• Bank of Valletta continuously strives to improve its people-related strategies aimed at achieving continuous improvement and the effective management of talent. A fundamental building block of this strategy is effective performance management. In view of her experience in this field, the Bank approached Dr Borg to help facilitate the development of its performance management systems. Working with Dr Borg has been a positive experience - she is professional and a pleasant person to work with.

    Noel Scerri, Executive Head Human Resources Division, Bank of Valletta plc


Strategic HR Consultancy- Protecting Your Business

Consultancy & Training Acumen Centre Ltd. is an outsourced HR Service Provider that has the business expertise to deliver tailored and flexible HR services to meet the needs of our clients.

Consultancy & Training Acumen Centre Ltd’s aim is to provide a professional, cost-effective approach to human resources management (HRM) whatever size of business you operate. We have a variety of HR Services that can support all types of organisations that are looking to either outsource their HR service requirements, assistance in specific HR projects, or just ad hoc support and guidance. Our comprehensive solutions include performance management, reward mechanisms, training and development and labour law compliance. We help business reduce risks and overhead costs, so they can focus on revenue-generating activities.

HR Solutions, HR Consultants

Whether it is a single project or full organisational development, we are an extended arm to your organisation.

Smarter Investment

Our Strategic HR Consulting service solution proves to be the innovative and cost effective, key to maintaining your company’s success in today’s challenging economy.

Organisational Development

1.0 Situational Assessment

  • Methodology: This assessment can be conducted in many ways including documentation review, organisational sensing, focus groups, interviewing, individual training needs analysis, cultural analysis or surveying.

2.0 Action Planning

  • OD/HR Strategic Plan: Support in developing an OD/HR Strategic Plan.

3.0 Operational Support in the implementation of the approved plans

  • Intervention: After the situation is assessed, defined, and understood, the next step is to plan an intervention. The type of change desired would determine the nature of the intervention. Interventions could include training and development, team interventions such as team building for management or employees or the establishment of change teams, structural and process interventions, or individual interventions through executive coaching.
  • Organisation structure: Conducting a Role Analysis and revisiting the organistation structure to ensure a leaner structure.
  • Goal Setting and Planning: Supporting each HOD in developing departmental goals in congruence with the business plan.
  • Standard Operating Procedures: Development or fine tuning of standard operating procedures manual for each department/function.
  • Employee Relations Issues: Provide adhoc support to management when needed for dealing with employee relations issues (e.g. terminations, disciplinary, performance evaluation, etc.)
  • Strategic Development Training: Deliver training programmes, including areas related to emotional intelligence, as per outcomes following training needs analysis.
  • Quality Circles: Developing a quality assurance framework to provide a stronger customer service.

4.0 Analyse Results

  • ‘Fitness Test’: Following completion of each activity/analysis, a post support report would be drafted to conduct a ‘fitness’ test of what has been accomplishment and decide/reconfirm the next process to be implemented.

5.0 Feedback

  • Update progress meetings: Ongoing feedback would be provided as per scheduled progress meetings.