Maintenance, development and transfer of skills

To ensure the right conditions for performance and well-being, companies must make it their primary mission to provide a learning work environment that creates opportunities to facilitate empowerment in the workplace. Focusing on the maintenance, development and transfer of skills is crucial and ensures the sustainability of the organization.

An effective investment in skills development promotes your organization’s ability to attract and retain employees, thus demonstrating that employees are important.

Alia Consulting makes a difference by having an organizational development approach to skills development. We offer a variety of complementary and specific services organized in four main areas.

1 Training DESIGN

We support organizations in their training modernization/revision/optimization projects by leveraging our extensive expertise in engineering of in-class, virtual, on-the-job and hybrid training;.
e.g.: design of short training courses and complete training programs, design of e-learning/in-person/on-the-job and hybrid training courses.

2 Analysis 
of training systems and environments

We conduct diagnostics of training systems and environments. We study the structuring models of departments/directorates for skills development, training issues and needs, learning strategies and formats proposed in the organization, leadership practices and work situations set up in favour of learning;
e.g.: diagnostic of the training system, diagnostic of enabling environments, analysis of training needs and current pedagogical strategies.

of training actors

We offer tailor-made support to training actors (directors, managers, designers, trainers, advisors, mentors, etc.) in their development of skills and problems inherent to their responsibilities;
e.g.: coaching, individual support and group training.

4 Creation 
of skills development reference tools

We participate in the creation of reference tools for organizations in order to help them structure themselves and organize the maintenance, development and transfer of knowledge;
e.g.: knowledge and expertise capture, development of competency profiles, design of a multi-skill matrix, drafting of annual training plans, etc.