Organisations have recognised the need to change structures to enable them to respond to change, the challenge of competitors and to ever demanding customer expectations. However there is a second challenge that calls for a new partnership between the organisation and every individual associated with it.

We believe that companies can no longer afford to provide training and development for its own sake and like any investment it must be measurable and deliver demonstrable benefits against organisational requirements as well as individual needs. This though needs a HRD strategy.

To ensure that the organisation identifies how it can deliver its OD ambition it is essential that the HRD strategy flows from a corporate strategy. Only then can the organisation proceed to measure whether it has the right people in place with the right competences, knowledge, experience or capabilities necessary for both current and future responsibilities only then can real development and organisational progress be made. However with a corporate strategy in place we can work with you to create a HRD strategy.

In addition to helping your trainers establish a HRD strategy our role could be to further assist them to identify your organisations unique competences and sets of behaviours and values and most importantly how they can be applied in your organisation by utilising a level and function specific perspective.

Dependent upon the size and complexity of your organisation the HRD strategy could provide for training and development needs to be identified locally for each area having specialist needs, while still working within a wider corporate framework. However to ensure that all key players are working with the same understanding the HRD strategy should include some definitions, for example: