HRD consulting services 


Audit methodology

ALLOS-METEHR® methodology

The pivotal role of competencies is more evident in these days as a starting point for the development of people and organisations:
• Competencies as a competitive benefit for the companies
• Growth of competencies as resource to increase individual placement capacity
• Competency as exchange object between company and workers

Our methodology, ALLOS-METEHR®, regards competency as a structured description of the professional resources (knowledge elements, skills elements, behaviours) that permit to guarantee a fixed performance inside the organization.

Allos has developed proprietary methodology through our approach that spans a number of years within the ALLOS-METEHR® method, a methodology for competency analysis, decomposition, audit and assessment.
This integrated methodology can be used to:
• Define the demand of professional competencies expressed by the companies
• Define the competencies and professional expectation owned by everyone who wants to enter the labour market
• Describe and classify the learning offer in terms of related competencies (e.g.: every learning object develops a certain skill or knowledge element of a competency) and design tools for learning evaluation (competency gap analysis)
• Identify the outputs which professional standard are related to and design the related audit tools

The foundation of our methodology can be described as:
• An approach founded on a complete and flexible classification of roles, based on competencies and elements of competency, that consider the relations between corporate processes, activities and professional figures; each activity is made up of a number of processes that yield measurable outputs. Each output, provided by a professional figure with the help of tools/technology or knowledge, can be described as a competency in terms of “to be able to provide the expected output…” (e.g.: “to be able to compile a catalogue”). Every competency can be subdivided in elements (knowledge elements-to know, skills-to be able to do, behaviours-to be able to be)
• A granular description model for competency, compliant with Italian Labour Market Standard (ISTAT – Italian Institute for statistic research -and ISFOL –Italian Institute for Development of Workers Training) and adopted by many organisations
• A replicatable approach, based on a delineated model developed through uses in different sectors 




HR skills audit

Functional Principles of SkillWeb Software

SkillWeb is a web-based application that organisations can use to deploy assessments services in various forms.
It has the ability to partition data on a Multi-organisational level, i.e. (every company can create their own users and which assessment each user must take, and they can draw reports on their users in various forms and display formats)
The application does not restrict organisations that do not utilise personal computers in their environments by allowing Administrators to complete assessments on behalf of the user if necessary.
With SkillWeb, each organisation can create their own skill mapping assessments particular to their organisation or industry.
SkillWeb can support services in multiple languages and is designed to be higly configurable, both in terms of user interface and access profiiling for different system roles.
The operators are created in the system have the power to create the persons who are going to participate in the assessment process

Organisation and personal profiles management

A User can access the system via a username and password. The system utilises a module called “Policy Manager” to control the security access to the system,
The user is presented with a console. This console, (web) allows you to define your customers and your customers’ employees within the system.