HR Consulting

At Univision HRM, we specialize in delivering innovative HR consulting solutions tailored to meet your organization's unique needs. From workforce planning and talent acquisition to employee engagement and compliance, our team of experts is dedicated to optimizing your human resource strategies. Partner with us to empower your business with cutting-edge insights and achieve sustainable growth through exceptional people management.

4 Point Strategy

Our 4 Point Strategy to Assess Skills

Analyze

  • Skills gap/needs analysis
  • Training strategy
  • Evaluation strategy

Design

  • Instructional Design
  • Branding
  • Learning Management

Develop

  • Materials Development
  • Course Content
  • Performance Support
  • Train-the-Trainer

Deploy

  • Training Delivery
  • Program Management
  • Evaluate and Assess

Gap/ Need Analysis

Identify Business Goals and Objectives

  • Begin by understanding the organization's strategic goals and objectives. Aligning training with business needs ensures that the workforce development efforts contribute to achieving company targets.
  • Consider questions like: What are the company's short-term and long-term objectives? What skills and competencies are necessary to meet those goals?

Assess Current Competencies

  • Evaluate the current skills, knowledge, and capabilities of the employees. This can be done through self-assessments, manager feedback, performance appraisals, or skills inventories.
  • Identify strengths and weaknesses to determine what employees already excel at and where there is room for improvement.

Conduct a Gap Analysis

  • Compare the current competencies with the required skills for each role or project. This analysis will help pinpoint the specific areas where training is necessary.
  • Look for skill gaps that may impact individual performance or hinder overall team productivity.

Identify the Root Causes of Skill Gaps

  • ·Determine whether skill gaps are due to a lack of knowledge, outdated skills, ineffective processes, or other organizational factors.
  • · Addressing the root cause will ensure that the training is relevant and will lead to lasting improvements.

    • Design a Training Plan

  • Based on the analysis, create a training plan that outlines the type of training needed, delivery format, duration, learning materials, and trainers.
  • Ensure that the training plan includes pre-training preparation, the training program itself, and post-training follow-up.

    • Job Simulations and Practical Exercises

  • We develop simulated job environments where candidates can perform job-related tasks to demonstrate their practical abilities.
  • Use real-world tasks or case study analysis to assess problem-solving skills, technical knowledge, and the ability to work under pressure.

    • Determine the Target Audience

  • Identify which employees or groups require training. Consider if the training should be targeted at specific departments, roles, or the entire organization.
  • Tailor the training approach based on the audience's current knowledge level, experience, and learning styles.

    • Set Learning Objectives

  • Define clear learning objectives that specify what employees should be able to do after the training. Objectives should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART).
  • Ensure that these learning goals are aligned with the organization’s objectives and address the identified skill gaps.

    • Evaluate Available Resources

  • Consider the budget, time, and internal expertise available for the training program. Determine whether training will be conducted in-house or if external trainers are required.
  • Evaluate the best delivery method for the training (e.g., online courses, workshops, seminars, or blended learning).

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