HRD Strategy
Developing an HRD strategy requires a thorough understanding of the organisation's business strategy, culture and barriers to develop. We have experience and tools to explore these and make new recommendations for (re)making your strategy.
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HR DevelopmentAfter 25 years of working in HRD in a global environment, we can help you out on all the basics, as well as the advanced functions of human resources development. Including reviewing the HRD positioning and effectiveness in your organisation. Your organisation's culture and HRD positioning determines the value created through HRD.
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Action LearningEmbedding learning in daily work processes and projects allows also tacit knowledge to be created and transferred. Crucial for most organisation´s future.
Loosing productivity due to training & development is often a hindering factor. Creating action learning combines creating benefits with learning. In most cases it increases the value created. |
Inspiring Events
Design and organize effective large events in terms of communication, inspiring people, knowledge sharing, activate improvements being deployed quickly is what we do best. Using video, web casting mobile phones, TV shows, but also gaming, radio shows and many more.
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Learning InfrastructureLearning infrastructure can be seen as the way people, processes and instruments are aligned to ensure continuous learning takes place in line with and supporting the organisation's strategy and goals. The creating an infrastructure for learning requires a full understanding of the organisation's culture and structure.
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Learning & DevelopmentL&D makes sure your products & services are delivered through an optimal mix of behaviour, knowledge and experience, and maintained through "reality learning" which takes place on-the-job every day. Building feedback-learning loops in your organisation will ensure training costs go down substantially and customer results go up.
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Talent managementTalent identification, development and positioning is what we do for decades in global organisations. We aligned and combined management and leadership development in many situations, creating a seamless approach for talent management
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Internal Social NetworksMost of today's organisations require a facelift where it concerns connecting people and building internal networks to facilitate the organisation's agility. Internal social networks boost creativity, best practice sharing, innovation, flexibility, mobility, etc. This is not about technology, its about understanding how to inspire and connect people.
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Interim ManagementWe have build people networks during the last 25 years. We select people based on successful deployment of knowledge and experience, delivering results and with a "back-office" that can fill gaps if needed. Not just an interim manager, its the total package of HRDinside.
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Internal Academy
Integrating learning at the workplace, on-the-job is key and it opens up many opportunities when combined with the set-up of an internal academy. It allows organisations to combine specific internal and external expertise, create learning events whilst (social) networks develop and provide the opportunity to create "internal masters" that own and transfer knowledge to specific places in the organisation.
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Operations TrainingQuality and productivity will determine the success of your products and services. Most environments we see focus heavily on productivity whilst problems are solved through fire-fighting. We introduce basic management skills, combined with Lean principles and supported with a corporate quality management approach, which creates a continuous improvement cycle, driven by the people on the shop floor in stead of from the top. Corporate standards implemented, whilst ensuring high quality and productivity.
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Knowledge Management
Human capital or intellectual property is mostly rated as the most valuable asset of an organisation.
We have over 10 years experience with launching global KM push and pull strategies. It includes the use of technology, best practice identification and sharing, communities of practice, cross-project learning, incentives, learning events, games, mentoring, etc. We experienced aligning KM with performance management ensures focus remains on business benefits created through competitive advantages. |