Competency gaps are training needs

Gaps are identified by comparing the performance of the company against a bench marked company in the same industry. Positive performance indicate strengths whereas the opposite shows weaknesses. Thereafter, proper winning strategies could be formulated and best practices could be recognized and adopted. All the above could be drawn objectively from the financial statements rather than relying on subjective opinion surveys which are popularly but wrongly applied in TNA.

Monday, December 9, 2013

Performance Evaluation and Improvement

A three month consulting services to clients

Performance Assessment (Evaluation and understand)

Critical Performance Gap Analysis
SWOT analysis
Key Result Areas
Key Performance Indicators

Core competencies Enhancement (training)

Providing the right tools and techniques
Competency profiling of the poor performers
Management and Technical competencies
Core competency report for participants
Competency gaps - breath and depth

Deploy and evaluate. (system installation)

Business planning tools and models
Key metrics in HR performance planning and appraisals
Corrective and preventive action
Ensure positive trending results in all areas.

Key Benefits in performance consulting (11 points)

Maximising Return
delighting customers
Improved company image
Increase business
continous improvement with best practices
Engaged leadership and workforce
Measuring performance
Building a performance team
Learning Organisation
Enhancing competitive advantage
Managing change in a dynamic environment

copyright arriffin@gmail.com 012-2786282

INPUT OUTPUT GRAPH

Showing performance line move from left to right.

RELATIONSHIP BETWEEN ADVERTISING AND SALES.

The amount of output is higher than the amount of inputs.

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