A GAP IS ONLY A WEAKNESS IF YOU DON’T HAVE A PLAN TO OVERCOME IT

Stop hiring and training people on skills only – Developing training plans based on the assessment of 4 main competency levers is a strategic approach towards the increased value engagement for the people and the business.

Our QCC matrix (Quad-Core-Competencies) evaluates the professional knowledge and technical know-how, but also the personal competency and the business acumen. It allows for a more holistic development dialogue and delivers a blended view of the “as is” mindset, skill set and toolset. Competency-based learning cuts to the heart of each resource strengths and opportunities for growth so they can focus on areas that matter most at any stage in his or her career.

QCC ASSESSMENT MATRIX AND BESPOKE LEARNING PLANS

Developing a training plan based on the assessment of 4 main competency levers with 24 critical capabilities, 96 sub-competencies, tailored to 5 different maturity levels is a strategic approach towards the need to deepen your team’s expertise with impact.

Competency based learning is around since the 1960’s but it has been given a new life since the downturn has left companies with a variety of skill gaps in the development of their resources. Most assessment models only focus on professional or technical competency assessments.

Our QCC matrix (Quad-Core-Competencies) not only takes in to account the professional knowledge and technical know-how, but also the personal competency and the business acumen. In this new world, it is key to assess and develop the ‘persona’ behind the role and this needs to be framed and understood within the context of your business’ objectives, culture and growth targets.

It starts with the employee self-identifying existing gaps. This process is enhanced by involving other stakeholders in the review of his/her competencies — allowing for a more holistic development dialogue. Further independent assessment will pinpoint the exact training needs that provide the most value to them and the business. Learning offerings can come in the form of deep-dive hands-on one-to-one training or proposal of specific online courses, seminars, peer to peer learning, stakeholder ‘walk in my shoes’ days and more.



GAP ANALYSIS FOR THE GOVERNANCE OF STATE BODIES

The Minister for the Department of Expenditure and Reform, Paschal Donoghue, published a new Code of Practice for the Governance of State Bodies which came into effect on 1 September 2016. This applies to Commercial, Non-Commercial and Regulatory bodies.

iDDea has developed a bespoke Gap Analysis audit to benchmark your current status on process and Code of Practice compliance. For more information, please click here.

PUTTING THE RESOURCE AT THE CENTRE

Procurement teams are working in an unprecedented fast changing world, and as professionals, we need to stay ahead of the curve. You have made your first step by signing up to assessing yourself. You are part of the procurement cohort that is driving change from within, congratulations.

The QCC survey gives you the opportunity to get a rounded view of you as a person, you as a knowledge worker and you as a contributor to the organisation you work for. The self-assessment focuses on your personal Acumen Mindset, your professional and technical skill set and the business toolset against your current role. Your answers will be benchmarked against a procurement framework and within a week of your submission, you will receive your individual competency report. Your response is confidential and your individual assessment will be shared only and directly with you.

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