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With aggregated data at team and individual levels, we were able to create a baseline for both the team’s development plan and personalised development plans. With skills and competencies defined at three levels (developing, knowledgeable and outstanding), it also provided a framework for the functional excellence we aimed to achieve. We recognised that if we were to become a strategic function capable of shaping business decisions, competency development would be crucial in enabling us to influence, negotiate and define value.
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