In a quick evolving environment, the speed and the quality of the change are critical variables: what once was the need to learn new system to carry out strategies is now the need for new organizational styles and behaviors. EHR supports its clients in creating development plans that reflect the company’s strategy and need for competitive factors. An efficient system of HR development management is an instrument to match the organization and its personnel with definite business strategies. This kind of process starts with an identification of the distinctive competencies that characterize each role and continues with the careful evaluation of such competencies. To effectively manage and develop its human resources, a company needs a reliable reference structure to regulate the critical moments of each individual’s professional life: selection, placement, training, and career advancement. The choice and management of the training programs has to be personal, and needs to indicate the specific competencies to be developed on the basis of each individual’s potential and motivation.
In order to match the exact strategy of a company, the planning of development programs requires the assessment of the suitability of an individual to a job, and the suitability of the program itself to fill the gap between one’s competencies and those that are needed for the job.
This process ensures the creation of personal programs, which can be further personalized by choosing the specific type of training.
Moreover, it is possible to support the entire process through managing software that contributes significantly to its actual completion.

The phases that guarantee the efficient planning of development programs are:
- identification of the critical roles within the company;
- job description of such critical roles;
- identification of the critical competencies for each role;
- competencies evaluation for the individuals who currently cover such roles;
- analysis of the gap between an individual’s competencies and those required for the role.

It is possible to further personalize the development programs by:
- choosing what competencies to primarily focus on;
- choosing the type of training program;
- defining a comprehensive career plan;
- implementing a performance evaluation program.

It is EHR’s trademark to plan, create, and maintain such development structures.