Osmotic Talent Development (OTD) Programme

A programme to introduce Osmotic Talent Development techniques to develop & amplify organisational talent towards achieving world-class standing.

 

Why Osmotic Talent Development?

OTD is a step by step organic way to develop competency:

  • Benchmarking an organisation’s talent  assets according to best-known competency levels
  • Analysing its competency gaps
  • Closing these gaps organically

 

Benefits of Osmotic Talent Development

This is a programme that grooms the organisation’s workforce towards continuous re-invention & innovation to the next level of competitiveness.

 

Improvements in the short term are increased levels of operational excellence, including:

  • An awareness of Best-in-Class standards for key job roles
  • Improved efficiency via the detailed mapping of content experts
  • Continuous improvement via gaps-driven and best-practice-based learning solutions
  • Improved quality via the capture and propagation of  best practices
  • A clear picture of one’s knowledge needs, knowledge gaps and where knowledge solutions may be found

 

Deployment Model

The Osmotic Talent Development programme is deployed according to Fig. 1 below, i.e.:

  1. Defining all benchmarks relevant to the organisation
  2. Identifying the employees' knowledge needs
  3. Assessing their knowledge gaps
  4. Formulating knowledge solutions to close them

 


Fig. 1: The Deployment Model of the Osmotic Talent Development proramme

The Osmotic Talent Development model starts off with Talent Benchmarking to Best-in-Class practices/standards, followed by Organic Solutioning to achieving them.

 

The Talent Benchmarking focuses include:

  • Identifying key job roles (or core competencies); which therefore sets the scope of the programme.
  • Establishing the Best-in-Class benchmarks for each job role.
  • Defining the Best-in-Class skill-sets for each job role.
  • Assessing the knowledge gaps of each employee in each job role.

 

This is followed by the Organic Solutioning  focuses which include:

  • The seeding of 'push' interventions such as classroom training, certification programmes, forum sessions, coaching sessions, etc.
  • The cultivation of 'pull' osmoses such as directories of subject-matter experts for each job role; & optionally, collections of other online resources such as website references, learning video clips, e-books, etc.

 

Note: A software tool will be used to facilitate deployment.

 

Deployment Approach

  • Both Top-down and Bottom-up approach to minimise organisational resistance & maximise programme ownership, thus improving the driving factors of successful implementation.
  • The OTD programme is designed to focus on engaging the organisation's teams/employees by involving them as key stakeholders in most parts of implementation—e.g. by letting them state their challenges, formulate their solutions and drive their pace of talent development.