Many organisations invest in the development of their employees. Competency management is an accepted instrument and often used for development purpose. LTP believes firmly that competency management cannot be a goal in itself; it must add value to the development of people within the framework of company goals.

By clarifying goals of the organisation and determining what this means in terms of behaviours of employees and managers, we gain insight into knowledge and skills that need to be developed. Our approach to competency management is best described as practical. The competency language needs to fit the activities and the culture of the organisation. Competency management should not lead to bureaucracy. Profiles should be readable and must provide a frame of reference for Personal Development Plans (PDP). In addition, Competency profiles prove to be a practical aide when it comes to recruitment and selection, development oriented performance appraisals and personnel planning.

Regarding the ability to develop competencies we prefer taking a realistic, rather than idealistic, approach and we base this on theoretical research combined with extensive practical experience. This approach is reflected in our services. We support the overall process and ensure that the result will be owned by the organisation. In addition, our e-tools are powerful instruments, in conjunction with input from the organisation, for designing competency management.