Iter Advisors · HR services
Team training and development
A development plan starts with work situations: which skills are missing, for which tasks and with which expected effects?
Iter can help structure these needs, coordinate actions and follow up with managers. Specialist training, providers and their terms are identified separately.
Written by Borith Biv · updated on
What the engagement can cover
Connect skills needs to the team's work.
Deliverables and the allocation of responsibilities are set out in the proposal.
- A summary of skills needs by team
- Priorities agreed with managers
- An action plan with owners and a schedule
- Follow-up meetings to review how learning is applied
Support suited to your organisation
Explicit priorities
Define the issues to address and decisions to prepare with the relevant people.
Clear roles
Coordinate the work of the business leader, managers and providers within the agreed scope.
How to organise the engagement
- 1
Understand needs
Discuss tasks, difficulties and the expectations of employees and managers.
- 2
Choose actions
Compare training, on-the-job support, internal knowledge transfer and organisational changes.
- 3
Organise delivery
Define participants, arrangements and required providers while accounting for business activity.
- 4
Evaluate use
Review what is put into practice and the adjustments needed with the team.
Examples of needs to scope
Supporting new managers
Identify situations in which they need guidance and organise suitable support.
Preparing changes in tools
Connect learning needs to the tasks that actually change and plan follow-up after adoption.
Budget and scope
| Engagement | Scope | Fee |
|---|---|---|
| An engagement agreed with you | Agreed work, deliverables and schedule | By quotation |
The quotation specifies deliverables, schedule, budget, duration, notice period and adjustment arrangements. Specialist services and any expenses are identified separately.
Frequently asked questions
Do you deliver all training?
The proposal distinguishes HR support, internal actions and training delivered by specialist organisations.
Is funding guaranteed?
No. Funding options and conditions must be checked with the relevant organisations for the situation and selected action.
How can we assess the usefulness of actions?
Define the work situations targeted at the outset, then review with the manager whether learning is applied. Attendance at training is not enough to demonstrate a result.
External HR management
This service is part of our external HR management, also available as part-time HR management. Other services:
Which HR issue would you like to address?
Describe your organisation, existing contacts and priorities. The first discussion will help clarify the next steps.
Discuss my HR needs