Situation: Bank MLN decided to implement a new training methodology based on competencies. They required the design of a competency scheme that was accurate and representative of their industry as well as a tool that would help them evaluate training gaps accordingly.
Solution: Strategy Link provided consulting services in order to design the correct competency structure that would best benefit the client. After such a design was completed, SLS implemented the 360º Assessment module in order to help the client identify training gaps based on that new competency dictionary. The Training module was then used in conjunction with the Target Pro application to provide a training solution that was in accordance with the new competency structure.
Status: The Client's next step is to implement the Technical Assessment module, in order to evaluate technical competencies in the same fashion as key competencies. A technical competency library has already been defined with the help of SLS.
Performance Alignment
Situation: A financial service provider needed to identify its top performers in order to place them in leadership roles within the firm.
Solution: Strategy Link suggested the use of its 360° Assessment module to evaluate upper management using those competencies identified by our experts as "best practices". The evaluation would prove useful in recognizing those managers that were viewed as the best in their field. The client could then ensure that these employees were given visible roles were they could cause the greatest impact and prove to have the best influence over others.
Status: Results obtained from the evaluations have triggered changes in the organizational structure, and those identified as top performers have been given leadership roles within the firm. The overall performance of the company has increased dramatically and the employee satisfaction level has risen considerably. The client is currently in the process of conducting an employee satisfaction survey to ensure the changes made have cause lasting impact within their organization.
Aligning Performance to Corporate Strategy
Situation: Client ABC designed a complex competency dictionary but had little success in creating the culture needed to implement it. In addition, the client's board of directors had not seen any direct results from the extensive work already done in that area.
Solution: Strategy Link suggested a redefinition of the competency structure, aligning them with those considered as "best practices" by our experts. SLS also recommended an immediate evaluation plan for all upper management of those competencies in order to begin training and closing gaps as soon as possible. In parallel, SLS suggested the validation of those competencies with the board's wishes by aligning them with corporate strategies through a balanced scorecard effort. This will in turn ensure that the time and effort spent designing a complex competency system is validated directly when results are obtained and a positive impact is perceived. As both projects progress, an employee satisfaction survey may also be performed to verify that the culture changes needed are taking place.
Status: The first evaluation round is being planned and a sample of managers is being carefully selected. All managers are being trained and informed of the competency culture that wants to be created so that a positive reception to change can occur. Excecutives are also being briefed on the methodology to be implemented during the balanced scorecard design, and participants are being selected.
