| You
have a set of competences designed some time ago or want
to expand them for professional development, recruitment
or for use as performance indicators |
| • |
How then do you best design
competences which are effective for a multi-national company? |
Our expertise helps fill in
the missing pieces |
| • |
How can cross-cultural
competences be best built into your company vision and
mission, and how can you check if they are effective? |
| • |
Are the competences which
you use best suited for personal development, performance
appraisal as a recruitment tool? |
| • |
Do your competences include
influencing, relationship development, ability to mediate,
creative thinking and relative capability? |
| • |
Are your competences realistic,
robust and applicable? |
| |
| If
these points raise any issues - we can work with you to; |
| • |
Assess existing competency
sets and assess how they match company aspirations |
| • |
Compare competences to
company vision and mission statements |
| • |
Design or redesign competency
sets ensuring they are cross-culturally sensitive |
| • |
Review your assessment
centre processes and effectiveness |
| • |
A psychologist is part
of our team and will be brought in as and when thought
helpful |
