Content Development

Performance Strategy Consulting

a.Organizational Learning Strategy & Roadmap

Planning strategic human performance outcomes through resilient, cost-efficient, and results-based implementation guidelines

To build a systemic method for building and developing a sustainable human capital pool, it is important to undertake multiple short term initiatives with the vision of a cogent long term plan. We help create an organization-wide strategy for holistic, integrated performance development interventions. The roadmap takes into account the organizational evolution and vision and plans for cohesively driving all initiatives towards desired strategic organizational goals. To develop a strategy and roadmap, we do the following:

  • Understand and analyze organizational short term and long term goals
  • Review and define human capital needs mapped to organizational growth plans
  • Review organizational structure and competency maps vis-à-vis the functions and roles
  • Study past and current training initiatives and their outcomes
  • Define desired employee performance metrics/benchmarks (based on organizational, individual, and industry growth needs)
  • Building a cost-benefit analysis to help you assess ROI of a Strategic Learning Strategy for the organization
  • Build a budget plan for immediate and long term learning interventions mapped to organizational outcomes
  • Present a strategic roadmap with an implementation plan

b. Learning Needs Analysis

Focused study of factors influencing the design, delivery, and results of learning interventions and corresponding performance goals

Also known as TNA or TNI, we provide recommendations for design of learning programs at macro and micro levels, based on a study of the following:

  • Organizational goals › Performance Goals › Learning goals › Curricula › Learning Objectives
  • Learner profiles – primary and others
  • Current training initiatives, their challenges and results, and training infrastructure
  • Performance-based learning measurement metrics and systems
  • Related HR processes, like growth paths, appraisal processes, functional/departmental structures
  • Success factors for current organizational vision and goals

c.Learning Analytics (Effectiveness Audit)

Measuring proficiency of learning programs, transfer of learning to workplace, and productivity impact

Statistics reveal that business results are largely influenced by the organization’s investment in its human capital development. A sustainable investment model can be built through consistent measurement of performance and productivity metrics. Our learning audits help you measure the “returns” of your investment in various learning/training initiatives in alignment with your strategic business goals.

We present you with:

  • Key findings about effectiveness of the learning initiatives
  • Metrics for evaluation
  • Recommendations for enhancements
  • Scorecards to track progress
  • Workplace impact of learning

With this information, you will be better equipped to make Learning & Development decisions and augment your key business and people competencies.

d. Skill Gap Assessment

Identification of gaps between current skill sets and desired skill sets to meet performance and productivity goals

Our Skill Gap Assessment System helps organizations assess sufficiency of employees’ skills with a holistic approach and accordingly set training priorities. This assessment is based on pre-defined performance benchmarks, which include performance reviews, surveys, interviews, audits, tests, and other techniques.

We work with organizations to:

  • Assess employee technical and behavioral skills
  • Assess employee motivations for specific job categories
  • Identify gaps in performance
  • Map gaps in performance to competency insufficiencies
  • Apply this insight to recommend individual learning paths

e. Competency Mapping

Identification of key attributes and skills required for each function and job role based on an organization’s competency model

Competency mapping is critical to ensure high performance and competitive excellence within an organization. Our team of specialists analyzes business goals, organizational business and growth models, functional KRAs, high performers, metrics, and job definitions. We then derive role-based competency maps mapping the desired knowledge, skill, and attributes for each role.

These competency maps can be used by an organization to:

  • Establish expectations for performance excellence
  • Increase the effectiveness of training and professional development programs
  • Provide common, organization-wide standards for specific roles and career levels
  • Support organizational activities like recruitments, training, career growth paths, and performance appraisals

f. Learner Profiling

Definition of learner personas to enable design of effective performance development interventions

The paradigm shift from ‘training’ to ‘learning’ has made learners the axis around which all decisions regarding learning design are centered. Our team of specialists executes studies to:

  • Identify primary, secondary learner personas before designing a learning program
  • Define specific attributes of learner groups (generalized patterns of learning styles, performance challenges, demographics, preferences, expectations, and motivations, etc.)
  • Recommend design parameters and guidelines for various learning programs to ensure higher relevance and acceptance This enables organizations maximize business growth and employee performance outcomes.

g. Outsourced L&D

Access to a complete spectrum of learning service capabilities for organizations – small and medium

Human capital needs of small and medium sized organizations are not any less significant in how they impact their business outcomes. And any aspiring organization would like to stabilize as they grow. For such organizations, we provide the complete gamut of learning services, without having to invest in building a large and diverse team. We also provide a build-operate-transfer option for organizations with a vision to eventually integrate the L&D function.

We bring extensive expertise in helping organizations holistically improve their employee performance and also enhance their business growth, at optimized costs. Our integrated approach addresses multiple facets of the organizational needs, thus building a sustained, highly productive, efficient, innovative, and talented employee pool.