• HR Transformation

    Strategic Workforce Planning, Competency Profiling, Competency-based Resourcing & Development as well as Succession Planning are Catalysts for High-Performing Organisations.

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  • Process Excellence

    Business Process Re-engineering, Lean Six Sigma, Kaizen help Boosting Productivity, Increasing Customer Satisfaction and Engaging Employees.

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  • Organisational Development

    Change and Renewal are Necessary as Organisations go Through Different Phases. Our Consultants are Experienced in Corporate Restructuring, Post-Merger Integration, Cultural Transformation, Service Excellence Transformation, Job Redesign and Growth Strategies, among others.

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  • Coaching & Mentoring

    Mentoring is about Believing in Someone and Taking Action to Help that Person to Become his or her Best.

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  • 360 Effective Leader Profile (360ELP)

    360 Effective Leader Profile provides employees and managers with insightful, 360 degree performance feedback on a number of different attributes. It consists of 20 Competencies in the three Categories Head, Heart and Hand. We normally work with clients to customise descriptors as per clients’ “Competency Framework”.

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  • iiP - HR-Essentials in the Cloud

    investing in People - iiP has been Built to Support the Development of the Most Important Resource - "The Human Capital", who is Essential for the Continuing Success of Your Organisation.

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Centre for Organisational Effectiveness (COE Pte Ltd)

Architect of High-Performing Organisations

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Customers are Our Purpose

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The Value-Creation Chain

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The Trusted Change Agents

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Investing in People Solutions

Key Solutions in Demand

Competency Profiling
Competencies are behaviours that enclose the knowledge, skills and attributes required for successful performance. Competency Modelling is the activity of determining the specific competencies required for high performance and success in a given job. Hence, competencies enable employees to achieve results and create value. Competencies that are aligned with business objectives help advance an organisation's success. Therefore, organisations must understand their core competency needs such as skills, knowledge, behaviours and abilities for people in key roles to deliver business results.

Steps to develop a competency model

1. Defining the measurable criteria for outstanding performance in the job

2. Selecting a focus group of people performing this job with expected performance

3. Identifying behaviours shown by the focus group that lead to success

4. Deriving hypotheses about competencies of outstanding performers and their influence on producing desired results

5. Confirming hypotheses with focus group results

6. Applying competency model in human resource framework

7. Monitoring organisational objectives and keeping the competency model up-to-date

Competency models define major parameters for the recruitment process and influence performance management systems. Competencies are the basis for establishing development plans for job holders and drive reward and recognition considerations. Deploying a competency model in any given organisation is a change initiative that needs to be treated like that.

Lean Six Sigma Deployment
“Globalisation and instant access to information, products and services continue to change the way our customers conduct business. Today's competitive environment leaves no room for error. We must delight our customers and relentlessly look for new ways to exceed their expectations. This is why Six Sigma Quality has become a part of our culture.” Jack Welch as Head of GE

What is Lean?

Lean has been developed by Toyota starting after WWII under the name of Toyota Production System which has been contributing as a major factor to Toyota's world-wide success in making the most reliable cars available for an affordable price.

What is Six Sigma?

Six Sigma was a major means during and the result of Motorola's successful fight for survival in their bleeding TV business during the mid-eighties. Whereas Lean focuses on waste reduction in all kind of processes by cutting out unnecessary activities, Six Sigma helps to reduce variation and increase predictability in the steps that are really necessary.

Watch our Slideshow to get a "life" impression of our attractive Learning Methodology.

Workforce planning allows organisations to better meet the challenges of a rapidly changing economy. By using business strategy to align shifts in demand with the existing and future supply of human capital, organisations optimise the workforce to meet business goals, increase market share, and improve employee engagement.