IDENTIFY SKILLS & KNOWLEDGE REQUIRED IN EACH ROLE
Identified through competence assessment and required skill in organisation

TRAINING NEED
The gap between current level of knowledge, skill and desired attributes in comparison to those required (gap analysis)

CAREER DEVELOPMENT INTERVIEW
Understanding individual employee expectations and career aspirations

DEVELOPMENT
Grooming or preparing employees for future potential opportunities or role enhancement
One - five year focus
Personal growth
Job enrichment (same job with increased responsibility or independence)

UNMATCHED EXPECTATIONS
In the instance where the employees aspirations are not in line with the companies, this process is managed accordingly

SUCCESSION PLANNING
Identify potential
Identify furure risks of knowledge or skill
Develop potential (rising stars) to fill gaps in the future
Consider key roles and manage the risk by ensuring successors available internally or make the decision that the skill / knowledge will be brought from outside the organisation

CAREER MAPPING
Mapping out and creating a career path for rising stars

EMPLOYMENT RELATIONS
Assisting line managers with negotiation, mediation and resolution of employment relations issues. Advice on the employment relations act and other employment related legislation.

ORGANISATIONAL PERFORMANCE
Driving towards positive change in organisational culture, values, performance and knowledge