T2P offers five types of services that are clearly interrelated.

Assessment

During an assessment we look at four different dimensions of the staff development efforts
within the HR function:

• Align:
  How is the business strategy taken into account while developing the HR/Learning strategy?
• Organise:
  
  
  How are the staff development efforts governed and organised?
• Deliver:
  How are learning events delivered? How are vendors leveraged?
• Measure:
  How is the impact of learning efforts measured?
  

Strategy Development

Based on the insights from the Assessment phase, a Learning Strategy will be developed.
The strategy will highlight:

• Capability gaps that need to be closed to deliver the business plan and remain competitive in the future
• Required changes in the way the Learning efforts are organised, governed and supported by IT
• Required changes in the existing Learning Portfolios to effectively close identified capability gaps
  
• Opportunities for outsourcing learning activities
• Expected business impact and cost savings
  

Implementation

During this phase, the Staff Development Strategy will be implemented in the organisation.
The focus will be on three dimensions:

• Process:
  Which processes need to be adapted to realise the Strategy?
  
• People:
  Which people are affected by the strategy and how are they supported
  in the change processes?
  
• Project:
  How to make sure the strategy is delivered within time and budget?
  

Buy-in and support from senior leaders is essential in each of these areas.

Continuous Improvement

Effective and efficient learning does not end with the once-off implementation of a strategy. Business circumstances will certainly change over time, requiring continuous adaptation of the strategy. In addition, cost savings can be realised by continuously improving the efficiency of the learning processes (apply Lean thinking to eliminate or simplify processes steps, standardise and automate repetitive activities, and outsource activities that can be executed better and cheaper by external partners).

Consultancy

Our experience from previous assignments in each of the above areas enable us to act as a trusted advisor for learning managers. Given our independent view we can support in clarifying the current status, create options for the future, and provide available best-practices to overcome hurdles and get from A to B.