and
Away-Day
Facilitation

Facilitation expertise is provided to organisations for their strategic planning meetings and senior management’s Away-Days. This includes helping the management team review of formulate their corporate vision,mission,values and goals, as well as determine how best to move the entire organisation toward realising them.

The framwok and methods can be customised to meet specific organisational requirements.

MANAGERIAL Leadership

INTERVENTION

BRIEF DESCRIPTION

DISTINCTIVE FEATURES

360-Degree
Feedback and
Leadership Styles

This intervention is targeted at managers
And executives. It involves either collecting and analysing multi-rater feedback on their managerial styles,or benchmarking them against a leadership Effectiveness framework. In addition, targeted coaching, using specific development plans, is provided.

The intervention can be customised to meet specific organisational requirements, and the instrument is available in both paper and web-based formats

Executive
Coaching

Individualised coaching for managers is provided for those who wish to acquire or hone their skills in managing self, managing others as well as managing performance

The coaching process involves diagnosis,discussion,
Action planning and review, and is very much learner-directed. The methodology and coaching expertise are also culturally relevant to Asia

Core Competencies

INTERVENTION

BRIEF DESCRIPTION

DISTINCTIVE FEATURES

Customer
Service
Heartware and
Culture

Excellent service from the heart, owning customenr’s concerns,solving issues resource-fully and serving customers’ needs as a team, are critical components in this intervention. Care is taken to develop supporting organisational practices and systems that reinforce and sustain such a culture.

Experienced and multi-lingual facilitatiors are able to advise seniro management on the implementation of this intervention as well as engage with all levels of employees.Identifying and tracking appropriate performance measures for “customer service heartware” are also used to develop the organisation’s culture for competitive advantage.

Job Competency
Profiling

The purpose of this intervention is to identify inter-functional and functional competencies as well as the expected levels of proficiency so that gaps for improvement and development opportunities can be determined. This would form the basis for the systematic selection, recruitment and development of talent.

The deliverable for this intervention is a comprehensive set of competencies for all key job functions. These competencies can be interated with the HR systems,and the framework customised to meet organisational needs.

Learning Needs
Analysis and People Developer
Standard

This involves the design of a system for identifying learning needs, and development of a total learning plan that is in alignment with the corporate objectives. In addition,procedures are established to assess learning effectiveness and its impact on corporate results,as well as enabel the company to achieve the People Developer Standard administered by SPRING Singapore.

The learning needs analysis can be aligned and integrated with career development as well as selection and recruitment processes using a competency-based methodology.

HUMAN RESOURCE MANAGEMENT

INTERVENTION

BRIEF DESCRIPTION

DISTINCTIVE FEATURES

Performance
Management

This intervention aims to establish a performance-reward culture that links individual performance objectives to the organisation’s mission,strategy and business plans. Expertise is provided to examine and improve an existing performance management system

Performance,competency and potential appraisal can be integrated into an effective performance management system.The methodology to assess competencies and potential to a high degree of objectivity is also included.

BUSINESS PROCESSES AND INTERFACES

INTERVENTION

BRIEF DESCRIPTION

DISTINCTIVE FEATURES

Innovation
Culture and
Deploymente

The aim of this intervention is to provide the building blocks of a sustainable innovation and learning culture

The approach is tree-pronged: equipping employees with critical and creative thinking skills;enabling managers to encourage and harness the innovation process;as well as establishing suppporting practices and removing barriers to learning.

Process
Improvement

Existing work processes are reviewed at a cross-functional level so that areas for improvement are identified.This intervention works best with inter-departmental groups so that they can put together Business Activity, Work Process and Human Capability Maps that run throughout the organisation.

Critical”disconnects” and “bottlenecks” in cross-functional processes are identified,together with specific improvements to be made. The outcome is increased efficiency and reduced bureaucracy in the organisation.

INDIVIDUAL FACTORS

INTERVENTION

BRIEF DESCRIPTION

DISTINCTIVE FEATURES

Talent
Development

This involves either designing a completely
News system, or improving an existing process, to systematically develop high-potential staff in an organisation. Effort is made to help these individuals identify their career aspirations, strengths and weaknesses, as well as develop their personal career development strategy.

The competency-based framwork can be customised to meet the organisation’s specific requirements so that high-potential individuals are systematically developed to meet organisational challenges and individual development needs.