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Learning While Doing

Email academy@twpl.com Call +44 (0) 1635 298800

WHY ARE WE SO EFFECTIVE

It is too easy to plan ambitious, systematic revisions of skills and knowledge requirements for the whole organisation, whereas the greatest value lies to making sure that key roles are identified and assigned to the most qualified individuals.

TWPL’s methodology starts with analysing the business-critical roles in asset management – which processes, responsibilities and people have the greatest potential impact on the organisation’s performance objectives, risks and costs.

TWPL ASSET MANAGEMENT ACADEMY | WHY ARE WE SO EFFECTIVE

TWPL ASSET MANAGEMENT ACADEMY | WHY ARE WE SO EFFECTIVE

Assessing Competency Requirements

TWPL Academy has developed some very pragmatic methods for identifying existing competency strengths and areas of potential improvement. We have a structured approach that integrates the best aspects of the IAM’s Competences Framework with a context-sensitive appreciation of business priorities, functional roles and their criticalities.

Our methods also include elements that we have found to be missing or inappropriately weighted within the IAM framework. And, like all TWPL services, our model and elements are flexible so they can be integrated with existing human resource systems and competency structures.

Creating target profiles for key roles

Having identified the most critical roles and responsibilities in the organisation’s business processes, the next stage of our process is a line-by-line detailed review of any current definitions for these positions. This allows us to calibrate and adjust our templates to the local language, assign the applicable generic asset management competencies and the apparent levels of responsibility for them.

The combination of different contributions (levels of responsibility) to the various asset management roles, and the competencies necessary to perform these roles effectively, create clear ‘target profiles’ for individuals that have such jobs, or for groups of individuals (such as the mix of skills and knowledge needed in effective asset management teams).

Assessing personal capabilities and existing strengths

Individual interviews are held with the first group of prioritised personnel to check the calibration, demonstrate the process and plan the wider, systematic programme of analysing requirements, current capabilities and development priorities. Findings are then analysed and presented to a validation review with the responsible line manager and human resources department.

TWPL ASSET MANAGEMENT ACADEMY | ASSESSING PERSONAL CAPABILITIES AND EXISTING STRENGTHS

TWPL ASSET MANAGEMENT ACADEMY | ASSESSING PERSONAL CAPABILITIES AND EXISTING STRENGTHS

Emerging from these interviews and their validations are four essential deliverables:

  • The actual versus target profiles
  • The criticality-prioritised learning and development needs: which of the gaps are most valuable and urgent to close
  • Adjustments in the assessment process before wider rollout
  • Plans for the prioritised rollout, both to other critical individual roles and to wider, group-level studies for generic role types

The rigour and transparency of these methods reveal which existing competences need to be exploited better i.e. the person’s capabilities are greater than those required for their current role(s).

Identifying the most important gaps

Of course we are interested in the gaps, both for the individuals in their specific role(s) and for groups and/or the whole organisation. The criticality of each competency provides an indication of the significance of each gap. By multiplying the sizes of the gaps by their criticalities, we have a direct business value-prioritisation of the areas to focus on with training and other development activities.

Professional development and learning

TWPL ASSET MANAGEMENT ACADEMY | PROFESSIONAL DEVELOPMENT AND LEARNING

TWPL ASSET MANAGEMENT ACADEMY | PROFESSIONAL DEVELOPMENT AND LEARNING

The final but most important stage is the development and delivery of the learning to close the most important competency gaps. The prioritisation ensures that investment in training yields the best return, and also provides the individual learner with the most useful new skills as quickly as possible. However we must also consider the best methods for the required learning.

TWPL Asset Management Academy is uniquely experienced in design, development, customisation and delivery of blended learning’ programmes for asset management, including the vital culture change dimensions.

More Information

For more information, please contact us t: + 44(0)1635 298800 | e: academy@twpl.com.