LEARNING partners uses graduate recruitment selection and development systems and graduate recruitment selection and development tools as part of its learning and development consultancy.

" I regard LEARNING partners as an extremely professional organisation that has never failed to deliver anything other than a quality product and service. They operate using the best practices and I have been extremely impressed by the calibre of the Consultants who have been involved with the projects. They have handled difficult situations in an entirely competent and facilitative manner. Their overall contribution has had a major effect on the implementation of what was a major change of direction of the business.

I have no hesitation in recommending them to other organsisations."

Terry O'Brien, Director HR and Quality, ICL Multi-vendor Computing.

All companies want to retain their trained and effective staff. Most companies want to grow their staff to realise their potential and serve the organisation. It costs companies large sums of money to recruit, train and develop staff. To lose this investment is unacceptable. Despite what many people believe, most people who leave companies do not do so to increase their pay.

Survey after survey indicates that the increase in pay is a result of people searching for a new job; not the cause of people searching for a new job. The prime reason people start to look for a new job is that the present job, or more specifically the manager or organisation, is not developing them, or the person has a goal, an ambition, that the manager or organisation is not helping them achieve.

Development is a means of ensuring the organisation has available people to fill positions internally, thereby ensuring the stability of skilled performance, creating viable succession planning ensuring seamless management and professional continuity, reducing the wastage though losing valuable trained personnel, and by these actions avoiding the cost and risks inherent in recruiting. Development is helping somebody realise his or her potential or ambition, and the only real development is self-development.

This means the organisation and the person's manager building an infrastructure to create opportunities for the individual to develop, and also means having the processes and tools that enable the individual to identify what they want to achieve, what opportunities are available to them, what specific behaviours will be required and how those behaviours can be learned. This infrastructure includes the skills of Mentoring and Coaching that the managers have, and off-the-job training in transferable skills that the organisation has. Fundamental to this is a developmental toolkit.

LEARNING partners has a great deal of experience in helping companies create a developmental environment. One approach provides a toolkit of development actions linked to the behaviours in a competency framework supported by classical techniques and books. This toolkit can be used as a self-development aid by any individual in the organisation and also by managers or professional as a coaching support tool. We also provide the opportunity for development centres and assessment centres for development that help the individual identify their strengths upon which he or she can build and identify their learning needs to make best use of the development toolkit and the opportunity for coaching.

LEARNING partners uses graduate recruitment selection and development systems and graduate recruitment selection and development tools as part of its learning and development consultancy.