Companies are in the business to win, and should always plan to stay ahead of competition.

As unlikely as it seems to some, having weak or non-existent competency frameworks can severely impair an organisation’s ability to compete.


Robust companies build strong foundations and one critical building block is Competency Frameworks. While the most innovative companies may be able to develop powerful and forward looking strategies, they still need PEOPLE to deliver and execute. Strategies cannot be developed in isolation, they can certainly be dreamed and hammered into existence (on paper) by senior leaders, but these strategies must always be linked back to its workforce. What good is an awesome strategy if its people can’t deliver on it, even if they love it?

Click the tabs below to read more about the HR consultancy services we offer.

Complimentary HR Diagnosis

Is your organisation in need of an HR overhaul, or have certain areas in need of improvement?

10 minutes is all you need to find out! Fill out a short HR Diagnostics Survey and we will send you a report of our recommendations via e-mail within 3 working days.


Competency Modelling

Competency modelling enables an organisation to identify the skills, knowledge and behaviours required to deliver on its long-term strategic goals. And a smart company would know it must make the effort to do its inventory control – i.e. establish its present competencies and capabilities, and linking that back to what is needed in the medium and long term. The reason is simple, how do we get from Point A to Point B if we do not first determine where Point A is.

To drive overall organisational performance and align strategic and tactical planning, the competency frameworks need to be integrated across the HR life cycle, from Recruitment, Performance Management, Strategic Workforce Planning, Learning & Development, to Succession Planning and lastly, Compensation & Benefits.

Competency Modeling

Integrating competencies across HR processes and interventions reduces recruitment risk (because you know exactly what you are hiring for, and it’s for both today and tomorrow); improves identification and engagement of top talent (because the people know what they are working towards), and enhances return on investment in training and development (because both you and your people know exactly what are the gaps that need to be addressed).

With competency frameworks and a competency management system in place, organisations are able to match the right people more accurately to the right jobs and thereby increase the agility of the business to compete.

This is particularly critical in an increasingly challenging global environment where finite resources need to be strategically utilized, and the rate of change and competition is relentless. What this means is the margin for error is no longer what it used to be, and catching up could mean permanent exit from a once lucrative market, as inconceivable as it may sound.

Fortunately and unfortunately, disruption is here to stay, and technology is one of the few key enablers that levels the playing field. Our tools include the use of an automated Competency Management and Modeling system that will not only accelerate this process, but will enable you to obtain objective and validated data to make optimum workforce and business decisions.

The good news is that it is not too late to start learning how to develop and execute longer-term thinking and planning of your organisation’s people strategy. Speak to us to explore how our human resource consultants can help you on this journey.

Strategic HR Review

Conducting a strategic HR Review will enable an organization to obtain a clear and objective view of the current state of their Human Resources function. The primary objective of such an initiative would be to work towards building a HR infrastructure and processes that will enable the organization to achieve its business goals. The review methodology has been developed by DecodeHR based on Human Capital Institute's Talent Management Framework which advocates an integrated approach to talent management.

The depth of this review can vary from a high-level evaluation to an in-depth examination of each sub-area:

Recruitment - Attracting, hiring and retaining the right people are key to any company’s success. A solid recruitment strategy lays the foundation for you to make better business decisions. We will examine each aspect of your existing recruitment process in relation to your organization’s business goals and strategies to help you transform the way you attract and retain talent. Our goal is to help you increase the capability of your in-house recruitment team through to the review and implementation of suitable technology to accelerate performance and delivery.

Compensation & Benefits - A strategic, well-structured and balanced Compensation & Benefits program takes into account a myriad of tangible and intangible rewards, benefits and opportunities that an employee is provided with in return for his contribution to the firm. As a core element in the employer-employee relationship, recognizing and developing employees helps to keep them motivated and productive. Ultimately, this provides the foundation for an organization to remain competitive in today’s workforce, driving future growth and ensuring organizational sustainability. Click here to learn about Recruitment Diagnostics.

Learning & Development - Understand why and how to integrate L&D into your long and short-term Human Resources strategy; and learn how to drive sustainable motivation and engagement of differentiated talent groups.

Performance Management - By integrating all the sub-areas of HR and building clear expectations around goals and objectives, one can build a high performance culture that taps on the strengths that diversity brings, such as a multigenerational and culturally diverse workforce.

Competency Frameworks Review & Development - Competency Frameworks should be reviewed to ensure future-oriented competencies are captured as roles evolve. As new job families are created, development of robust Competency Frameworks ensure recruitment requirements are accurately identified, leading to strong role fit and most importantly, high performance. The benefits of such a disciplined approach would establish a virtuous cycle that enables an organisation's ability to compete and win.

Strategic Workforce Planning

Depending on how and where you are trying to recruit talent, you may either be facing an increasingly talent-scarce environment or sifting through hundreds of unsuitable CVs. You can gain a significant advantage over your competitors if your organization is able to understand its existing internal talent situation as well as articulate (and substantiate through data) exactly the types of skills, knowledge and abilities it needs to accomplish its business strategy.

Strategic Workforce Planning

The strategic workforce planning strategy and program delivered by DecodeHR, using the framework developed by the Human Capital Institute, will be tailored to meet the unique needs of your business and focus on the issues which matter most, including:

  • Identifying specific skills and talent you need today, and in the future.
  • Understanding the talent market better within your business sector.
  • Applying and understanding talent metrics.
  • Identifying and rectifying talent gaps within your company.
  • Developing a comprehensive workforce strategy to maximise your talent base

Facilitation - There are times when it is more effective to have another party facilitate Workforce Planning sessions. A Workforce Planning session can benefit greatly by using an external facilitator in combination with your internal workforce planning resources. DecodeHR introduces Workforce Planning concepts and helps guide your internal resources in executing the project.

Recruitment Diagnostics

When do I need a Recruitment Diagnostics?

You know you need to attract, hire and retain the right people if your organization wants to grow, increase profitability and retain its competitive advantage. Your recruitment strategy is key to your company’s ongoing success. Large and small companies alike need to have solid recruitment processes in place from day one. Get the right building blocks in place.


Common situations where a Recruitment Diagnostic is recommended

  • Your job advertisements attract a lot of interest but the applicants do not meet your requirements
  • Positions across your organization remain vacant for long periods of time
  • Your competitor is able to attract and retain their best talent, while you seem to lose good employees
  • You face challenges in attracting good talent
  • Your organization is spending disproportionately on recruitment (in both time and financial resources)


How does a Recruitment Diagnostics work:

Using defined tools and methodologies, we examine each aspect of your existing recruitment process in relation to your organization’s business goals and strategies:

  • Workforce planning
  • Recruitment channels
  • Recruitment tools such as Everything DiSC and an Application Tracking System
  • Recruitment metrics
  • Talent communications
  • Employer brand analysis
  • Talent strategy

Start to Transform the Way You Attract & Retain Talent 

    Following the collation and professional analysis of the diagnostic results, we will present to you and your management team an objective review of your entire recruitment function. We highlight specific areas that need addressing and provide achievable action items to significantly drive recruitment results across your organization. Take the first step to transform the way you attract and retain talent.

Looking to use the EDG Grant (Enterprise Development Grant)?

The EDG Grant (Enterprise Development Grant) for Human Capital Development (HCD) provides funding for strategies to attract, develop and retain your talent. Supportable activities include Recruitment & Selection, Compensation & Benefits, Performance Management, Learning & Development, Career Management, Talent Management & Succession Planning, Employee Engagement and Employee Value Proposition. 

Our Managing Director, Evelyn, is a Registered Management Consultant (RMC) with the Institute of Management Consultants (Singapore).  SMEs applying for EDG support for consultancy-related costs will have to engage management consultants who possess recognised certification.