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To have a competitive advantage over others, continuous upskilling and reskilling of the workforce has been a key focus area for organizations for many years now. The primary challenge in this is to identify the “what” and "how" of the learning that needs to be provided. Additionally, this learning has to be in line with the organization's business goals and objectives.                                                             We provide customized L&D consulting interventions for our client organizations to impact their desired set of people and performance metrics that help them to achieve their business goals through a systematic and KPI-oriented approach that not only focuses on immediately being closer to the business metrics but also on achieving sustained results.
Our approach includes different phases for performance consulting:

  • Identify organizational business objectives and goals.
  • Identify current and future projects and the associated skills required
  • Chalk out the Competency-Role Mapping for different current/future roles
  • Perform skill gap analysis for the workforce
  • Develop Learning Paths for various roles 
  • Design a holistic Learning Framework for the learning

Competency Role Mapping

Has your organization properly trained its employees to generate optimum effectiveness and efficiency? We resort to competency mapping to understand what an employee is worth or capable of. Competencies are the qualities that enable an individual to perform better in a given job. We help companies to identify various behavioral, technical, and functional competencies that are needed to perform various job roles. We also help the companies to evaluate the Competencies displayed by individuals performing the roles by different methods such as assessments, Questionnaires, etc, and then provide outputs in terms of competency gaps and Training Need Identification or Training Need Analysis.

Our process of competency mapping includes:

Stage 1: Classification

Depending on the overall objective of business requirements and developing a competency framework, we classify competencies as functional, behavioral, technical, etc.

Stage 2: Identification

Identification of the areas to work upon in order to accomplish the business objectives of a particular job role.

Stage 3: Implementation

Use various methods for competency role-mapping like psychometric tests, assessments, and many more.

Skill Gap analysis

Skill gap analysis provides insights into which employees are lacking which important skills. It pinpoints the specific skills and behaviors, a particular employee/team needs to be trained on. This boosts individual learning and development, helps with strategic workforce planning, and creates a competitive advantage as well.
We accordingly design the learning paths, and the learning curriculum and plan our pieces of training and courses depending on how many employees need to learn the necessary skills.
How do we perform skill gap analysis?

1. To start with the analysis, we first identify the needed skills based on the organization’s mission, business objectives, and business metrics.

2. In the second step, we collect data about the employees’ current knowledge and skills. We also collect data about the skills and behaviors ideally required for the job.

3. We analyze these two data sets and chalk out the difference between them which is the bridge between where we are and where we want to be. This acts as the ‘Skill Gap’

Learning Framework development

After getting the ‘Skill Gap’ analysis done, we use this information to create contextual L&D experiences for different team member’s ability levels by providing different training methods such as functional skills training, behavioral skills training, and, technological skills training in various multimodal learning formats such as video, audio, reading, and interactive training content.
The learning framework gives us a breakup of the systems, structures, capacities, time, effort, and resources required for imparting and developing the required skills identified during the Skill Gap Analysis.

It also outlines the specific audiences for specific learning paths, skills levels, and hence, the specific learning curricula, based on their educational and professional backgrounds, available time & infrastructure along with other organizational/personal constraints.

It also includes the various modes in which various topics will be covered according to the available bandwidth, budget, and resources allocated to the program.
We use a pre-set list of standard competencies and then customize their curricula to the specific needs of the learner-set.

Project-based consulting

Many businesses struggle to stay ahead of the competition, the day-to-day operations of the business are more than enough to keep management busy, especially in smaller businesses where owners or managers wear many hats.

In Project-Based Consulting we take the pressure off of your business by defining and dividing the scope of work. We contribute our operational, strategic, or technical expertise to projects by collaborating with clients to determine project parameters, develop project plans in line with business objectives, and assign project tasks and resources. We also monitor the progress of each project stage and facilitate necessary interventions.

We specialize in building capability-specific and cross-functional teams that work out your company's most challenging needs.

One-on-one coaching and mentoring

Our programs are all individually tailored to the needs of the organizations. We also take this on an individual level, if required by the project. In this model, we work typically focusing on coaching, supporting, and helping each and every individual to understand what great performance looks like in their role, how that compares to the current position, and subsequently develop a detailed plan to impart those skills, some by directly training them on those skills, and some by developing personal development strategies to bridge the gap.
Before starting a program, we have conversations with the person(s) identified as requiring coaching support, to identify the challenges and opportunities from their perspective, to assess their readiness to change, and to check if there is a ‘personal chemistry’ which will mean that the individual and the trainer/mentor/coach can work together effectively.
We discover the motivating factors which encourage the individual(s) to gain the skills needed to take initiative to implement those skills at the same time. Coaching and mentoring are the most effective ways to enhance the ingenuity, knowledge, and abilities of not only the learner but also the team.

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