Peter did a great job for me with Dynamics CRM configuration and demonstration for a very successful proof-of-concept. He is calm, detailed and very knowledgeable.

Simon Shearston. Microsoft.

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Skills gap analysis

Being able to assess exactly the gap between your skills today and the skills you need is the key to creating an effective learning strategy.

Businesses want learning to be two things above all else: they want it to deliver real benefits and be cost effective. Achieving both of these goals isn’t difficult – but it does require a solid assessment of the ‘skills gap’ between what you know and what you need to know.

Assessing your Dynamics 365 / CRM skills gap

We help organisations to better understand the skills their Dynamics 365 / CRM team has now, assess the skills they need – and then plan a ‘bridge’ between the two. We’re able to go beyond the usual ‘training-needs analysis’ offered by mainstream training companies because we understand Microsoft Dynamics 365 / CRM in depth – and fully understand the skills needed to get the most from it.

This doesn’t simply involve aligning your team to defined Microsoft Dynamics 365 / CRM roles (though it does include that); it’s based on developing an understanding of how your organisation intends to use Dynamics 365 / CRM and then outlining the skills needed to ensure that those goals can be met. As part of that process, we align your people with accepted Dynamics 365 / CRM roles, including:

  • application consultant.
  • business decision-maker.
  • development consultant.
  • end user.
  • engagement manager.
  • IT manager.
  • key users.
  • project manager.
  • solutions architect.
  • subject-matter expert.
  • technology consultant.
  • test lead.
  • training consultant.

Planning a structured training strategy

Understanding both end points of your skills journey enables the most cost-effective route to be created between the two. While this is likely to include suitable training courses, it may also include other services which either supplement or replace some formal training – such as one-to-one coaching, team coaching, support or mentoring. We always keep in mind those two key drivers: business benefits and cost-effectiveness.