WORKFORCE ARCHITECTURE ABILITY TOOLS
Knowledge as an Asset
Market-leading organizations develop a knowledge-based competitive advantage that continuously improves and attracts organizational talent.
They build their internal and external core competencies by developing the current skills of their people and generating new skills for both current and future roles. They create growth experiences such as cross-functional projects, temporary assignments, mentoring and reflection opportunities and they design interactive learning modules that incorporate executive engagement to reinforce their strategy.
Beyond that, they then seek to deploy their knowledge efficiently and effectively by creating a consistent platform for governance, compliance and ethical alignment. This formalizes individual accountabilities and shared responsibilities, and it also measures key performance indicators so that deficiencies can be addressed by adjusting learning and training requirements.
Finally, they ensure that knowledge is both developed and treated as a core-business asset by rewarding it. Knowledge is seamlessly linked with performance management and internal development.
This fosters a development culture that closes skill gaps and aids in succession planning but, more importantly, it also improves their ability to attract and retain key organizational talent.
This is why some organizations always seem unaffected by the talent shortages everyone else experiences. This is why some organizations are consistently seen as employers of choice and draw talent to them.
RIVOR can help you join these market-leading organizations. We can show you how to enhance your core competencies, improve organizational talent and increase the return on investment from learning and training activities. We can assist you in focusing your Workforce Architecture to build, deploy and reward knowledge as a core-business asset.
Focus on building, deploying and
Adaptability & Change
Careers & Succession Planning