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Service Lines

Training & Employee Development

Our Training and Employee Development service line is dedicated to identifying client organisations’ areas of particular need and offering interventions to enhance effectiveness. These range from training and development assessments/needs analyses to psychometric testing, and from competency evaluations and succession planning to the design of highly customised training programmes.

  • Organisational & Employee Training/Development Assessments

    Consistent with your organisation’s strategic objectives, we apply a systematic and structured approach to the assessment of training and development requirements. Our assessments are made in the context of organisational KPIs and employee skill, responsibility and authority levels.

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  • Training & Executive Education Programmes

    In designing and developing customised programmes to meet the specific requirements of individual clients, we ensure that related interventions are: (i) focused, (ii) interactive and (iii) provide measures against which progress and performance improvement can be assessed.

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  • Psychometric Testing & 360° Feedback

    A range of 360° feedback, psychometric and related tools are offered to support clients with selection decisions, employee development, performance improvement, training and assessments of culture. Our consultants are certified in the use of, e.g. MBTI, FORTE, 16PF, 360 Benchmarks, FIRO-B, Emotional Intelligence, etc.

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  • Competency Definition, Development & Assessment

    Consistent with clients’ particular operating circumstances, we identify and define the competencies necessary to support specific operations/activities, competitive positioning and commercial success. Competency dictionaries are developed and competency level requirements are assigned to roles in accordance with employee authority and responsibility levels.

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  • Career Development & Succession Planning

    Our approach to career development and succession planning focuses on improving and retaining intellectual capital in key business areas, i.e. while simultaneously targeting investment towards areas of critical need. Career development plans are translated into action plans with associated timescales for incumbents and succession candidates.

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