Abalt Solutions

Knowledge Transfer

Knowledge is one of our most important assets. Abalt has accumulated years of collective experience, skills, and innovations within our people and has learned from both conventional and extraordinary business, commercial, and technical challenges.

In our pursuit for achieving competitive edge in the delivery of our services, we have found people and knowledge - through technology utilisation and other resources - as the enablers of implementing efficient solutions and materialising value.

As a consequence, we have embarked our workforce in continuously accumulating, creating and crystallising the knowledge network of our organisation. Transferring knowledge internally and externally has been paramount for Abalt success. We have mastered knowledge creation and transferring.

Hence, superior performance of our clients’ investment in their assets has been achieved through our intervention because of intra- and inter-organisational knowledge transfer.

Intra-organisational knowledge transfer

It has helped us to make sure we provide timely and competent advice; recommend appropriate decisions; diligently investigate problems; attentively provide facts to aid decision making; meticulously review other peers’ work; resourcefully design conceptually and in detail; appropriately plan operations and supervise its execution; efficiently manage projects; and ingeniously generate solutions.

Inter-organisational knowledge transfer

Is more directed to contribute to our client’s personnel learning and development; and to facilitate internalisation of knowledge and promotion of its creation and transferring within their organisation.

This is done by involving our clients both formally and informally - through designed learning/ engaging mechanisms - in the process of performing our services. Formally, by transferring experience integrated in written routines and documents, such as databases, organisational policies, projects milestones, responsibility matrix, job descriptions/job cards, meeting agendas etc.

Informally by transferring experience integrated in working practice, such as seminars, workshops, introduction programs, mentoring, case studies, professional networks, social events, courses etc.

Contribution to their personnel learning and development can be accomplished by introducing designed learning interventions, by mentoring and coaching, by means of ‘virtual’ or ‘real-time internships’, or by delivering formal training.

Learning by interventions

Learning by intervention initiatives have associated activities to enhance the knowledge transfer attained by:

• Lessons learnt compilation and distribution
• Mentoring sessions
• Individual and team skills and capabilities development sessions
• Inclusion of all relevant team members on each technical assistance and support activity.

Real Time Internship - RTI

Real Time Internship is a competence driven methodology to sufficiently skill the involved personnel with a rational approach to cope with the ever-changing workplace scenario at the same time the participant is executing his/her functions and applying developed skills at real-time.

We believe in the fulfilment of the missing gap between the theoretical knowledge and the practical knowledge by involving the personnel into a structured learning process at the same time as they are executing their own routine activities.

This competence-focused learning process encourages the participants to concur in learning the new skills and knowledge and they drive it.

Competence based development

We deliver formal competence based training to support our clients need to develop, maintain, and deploy a competent and motivated workforce, necessary for providing the missing technical skills and closing quality gaps; incrementing capability for delivering targets and improving performance, and reducing costs. Competence based training is build on competence matrices and processes, ensuring courses are aligned and focus on technical skills and performance standards.