One of Hawaii's best motivational speakers and corporate trainers
Professional Development
To stay competitive, companies need to recognize, develop, and make the most of their employees' skills and talents. It's also crucial to assess whether employees have the right abilities for their roles, evaluate their performance, and understand what they need to improve and succeed.
Annabel Chotzen and her associate, Will Hartzell, help Hawaii businesses by identifying what skills, knowledge, and behaviors employees need to be more effective, efficient and productive. They then offer training or resources to help employees improve. Their services include tailored solutions, such as:
Training Assessment and Management
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Training Needs Survey
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Training Plan Development
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Training Plan Implementation
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Training Management System
Workforce Development and Management
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Skill Competency Gap Analysis
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Individual Development Plans
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Employee Performance Evaluation
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Competency Management System
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Integrated Workforce Management
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Strategic Planning
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Skill Succession Planning
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Leadership Training
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Change Management
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Work Group Performance Facilitation
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Personal Development Coaching
Training Needs Assessment and Management
Training Needs Survey
Surveys are used to determine what training and development employees need. Each employee reviews a list and rates how much they need specific skills or training. Supervisors fill out a corresponding survey to indicate the skills and training needed for the same employee.
The survey covers both job-related technical skills and essential skills like communication, customer service, time management, and conflict resolution. The results are organized into a report that highlights and prioritizes the training each person needs.
Training Plan Development
Based on the results from the Training Needs Survey, a detailed training development plan is created. A prioritized schedule of training for both fundamental and technical skills is recommended for a 12 month period.
Implement the Training Plan
According to the prioritized schedule of the Training Plan, courses or other resources are scheduled to fulfill the needs identified in the Training Survey. Fundamental skills workshops are provided by Annabel and technical skills training can be arranged from industry experts as required.
Training Management System
A software program is available to manage and monitor the company's training activities. This Training Management System keeps track of which training sessions are needed, when they are completed, and when they must be renewed. It also ensures that required training for government, legal, or regulatory compliance is completed to maintain safety and follow regulations.
Workforce Management and Development
Integrated Workforce Management
A complete workforce management program involves assessing skills, creating personalized development plans, setting up a company-wide training plan, delivering the training, evaluating employee performance, and planning for future leadership roles.
An integrated competency management system helps monitor, evaluate, and report on employee and team performance over time. It’s a valuable tool for managing key aspects of an organization’s human resources.
Benefits of implementing an integrated competency management system include improved supervisor-employee communications, improved technical, leadership & professional skills, and improved employee productivity.
Competency Gap Analysis
Each person's skills, knowledge, and behaviors are evaluated and compared to the expected skill level. Both the employee and supervisor assess the employee's competency level, which is then compared to the expected level. The difference between the current and expected levels is called the Competency Gap.
There are three main types of competencies:
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Fundamental competencies: Skills that all employees share.
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Technical skills or knowledge: Abilities specific to a particular job or role.
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Leadership skills: Skills needed for executives, managers, and supervisors
Each position's required skills must be clearly defined. These skills can then be evaluated using either a tailored survey or specialized software. The results will produce a report showing the current skill level and the gap between the current and expected levels..
Training Plan
Once the Competency Gap Analysis is complete, training or other resources can be planned to address and close the gaps. The Training Plan connects each employee's specific needs to the right training sessions to help them reach the required skill level. After the training, follow-up surveys can measure competency levels again to check how effective the training was and how much progress was made.
Individual Development Plan
Mid-term and long-term training plans can be created for each employee, showing them a clear path to success within the company. These plans outline opportunities for promotion or advancement, as well as the milestones, training, and experience needed to reach their goals.
Employee Performance Evaluation
Adding numeric measurement and evaluation of performance criteria to the competency gap analysis provides the basis of an employee performance evaluation system. The evaluation can be run in conjunction with periodic gap analysis reports to measure improvement in each skill.
Competency Management System
An advanced software program is used to bring together several important tools, including competency gap analysis, training management, compliance tracking, individual development planning, performance evaluation, and succession planning.
A Competency Management System offers many advantages, including:
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Clear job requirements and expectations for employees.
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Better communication between supervisors and employees.
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Smaller gaps in skills and abilities.
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Monitoring and tracking of compliance requirements.
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Training programs that focus on specific needs.
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Increased employee productivity and effectiveness.
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Enhanced technical, leadership, and professional skills.
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Personalized development plans for every employee.
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A powerful tool for measuring, planning, and managing.
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A more efficient and optimized workforce.
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Higher profitability for the company.
Human Resource Support
Strategic Planning
Every organization needs a clear structure that outlines its vision, purpose, goals, and desired results. Strategic planning helps set priorities, direct energy and resources, improve operations, and ensure employees are aligned and working toward shared goals.
Succession Planning
Along with assessing and evaluating, an integrated competency management system is designed to plan for each employee's entire time with the organization. This includes preparing for their retirement or departure by using an individualized development plan.
The organization reviews and adjusts its direction to adapt to changes in the environment. Involving employees at all levels in the planning process is essential for setting and reaching long-term goals. When everyone is actively involved, they are more likely to stay committed and perform at their best.
Leadership Training
Leaders need training to help their teams perform at their best. Annabel has trained CEOs and managers on key skills like coaching employees for better results, effective communication, team motivation, resolving conflicts, handling sensitive issues, and boosting productivity and employee satisfaction.
Change Management
Change is inevitable in every organization, and while it can be challenging, it is essential in today’s fast-paced and competitive business world.
Key training topics include:
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Understanding how change works.
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Overcoming resistance to change.
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Learning how different personalities and generations handle change.
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Guiding others through the process of change.
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Planning, preparing, and implementing change effectively.
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Creating a practical action plan for success.
Change management training equips individuals with the skills to help organizations and their people face challenges, navigate transitions, and emerge stronger and more prepared for the future.
Work Group Performance Facilitation
Work groups can achieve much more with the help of an independent facilitator. The facilitator assists the group in solving problems and making decisions to boost productivity and efficiency. They guide the communication process, keep the planning on track, and help align the group with the organization’s goals and objectives.
Personal Development Coaching
Coaching is a collaborative partnership focused on helping employees reach their full potential. It involves active listening, understanding, careful observation, and offering positive feedback. A coach encourages growth by asking questions, offering new ideas, and setting high standards. The goal is to bring out the best in each individual.
I’d like to thank you for a fantastic day of training. All the managers gave positive feedback as to the material presented and your creative interaction with the group that allowed them to participate. Our company will reap the benefits of investing in this one day event.
Dale Hastie, Vice President, Corporate Development, Title Guaranty of Hawaii, Inc