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6 Reasons For A Global Deployment Of Casmax

We’ve identified six reasons why large corporations should consider global deployment of the Casmax competency management system.

For multinational corporations, it can be tricky to implement any system across multiple sites and in different jurisdictions. When it comes to a single competency management system, the challenges are especially acute. Challenges may focus on cultural differences and language issues between regions and countries, especially when staff are doing similar jobs in different locations. Adhering to international standards and all their local variations can be problematic. And corporations need to take a global perspective on managing skills and optimising human resources between business units. In this blog, we’re going to look at six reasons for a global deployment of Casmax to manage competency across large corporations.

Competency management with a track record

We’ve deployed Casmax on a global scale in a number of corporations. Many of these companies had tried different approaches in attempting to implement competency management before coming to Sysmax. We’ve tracked six characteristics of Casmax that form consistent themes in our global deployments.

1. Systematic

Casmax provides a systematic approach to competency management. This reflects any corporation’s internal management structure without imposing an additional layer of management. By making individuals responsible for inputting their own data, we don’t impose an administrative burden on human resources teams. Managers can check their team’s inputs to ensure consistency of approach. And as you go on up the company structure, successive levels of management can take a global overview of competency across a company.

2. Volume agnostic

Casmax is able to operate at scale. There is no upper limit for the number of users within an organisation who can use and access our systems. Whether it’s a small team, or multiple teams across a number of different locations, Casmax can easily accommodate a large company’s needs.

3. Cloud-based

As it’s a cloud-based system which can be used offline, Casmax is able to operate even in areas with low bandwidth. Data is geopositioned, both on- and offline, as the system registers GPS of device where data was entered. Data that is entered offline will be updated to the system next time there is a live connection. We’ve had feedback that individuals can easily use the system in remote areas. (For instance, some clients have reported using Casmax in the Andes in Bolivia and Peru, parts of Africa where phone signal is patchy, and even on the ocean).

4. Robust

The Casmax system maintains robustness and integrity, as we use powerful servers to keep all data secure. In a world where data protection is critical, we’re constantly improving our systems. This inspires confidence in users, managers and regulatory authorities alike.

5. Analytical

By taking the personality out of assessing competency, Casmax allows the fair and reasonable comparison of individuals. Our systems sit separately from the business units concerned, so assessment doesn’t depend on an individual’s relationship with their supervisor. It’s easier to identify skills gaps and come up with development plans to address them. This gives corporations the opportunity to analyse and optimise teams on a global level.

6. Bespoke

We recognise that different companies face technical challenges. Some of these can be location-related and some that are more linked to the economic sector in which they operate. Casmax can provide bespoke data for each company and any location within that. We work with each client to set the relevant spectrum of skills to sit within our four-dimensional analysis.

A global deployment that optimises human resources across business units

Of course, it’s important to get the message on Casmax right. We need to work with our clients to ensure individuals know the system is about recognising and celebrating competency, not about identifying targets for cost reductions or redundancy. not about retrenchment but about personal development can build trust in different locations. We’ve developed a suite of training materials that can quickly get individuals comfortable with competency management. By placing competency management in the hands of the people who care about it most (i.e. the individual), we achieve excellent buy-in from people on the ground. From the individual’s perspective, it empowers them to take control of their competency.

For the corporation as a whole, Casmax can help to identify and addresses skills gaps across multiple locations. To borrow a metaphor from sport, we like to say to our potential clients: ‘Let the ball do the work’. Casmax is a system that’s so trustworthy it unburdens management from analysing individuals’ competency. That allows corporations to optimise resources and ultimately reduce the long-term cost of competency and compliance management.

To find out more about how a global deployment of Casmax can optimise human resources in a large corporation, contact one of the team today.


Post by Peter McAteer

Peter is the founder and CEO of Sysmax, a market-leader in the areas of compliance, performance improvement and competency management. He has more than 35 years’ experience working with global leaders in high-risk industries such and oil and gas extraction. Peter’s focus is on driving performance improvement though analysis of business compliance and staff competency, including risk analysis, high technology engineering and value optimisation. He works with clients to ensure they make the most of the opportunities inherent with the Sysmax suite of products.



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