WHAT WE DO     (click for detail) Assessment & Appraisal Career Development Change Management Climate Surveys Coaching/Mentoring       Communication Plans     Competency Analysis Competency Development Cross-Cultural Alignment Database Systems Expatriate Policies           High-Potential Selection Human Capital Valuation Incentives & Motivation International Development Knowledge Sharing   Management Development Merger Integration Objective-Setting Organisation Alignment Outsourcing               Reward Management Shared Services             Strategy Analysis Structured Selection Succession Planning

The Marple Partnership

We believe that Competencies are the key to the assessment and development of individuals and organisations.

Only when you know what competencies are required of a job can you recruit effectively for that job.

Only when you know the abilities of your workforce can you identify development needs, set objectives, arrange training programs for them.

Only when you have determined the competency improvements required in your executive team can you identify and develop appropriate successors.

Only when you have standards of competency in place can you defend your decisions on termination for non-performance, or identification of high-potentials, or selection for redundancy.

The Marple Partnership majors in structured competency design, analysis and development, to achieve significant improvement in Company performance.

Three categories of competency:

     Personal       eg Teamwork, Integrity       

           Management     eg Building Winning Teams, Business Acumen 

   Professional           eg Financial Control, Negotiation Skills, Market Analysis 

Although Professional or Technical Competencies are inevitably department -specific, Personal and Management Competencies are usually applied across the organisation. These two categories are often collectively referred to as Core Competencies, as they can all be derived from core or corporate Vision, Values and/or Business Strategy.

Click on the links above for more detail, or e-mail us with your specific questions.

There are now thousands of organisations in both public and private sectors who have come to realise that so many people management and development decisions can be more effectively implemented when based on competencies that it makes sense for them to construct Competency Frameworks. If you want to join them, or realign your own Competency Frameworks, or integrate them into your processes for Performance Management, Reward, Succession Planning, Talent Management and Development etc. - let us know.

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