Griffiths Sheppard Consulting Group specializes in assisting organizations with workforce development initiatives. Our services cover strategic initiatives (occupational standards, competency-based certification and training program development, strategic skills mapping) to operational tools (on job training and mentoring, apprenticeship, skills diagnostics, Training Within Industry, etc).
We’ve worked with a pretty diverse group of clients over the years, including Sector Councils, industry associations, corporations and unions, but all share a common belief that developing people is the key to organizational performance.
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High Performance Workplace Skills
Technical skills are critical to success, but there’s more to it than that. Sure, your organization needs people who are technically competent within their functions and specialties, but in addition to technical skills, there is a range of more generic, cross-functional skills that allow organizations to perform at a high level.
Our ‘High Performance Workplace Skills’ program is a modular approach to developing specific skills in your organization. It includes focused training experiential learning and practical, hands-on application in skills like:
- Leading and motivating teams
- Problem solving
- Critical thinking
- Team facilitation
- Conflict management
- Task planning and execution
… and other critical competencies.
When your team is well equipped with these skills, they are better able to respond to the challenges of the workplace and the market – and your organization is positioned for success.
View a previous project we completed within High Performance Workplace Skills – Supervisory Training Course Development for CAHR (2011)
Does your organization have the skills it needs to succeed? If not, do you have a plan in place to acquire needed skills? Strategic Skilling™ is Griffiths Sheppard’s approach to identifying, quantifying and developing those critical skill sets that are key to your organization’s strategy. Aligning skills and strategy is the heart of the Strategic Skilling™ 6-step model:
- Identify critical skills/competencies at every level of the organization;
- Measure existing skills and quantify skills gaps;
- Develop improvement plans and strategies (Develop internally? Recruit/hire required skills externally? Contract out?);
- Implement the Strategic Skilling™ plan;
- Monitor and adjust as required.
Read our recent article on TWI and Unskilled Workers
View a previous project we completed within Strategic Skilling – Skills Analysis of Solid Wood Maintenance Trades
Occupational Standards Development
The root of all workforce improvement is established competency-based occupational standards.
Occupational standards can be national in scope (for an entire industry or occupation) but can also be developed on a company or site-specific level with very specific competencies.
We use the time-tested DACUM approach as the basis for occupational standards development, with the inclusion of performance contexts and essential skills information, which facilitates the creation of next-step products.
View a previous project we completed within Occupational Standards Development – NOS Development for “Landscape Horticulturist” Occupation
Read our recent article on Open Source Standards – Updating An NOS Via Online Collaboration
Apprenticeship & Skills Transfer
Apprenticeship is a learning method as old as human history; in fact, until very recently virtually ALL occupations were learned this way.
Whether it is a formal, regulated process leading to recognized credentials, or simply a way to transfer skills from one individual to another, we think apprenticeship is one of the best and most cost-effective methods of developing critical skills.
We have developed apprenticeship programs around the Training Within Industry (TWI) method, which results in greatly reduced training time while maintaining safety, quality and productivity standards.
View a previous project we completed within Apprenticeship & Skills Transfer – Development of ‘On the Job’ Training Material and Job Instruction Method Training for the ‘Landscape Horticulturist’ Apprenticeship Program (2009)
Read our recent article on – On-Job-Training: The Best Way to Transfer Skills?
Coaching & Mentoring
A key component of any workplace learning initiative is developing EFFECTIVE workplace coaches and mentors. Lack of workplace coaching and mentoring is often cited as one of the top reasons why training doesn’t “stick”. We have found that the TWI Job Instruction method is ideal of rapidly training individuals in proper mentoring techniques. In addition to group instruction, we can also assist on an individual basis as required.
Read our recent article on Learning Methods on and Off the Court
Read our recent article on The Trainer’s Dilemma
Often, the first response to a performance issue is sending an individual off on additional training.
While training MAY be necessary, there are other factors that impact performance, and often these can be identified and improved for significantly less than additional training.
We follow a comprehensive performance diagnostic and improvement methodology that pinpoints the root cause of performance issues, and then designs appropriate remedies – and we can teach your management team how to apply it in your workplace.
Read our recent article: “What the Heck is Performance Consulting?”
Competency Based Certification
Individual certifications, whether on an industry basis or to meet site-specific requirements, are a useful tool that aid in employee development, developing incentive pay systems, documenting competency for OH&S due diligence, enhancing employee morale and mobility, and increasing the reputation of an organization in the marketplace – provided they are properly designed and implemented. If they aren’t, they can do more harm than good, and cost a bundle in the process.
We have designed complete industry certification systems, as well as very focused, location-specific certification programs tied to demonstrated competency, specific training, or a hybrid of both. We’ve also discouraged organizations from going forward with certification where it made no sense or there was no business case to move forward – in this case there may be an alternative to certification that makes sense for your organization, and we’ll help you find it.
Click here to see a previous project we completed within Competency-based Certification – CAHPI National Certification Program