1. Define successor competency model
2. Identify candidates gap
3. Counsel potential candidates
4. Develop & Train successors

1. Sort out company expectation for case person
2. Establish consensus between case person and company
3. Lead case person to agreed track
4. Train management team necessary counselling skills

1. Diagnose company status for ideal planning
2. Diagnose sales group on all aspects
3. Restructure sales group for new goal
4. Train salesperson with real case to win deal

1. Collect critical information or case for Raw data
2. Develop training goal and objectives
3. Develop instructional manual
4. Design training PPT
5. Train the trainer

1. Diagnose company status for ideal planning
2. Diagnose present systems for improvement
3. Restructure systems for sound interrelation
4. Hold seminar for employee acceptance

1. Diagnose company status for ideal planning
2. Interview with key stockholders for insight
3. Establish Competency Model for focused group
4. Custom-Design training based on above model
5. Deliver training based on design
6. Track performance based on model for improved norm and competency gap
7. Modify and re-design future training system for advanced goal

1. Diagnose company status for ideal planning
2. Establish Competency Model for related jobs
3. Evaluate related employees based on above model
4. Report & Analysis for performance
5. Apply competency to HRM functions
6. Track & Enhance competency performance
7. Redesign & Reevaluate competency performance