Jobs, competency frameworks and skills taxonomies form the basis of sound talent management.
Auditing your job descriptions in line with your strategic objectives and business requirements.
Compiling new role descriptions with accompanying quality standards to ensure that everyone has role clarity and their outputs support business realities.
Developing competency models that correspond with those behaviours that reflect the attitude with which work should be executed.
Developing skills matrices that make provision for your current and future skills needs.
Creating career pathways based on your job, competency and skills frameworks to facilitate career progression and internal mobility options.