top of page

Osmotic Talent Development

(OTD)

WHAT?

BC-ImageMarketing-COVER.jpg
A programme to introduce  Osmotic Talent Development techniques to develop & amplify organisational  talent towards achieving world-class standing.
​
Staying ahead of competition with Best-in-Class talent.
​
​

WHY?

As globalisation increases and competition intensifies, an organisation naturally needs a capable, talented and informed workforce at all levels to meet these challenges.
​
The “Osmotic Talent Development” programme is a thorough, step-by-step programme, and above all, organic way to develop competency: benchmarking an organisation’s talent assets according to best-known competency levels, analysing its competency gaps and closing these gaps organically.

BENEFITS

This is a programme that grooms the organisation’s workforce towards continuous re-invention and innovation to the next level of competitiveness

IMPROVEMENT

  • An awareness of Best-in-Class standards for  all the key job roles.
  • A clear picture of one’s knowledge needs, knowledge gaps and where knowledge solutions may be found.
  • Improved efficiency via the detailed mapping of content experts.
  • Improved quality via the capture and propagation of best practices.
  • Continuous improvement via gaps-driven and best-practice-based  learning solutions.
using_hr_analytics_for_continuous_improv
  1. Defining all benchmarks relevant to the organisation 
  2. Identifying the employees’ knowledge needs
  3. Assessing their knowledge gaps 
  4. Formulating knowledge solutions to close them
Deployment Model.png
Talent Benchmarking to Best-in-Class practices/standards, followed by Organic Solutioning to achieving them.
​Talent Benchmarking
​
  • Identifying the organisation’s key job roles (or core competencies) which therefore sets the scope of the programme.
  • Establishing the Best-in-Class benchmarks for each job role.
  • Defining the Best-in-Class skill-sets for each job role.
  • Assessing the knowledge gaps of each employee in each job role.
Organic Solutioning
​
  • The seeding of ‘push’ interventions such as classroom training, certification programmes, forum sessions, coaching sessions, etc.
  • The cultivation of ‘pull’ osmoses such as directories of subject-matter experts for each job role; and optionally, collections of other online resources such as website references, learning video clips, e-books, etc.
A software tool will be used to facilitate deployment

DEPLOYMENT MODEL

DEPLOYMENT APPROACH

This approach is both top-down and bottom-up to minimise organisational resistance and maximise programme ownership, thus improving the driving factors of successful implementation.
​
The Osmotic Talent Development programme is also designed to focus on engaging the organisation’s teams/employees by letting them state their challenges, formulate their solutions and drive their pace of talent development.

Back to top

bottom of page