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For 25 years, we've helped organisations solve big challenges through

competency-based talent management. Our solutions include
CompetencySet™ software, training, and consulting services that
reflect global best practices, streamline the talent-management
process, and help HR teams see measurable results sooner.

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Competency Management Consultancy

Build a competent workforce, meet compliance requirements, and achieve operational performance excellence

Why Competencies Are Important?

AN
“The number one strategy, used by best-class companies, was to develop a N WORKFORCE

AL
I
STRATEGY

TA

YZ
competency framework.”

RE

E
TALENT &
JOB ANALYSIS &
SUCCESSION
ITALIC
ASSESSMENTS
MANAGEMENT

COMPETENCY
MANAGEMENT

EMPLOYEE
DEVELOPMENT SELECTION
SYSTEMS SYSTEMS

IFM's Competency Management group has partnered with professionals

worldwide to develop their personnel into world-class employees. It offers a PERFORMANCE

IT
RU
EV MANAGEMENT

D
complete competency management solution—from assessment and RE

C
EL SYSTEM
OP

assurance through blended development opportunities.

What Is Competencies?

A strategy that ensures that the right competencies are available in the right numbers and at the right time to
enable the organization achieves its strategic goals. Competencies are a combination of knowledge, skills, abilities
and other individual characteristics (including but not limited to motives, personality traits, self-concepts,
attitudes, beliefs, values, and interests) that can be reliably measured and that can be shown to differentiate
performance.

Our competency project personnel are distinctly qualified, with deep specialist backgrounds in a variety of
subject matter areas, competency expertise, cultural literacy, and strong team leadership and project management
skills. Whether providing full time consulting support for an integrated competency management project,
qualified assessors to perform on-site assessments, or competency specialists to review an existing competency
management system, we offers a wide range of services to address a company’s learning and development
challenges, covering:

• Competency Management Process 01

09 Succession Discipline-Specific
Planning Knowledge

• Competency Model Development 02

Personal
Development Skill/Technical
Development

• Assessment and Verification 08

Core Competencies 03

• Change Management and Communication Career Path

Exploration
Behavioral
Skills

07
• Recruitment and Training Strategy
Leadership & HSE 04
Maanagement Compliance
Skills

• Succession Planning and Career Ladders 06

Professionalism

05

• Training and Development System

• Content development for both traditional and web-based learning systems

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Why Competencies are Important to Organisations?

Competency modelling is increasingly important for workplace
learning professionals tasked with learning results by developing a
Competency Framework to Linking organisation Objectives with
personal performance. Research suggests that some individuals may
be 20 times more productive than others.

In the traditional method of hiring, most of the organisations looked at

just the visible components of competencies; the knowledge and
skills.

Competency models have emerged as valuable tools. They can be created for specific jobs, job groups,
occupations, industries and organisations.

Basic Level of Intermediate Level Advanced level Expert knowledge in a

KNOWLEDGE Conceptual of Conceptual of Conceptual Conceptual topic or
Conceptual Knowledge Knowledge Knowledge knowledge set of topics

None Awareness Knowledge Skilled Mastery

0 1 2 3 4
• Conceptual • Jn-depth • Able to work • Able to troubleshoot
understanding of understanding of independently operations and train
SKILL fundamental
aspects related to
fundamental
aspects related to
• Applies others
procedures • Provides technical
Applied Knowledge the area of work the area of work consistently and leadership and
• Can identify the • Able to work only understands guidance
working system under supervision concepts
and function • Has a basic
• Able to assist a t a understanding of
low level the concepts

Benefits of a Competency Framework

For the Organisation:

• Competency achieves consistency across the organization and empowers employees

• The organization and people both gain by having expectations better explained and understood
• Translates the organization’s core values into everyday actions
opment
evel High
• Improve stakeholder relationships er
ship D Po
ten
ad tia
Le lT
• Cost effective training & development
al
en
t
ion

• Ensure availability of a competent workforce to meet the

nit
Rewards & Recog

organization’s present and future needs.

Recruiment & Sele

Competency
• Competencies enable organizations to better communicate with
Framework
employees
• Enable employees to achieve a high level of performance
ctio
n
Su

• Ensure that training and professional are cost-effective

cc

si
es

on t
pla en
nn g em
• Improve communication between employee and management in g m ana
P e rfo r m a n c e

• Develops employees for the Succession Plan

• Provides measures for performance required to meet organisation’s goals
• Ensures effective employee selection; “hire for attitude, train for skill”

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For Employees:

• Employees know the standards expected from them.

• Their achievements are recorded and recognised.
• Their training needs are formally recorded.
• The performance can be compared to both Company and International Standards.
• They have a record of Competence Recognisable by Industry
• Set clear performance expectations for employees
• Enable employees to make work more effectively
• Know what skills they would need to develop to move up in the organisation
• Clarify standards of excellence
• Specify targeted areas for professional development
• Lead employees to greater engagement and motivation

Competency Management Process

IFM has found that a robust Competency Management Process must include:
• Competency Model Design – identify competencies vital to job performance
• Developing in partnership with client experts
• Assessment – gauge personal competency level to determine areas of strength and development needs
• Competency Building – provide development opportunities so employees can progress in their jobs and
careers

• Periodic Reassessment –

o Gauge competency improvement (typically 1x/year)

o Review and update models to capture emerging skills and changes to job roles (2-3 years)

Existing Staff Fresh Graduates Interview new staff

Prepare Competency Prepare Competency Prepare Competency

ExistingFramework
Staff Fresh Graduates
(model) Interview new staff
Framework (model) Framework (model)

Assessment Assessment Use Model for Screening

and Assessment
Manage Progress and
De�ine Improvement Area Prepare IDPs Promotion
Execute IDP with frequent
Prepare IDPs performance follow-up Annual Re-Assessment

Execute IDP and Re-assess Assessment

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Types of Competency Management

After considerable number of competency assurance projects, and understanding the diverse nature of
employees; according to their educational background, behaviors, expertise and job grades/level. We have
developed Three (3) different Competency Assessments Methods, to cover all job grades/levels:

• For Vocational Employees (Operations & Maintenance Technicians, Front-line, Senior

Operators/Technicians)
• For High/University Graduates
• For Executives, Top Managers, Team Leaders and Department Managers

What gets measured gets done!

Proficiency levels
Each Competency Chapter will include four (4) proficiency levels:
Proficiency Levels
• Can identify the working system and function
Level 1 Awareness
Each Competency Chapter will include four (4) Proficiency Levels:
• Able to assist at a low level

• Able to work only under supervision

Level 2 Knowledge/ Basic Application
• Has a basic understanding of the concepts

Level 3 Skilled Application • Able to work independently

• Applies procedures consistently and understands concepts

Level 4 Mastery • Able to troubleshoot operation and train others

Level 4
Level 3 Mastery

Level 2 Knowledge the possession and“

application of a very
Knowledge ”the condition of high level of
Level 1
possessing specific knowledge and
Awareness ”the condition of understanding as a proficiency in a
possessing specific result of instruction, subject, skill or
”a general understanding as a study or experience, “particular field
understanding of a result of instruction, and application of
particular topic or study or experience, that knowledge
subject matter. and and application of under controlled
application of that that knowledge conditions”
understanding under controlled
under supervision” conditions”

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Competencies Model
Competency modeling is the identification, definition, and measurement of
the Knowledge, Skills, Abilities and Attitudes that are needed to perform
successfully on the job. Relationships
Communication & influencig
interpersonal Skills
Teamwork & team Building
Self- Customer Focus

Once an organization’s jobs are strategically mapped, an employee can management

Learning Agility/Development
Cross Cultural Agility

accurately create a dynamic, personal career path.

Initiative & Risk Taking
Drive for Results
Adaptability Management
Emotional Resilience

Analytical
COMPETENCY
This tangible path re-evaluates job match percentages in real time, drawing
Problem Analysis

MODEL
Critical Thinking
Descision Making
Innovation

upon a constantly-evolving skill and competency profile.

Professional Expertise

Leadership
Strategic Thinking
Business Acumen
Leading Courageously

Competency vs. Job Descriptions

Integrity, Trust &
Credibility
Management
Delegation & Performance
Management
Project/process Management
Managing Execution

A job description for a given position results from job analysis process.
Coaching & Developing Talent
Managing Differences/
Conflict

Traditional analysis looks at elements of the job and defines the job into
sequences of tasks, duties and responsibilities necessary to perform the job.

Competency studies the people who do the job well, and defines the job in terms of Knowledge, Skills and
Behaviors.

Integrity, Trust &Credibility Management

Delegation & Performance

Management

Project/process Management Managing Execution Coaching & Developing Talent

Managing Differences/ Conflicts

Job Descriptions looks at WHAT - Competency Model focuses at HOW listing of incumbent’s qualifications,
skills, and abilities, that are needed to perform a particular job efficiently.

A competency is a set of skills, knowledge, abilities, attributes, experience, personality traits and motivators
which has a predictive value towards an individual effectively performing in a job.

Competencies -> Performance

The degree of competence of a person determines how that person may perform in a particular job.

Organizations that correctly implement Competency Management solutions experience reduced turnover,
improved employee engagement and an enhanced talent pipeline.

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Our Methodology
IFM is committed to providing clients with complete and pragmatic
Competency Assurance Management Solutions, built on a sound
understanding of different organizational businesses to ensure
clients meet their strategic objectives by maximizing their workforce
potential. Throughout Competency Assurance Management project,
IFM team will work collaboratively with client’s guaranteeing
ownership of the Competency Solution.

We believe this philosophy leads to long-term sustainable and

mutually trusting relationships with our clients.

At the heart of our operations are IFM’s values of: Teamwork, Integrity, Empowerment and Innovative
Solutions.

Our Approach
IFM approach provides Competency Assurance Management System to recognize organizational capability;
knowing your personnel strengths and weakness, talent pipeline, learning effectiveness and future workforce
demand allows the organization to be more efficient and competitive while avoiding unnecessary risks.

IFM CompetencySet consists of four integrated elements: Competency Development Framework, Assessment
and Verification, Individual Development Planning, and CompetencySet System Online.

CompetencySet solution is a great worldwide assistance in planning, implementing and managing the complete
competency management systems. A web based builder to organization’s competency frame works, assessment
and reporting system that manages all personnel development activities and capture the progress made in
individual/employee development plans and see at the glance your corporate wide competency incompliance
levels.

Level 4
Superior

Level 3
Advanced

Level 2
Intermediate

Level 1
Beginner

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Two Methods of Competency Assessment

After considerable number of competency assurance management projects, and understanding the diverse
nature of employees; according to their educational background, behaviors, expertise and job grades/level. We
have developed Two (2) different Competency Assessments Methods, to cover all job grades/levels:

1. For University Graduates/Fresh O&T Graduates.

Front-line Operations & Maintenance Technicians, O&Ts (Operators / Technicians), Senior O&T, and
Supervisors job posts.

IFM standard assessment process includes assessments by the employee, supervisor, and a third party verifier or
qualified assessor. Each user can upload evidence and comments during the assessment to assure an employee’s
competency level for that specific competency unit. This evidence upload capability ensures a fair, objective
assessment process that can be subsequently audited and verified. Using CompetencySet Online configuration
settings, each organization can modify the assessment workflow to meet their unique process.

IFM Competency Management System includes two main elements: Assessment & Verification and Learning &
Development.

Individual IDPs Classroom

Development Training
Plans (IDPs)

Attachment
Training &
Mentoring
OJT
Learning and
Development
Competency
Development

Gap Analysis
(Define Assessment and
Improvement Verification eLearning Workshops
Areas)

Re-Assessment

Stage 1 - Assessment & Verification Stage 2 – Learning and Development

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CompetencySet Online Software

Industry-Leading Competency Assurance and Competency Development Management System

CompetencySet Online is a comprehensive web-based integrated solution for assessing,

training, developing, reporting tool and managing your workforce System Functions.

CompetencySet solution serves the full life cycle of Competency

Assurance (CA) and Competency Development (CD) from:

 Building Competency Development Frame Works (DFWs),

 Conducting Assessment and Verification providing supporting evidences and OJT Real-work Task
Assessment,

 Identifying competency development areas (Gap Analysis) and SMART detailed tasks,

 Generating Individual Development Plans (IDPs),

 Advanced Reporting

 Training Matrix, Training Curriculum and Training Resources

 Tracking the Learning and Development Processes for employee, team, department, site, and the
entire organization,

 To setting timeline for re-assessment.

 Create an integrated Compliance Module to ensure mandatory, safety-critical training is completed.

 It has a Competency Library available in the industry covering technical, field and craft, and business
technical competencies as well as behavioral and soft skills.

 This software tool is an evergreen process and methodology that allows individuals to build
competencies over time through assessments and personalized learning plans.

 Integrated capabilities Competency models, assessment and verification tools, compliance regulations,
and training resources all in one place.

 Comprehensive reporting Customized reports on assessment results, individual learning plans, course
completion and reassessment tracking, time and resource estimation, and compliance status.

 Easily accessible management views Management views within the system range from macro to micro:
from the entire workforce, to a job area, to a single individual.

 Employee views Individuals can see their job requirements, assessment results, Individual Learning
Plan, learning and development schedule, and career growth path.

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CompetencySet System Features & Function:

IFM provides clients with two licensing options for implementing CompetencySet Online to meet their unique
needs. For clients who want to get started rapidly, IFM’s Managed Service provides an efficient entry into
competency management. For those clients who need to create internal data interfaces with existing systems the
Client Hosted solution provides the best alternative.

CompetencySet is a powerful online access and secure multilevel competency assessment and gap analysis tool,
user-friendly, cloud-based system, offers advanced reporting tool, email notifications and drag and drop capabili
ty, interacts with SAP, Oracle, and any other HR System, and SQA Certified.

SQA Program Cloud-based User-friendly

Certification interface

Multi
Email
Notifications & Drag Language
and Drop capability Interface

Competency Management Solution

CompetencySet Online Product Features

Establish
Interact with Editable
SAP, ORACLE Development
Or Other HR System Frame Work

Advanced Powerful
Reporting BI Produce the
Individual Development Multi Levels Online
Integration Tools Assessment tools
Plan (IDP)

The functions of the proposed CompetencySet System shall cover all functions of all the available systems in the
market and not limited to the followings:

Development Frame Work (DFW)

1. Establish Development Frame Work (DFW) for certain job by integrating facilities from MS Excel /word file and
shall contain the following main units:

A. Core Competencies
B. Support competencies
C. General competencies

D. Behavior competencies
2. The system shall have the flexibilities as follows:

A. Allow the user to define any numbers of the main unites of the DFW from 3 to 5

B. Allow the user name the above main contents as required

C. Allow the user to set the professions levels as required 3 to 6

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3. The system shall have the flexibilities for by lingual

4. The system shall have the edit facilities for adding up, deleting and amendment competencies and / or
the performance criteria table.

5. The edit facility shall be as easy as editing the criteria itself on the same location / part

6. The system shall have the capability of selecting any competency element from any other DFW and inject
ing it to other DFW as required

7. The DFW shall cover the relevant training courses and linked with the competency elements.

8. The DFW shall cover list of the real work tasks that are mandatory to achieve the set competencies and
also linked with the competency elements

9. The system shall have different access levels with different roles for employee, coach, mentor, assessor,
verifier’s line manager … etc.…..

10. The system shall provide the facilities to the SME to define / establish competency profile with the recom
mended levels for each element

II. Assessment

The scope of the assessment shall cover any individual either fresh employee and / or existing employee

1 The system shall allow for the following on-line assessment levels:
A Self-Assessment
B Assessor assessment
C Verifiers Assessment
D Line manager assessment / Input performance relevant to specific assessment.
2. The quality of the online assessment shall be secured and guaranteed
3. The system shall be flexible to be configured to provide different kind of reporting as per the user/clientre
quirements
4. The system shall has the features of conducting remote on line assessment between two parties through any
communication media (Skype or so) with the ability to attach evidences as necessary
5 The assessment types will be either verbal (Q), Writing, Product (P) and Observation while performing the job (O)
6. The system shall be able to print the assessment form for selected competency elements

7. The system shall produce individual objectives linked with the team objectives / activities which can be used
to measure the individual performance. The individual objectives should be taken from the real work tasks of
relevant DFW
8. The system shall allow the line manager to input the performance of the employee
9. The system shall produce the following reports:
A. Individual gaps
B. Group Gaps
C. Categorize the gaps as knowledge / skills

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10. The system shall produce the Individual Development Plan (IDP) from the assessment results. The IDP shall
cover the following main activities / tasks :
A. Recommended training courses
B. List of the OJT tasks
C. List of tasks that require attachment with other divisions / teams and not with parent team

11. The system shall allow the line / employee to insert the date / duration / locations for executing the IDP main
topics listed above to establish an execution plan

12. The IDP tasks shall be made smart and shall cover the following :
A. Specific Objectives to be achieved after performing the task
B. Measure / KPI, on how to measure the performance of the candidates after performing the above
tasks
C. Action plan, on what actions are needed to archive the set objectives
D. Time frame to achieve the task objectives
E. The relevant competency elements that will be covered / signed off after performing the subject
tasks

13. The system shall produce Monthly Progress Report to be reviewed with line and L&D officer. The report shall
present the due tasks / courses / activates for line confirmations and signing of the activities. A recovery
action plan shall be produced to restore any unachieved objectives and / or alternatives.

14. The system shall have the ability to report the team competencies against the required job levels for all
elements and highlighting the gaps if any

15. The system shall has the ability to report the team competencies against certain competency elements and /
or job requirements

16. The system shall have the ability to report the team competencies against the job required job levels for all
elements when an experienced employee moved out and / or retired

17. The system shall produce Quarterly Progress Report (QPR) for group of candidates within a certain business
unit. The report contents shall be agreed

18. The system shall report / highlight the high potential candidates based on the assessment results

III. Interview Selection

The system shall define the following for interviewing potential candidates for certain job:
A. List of critical tasks that relevant to the post with (O) legend
B. List of the knowledge items with the highest level with (P&Q)

IV. Succession Planning

1. The system shall define the define candidates potential to fill critical jobs from the existing staff based on their
competency’s level and the post requirements.

The system shall provide all employees with job matching facilities to help them define / propose their
career.

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Competency Management System and Talent

Management
Companies that are most successful treat their employees the same way as their business lines: carefully analyzed
and strategically developed to support business goals, these types of companies:

• Identify the competencies and experiences needed to meet their strategic goals and plan
• Identify the gap between their needs and current resources
• Acquire the talent they need by developing their own internal and recruiting new staff

The CompetencySet process and utilization of CompetencySet Online identifies the skills and competencies
needed to perform a specific position using data and interviews from the client. Using both an employee and
manager assessment process, the employee developmental opportunities (skill gaps) are identified and real-time
development plans are created at the individual level.

Human resources and learning and development organizations are now armed with real data to support program
offerings to meet real business needs.

Best in Class CompetencySet Online

1 Identify competencies and

experiences
Identify skills and
competencies 1
2 Identify the gap
Assess
identify the gap
2
3 Develop employees or
acquire new talent
Create individual
development and
training plans 3

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CompetencySet Online Management Reports

Advanced Reporting: CompetencySet Online Software provides

management reporting capabilities to help organizations meet
competency and regulatory compliance requirements. The Succession
Planning report allows managers to identify the most competent
candidate for a selected position. Built on our career path capabilities, it
also provides employees with a career development roadmap.
The Regulatory Report is used to plan and manage staff rotations
while ensuring country-specific regulations are met.

Job Area Reporting:

CompetencySet Online system provides reports competency
levels clearly and concisely according to job area and job title.
Clients use the Job Area Gap Report across large data sets to
identify patterns, mitigate risks, and more effectively plan their development
activities.

The Training Matrix helps managers to identify the type and volume of
training required across the business and makes more efficient use of training
budgets

Psychometric Assessment
Psychometric tests are a standard and scientific method used to
measure individuals’ mental capabilities and behavioral style, and
suitability for a role based on the required personality characteristics
and aptitude or cognitive abilities.

IFM Psychometric Assessment aim is to gain reliable and objective

insights into individual strengths and capabilities and development
needs. Our approach is a ‘Multi-Modal’ to ensure each candidate is
seen by three different Assessors, across three different settings
(group, one-to-one and individual (Behavioral).

IFM utilizes Saville Wave Professional Styles (Personality) & Saville

and Swift Aptitude Tests given that it is the most valid and reliable
personality instrument on the market today and is available to take
in Arabic or English languages.

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CompetencySet Online Software Configuration

CompetencySet Online provides a flexible software system to assess

the competency levels of existing and new employees, match
training resources, and accelerate the development of your
lution
nt So
me
nage
Ma
ncy
ete
Comp

workforce. CompetencySet Online clients all use the same

commercially available version of the software; however, by utilizing
its configuration parameters, each client is able to tune the system to
meet their own, unique needs. This capability allows clients to have
a system that is customized to their specifications while enjoying the
benefits of using a system that is constantly evolving as part of a
commercial software product. CompetencySet Online’s configurable
settings include:

• Building Competency Development Frame Works (DFWs),

• Number of competency levels, from four to nine, for each Competency Unit

• Definable assessment workflows including employee self-assessment, supervisor assessment,

qualified assessor, multiple supervisor assessments, and peer assessment

• Super-user defined Compliance Question Wizard to assign compliance requirements

• Conducting Assessment and Verification providing supporting evidences and OJT Real-work
Task Assessment,

• Identifying competency development areas (Gap Analysis) and SMART detailed tasks,

• Generating Individual Development Plans (IDPs),

• Advanced Reporting

• Industry-leading, dynamic dashboard reporting driven by User-defined data attributes

• Display current or past assessment data to assessors in current cycle

• Training Matrix, Training Curriculum and Training Resources

• Tracking the Learning and Development Processes for employee, team, department, site, and the
entire organization.

• Learning plan workflows to create and approve learning plans and drive learning

• To setting timeline for re-assessment.

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Dashboards provide snapshots of compliance status.

Individual views allow employees to maintain their
compliance.
CompetencySet Online Software conveys real-time information on the state of workforce competency and
compliance. With this comprehensive view, upper-level managers can be assured that the organization has the
right people performing the right jobs across the entire organization. In addition, CompetencySet Online helps to
identify the ideal forms of learning for their individual workforce
to prioritize development goals within budget guidelines. It
allows managers to plan and budget future workforce
development needs, including succession planning.

Managing, monitoring, and ensuring compliance with the

increasingly complex manpower regulations that exist around
the world is essential for all organizations. Our Compliance
Module streamlines the process and keeps compliance status
current, organized, and readily available. The Compliance Module
reports the extent to which a company complies with its
mandatory regulations, including the status of each employee’s
individual compliance requirements and the training required to
achieve and sustain that compliance. We work with companies to
identify compliance requirements for each job and each facility,
and the various forms of training required to meet compliance
standards and avoid penalties. The Compliance Module can be
used on its own, or in combination with a competency project. We
provide a fully integrated solution that can interface with existing learning management and human resource
information systems. The module is easily updated and expanded to respond to new and changing regulations,
and is applicable to all job functions.

The dashboard provides a snapshot of compliance levels and can

be sorted using our smart lists and additional reporting capabilities
that allows clients to build people-on-board or shift reports to help
meet government regulations and internal policy requirements.

CompetencySet Comprises competency models, analyzes assessment data, determines competency skill gaps for
each employee, plans IDP and manages training plans.

CompetencySet provides multiple types of reporting and tracking, for example and not limited to:
- Employee to view his current assessment results, development plan, and career growth

- Department Head to view the strengths and areas of improvements of his direct-reports,

- HR& Training to view the company common gaps in order to spend training budgets

efficiently.

- Board of Directors to understand their organizational capabilities and avoid unnecessary

risks.

- Also serves as a blueprint for talent acquisition and Succession Planning.

- One-click assessment results, individual training plans, course completion tracking, and reassessment,

and the ability to estimate the resources, time and budget required to bring each

employee to his/her target level of competence.

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TRAINING CONSULTANTS

Training Resources and Training Development

Learning and development

After an employee completes the assessment process, the
employee, supervisor, mentor, and/or training
coordinator work within CompetencySet Online to build
an actionable, individual learning plan targeting a
discrete subset of competency gaps. By concentrating on
three to five competencies at a time, the employee stays
focused on a small set of specific, blended development
activities. Once the employee learns and applies the new
knowledge and skills in the work environment, they are
re-assessed on that specific competency unit to close the
gap. At that time, further competencies can be assigned
to their learning plan, thus creating a continuous training loop.

Training: during the implementation process, our consultants provide extensive on-the-job training to ensure
you get the most from CompetencySet Online. In addition, our offers a three-day CompetencySet Online
Administrator Training workshop, both publicly and privately, for those who plan to administer CompetencySet
Online once deployed. For client-hosted solutions, CompetencySet Online Technology Training provides the
client’s IT team with the skills required to manage and upgrade the system on their own servers.

Development and support: Our Competency Management Group is continuously developing and
improving the CompetencySet Online software, with new releases every one to three months guided by client
user-group meetings and industry direction. Our technical support team provides global coverage to answer
functional and technical questions promptly to our user community

E-Learning
n order to serve our various clients’ training needs; IFM has partnered with multiple international e-Learning
vendors and managed to match-up competency elements, of the competency development frameworks, to
e-Learning courses.

Call us now on Tel: +971 2 6986 000 E-mail: [email protected]

and find out about designing and building competency model for your organization.

www.ifmconsultants.com
 Worldwide Leader in Tra
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TRAINING CONSULTANTS

WORLDWIDE LOCATIONS
ABU DHABI OFFICE (U.A.E)
Tel : +971 2 6986 000
Fax: +971 2 6262 350
P.O.Box: 31441 Abu Dhabi - U.A.E

DUBAI HEADQUARTER OFFICE (U.A.E)

Tel : +971 4 34 333 06
Fax: +971 4 34 373 77
P.O.Box: 214132 Dubai - UAE

CAIRO OFFICE (EGYPT)

Tel.: +202 330 23482
Fax: +202 330 41067
ADD: 20 Elgehad St..Lebanon
Square – Mohandeseen

RIYADH, SAUDI ARABIA

Tel : +966 11 466 0466
Fax: +966 11 462 8912
P.o.Box: 295990 - Riyadh 11351 KSA

USA OFFICE
Tel: +1 937 317 0633
Fax: +1 937 626 5554
Address: 9229 BENNINGTON WAY,
Centerville OHIO,USA
ZIP CODE: 45458-5025

www.ifmconsultants.com
E-Mail: [email protected]

Call us now on
Tel: +971 2 6986 000 E-mail: [email protected]
and find out about designing and building competency model for your organization.