We don’t simply facilitate change sessions, we teach you how to direct and manage change! This unique approach provides our clients with a clear understanding and strategy for their change efforts while utilizing the expertise of our professional facilitators. Download Brochure 

PMP Certification Prep

Emergent's approach to PMP training has helped hundreds of government and industry professionals pass their PMP exam on the first try.  Our seasoned PMPs ensure students know the topics, tips and tricks for both competence and confidence on exam day.  We offer flexible options to maximize and appreciate student time away from the office.  Download Brochure 

Workforce Planning

Workforce planning is looking forward to what the organization needs to accomplish now and in the future to successful meet its business goals; what knowledge, skills, and experience are required to get the job done; and how large and what type of workforce is required to provide that mix of skills, knowledge, and experience. It defines the activities necessary to have the right people with the right skills in the right place at the right time. Download Questionnaire

Talent Acquisition

Talent Acquisition is not the same as Recruiting. Where recruiting focuses on identifying and hiring the best talent, Talent Acquisition is focused on strategically identifying, attracting, and hiring the right talent. After the organization has clearly defined its strategic talent needs it must take steps to identify the best sources for the right talent, understand how to attract the right candidates, and to effectively hire and on-board them into the organization. Talent Acquisition is where an organization′s talent pool begins. Download Questionnaire

Talent Engagement

Once an organization has secured the right talent it must also insure that their newly hired employees are motivated, have a clear sense of purpose and direction, and that they understand their potential career paths. In other words, they must insure that employees are fully engaged. Recent studies by the Human Capital Institute have shown that employee engagement can increase productivity and effectiveness by as much as 40%! Equally importantly, engagement is a reliable leading indicator of employee retention.  Download Questionnaire

Talent Development

Most new and or existing employees don′t possess 100% of the skills your organization needs- or at the level you require them. Organizations must provide resources for training, coaching, and further development of their skill sets. Additionally, the skills you require to be successful today may not be sufficient for success tomorrow. Talent Development enables continuous performance improvement, increases employee engagement, and dramatically improves retention. Better performance over longer periods of time.  Download Questionnaire

Performance Management

Performance Management is one of the most critical elements in the Human Capital Lifecycle. It is during this phase that employee performance is evaluated against organizational goals, employee performance challenges and opportunities are identified, and corrective measures are taken to continuously improve each employee′s skill set.   Download Questionnaire

Professional Development

Engaged and effective employees will naturally desire career advancement and it is in an organization′s best interests to provide them with the opportunity and developmental resources to prepare for advancement.  One of the top three reasons people leave organizations is the lack of challenging and meaningful development opportunities. Professional Development helps build a strong talent pipeline that will feed directly into an organization′s Succession Plan and help create leadership continuity.  Download Questionnaire

Leadership Development

In every organization, there will be employees who distinguish themselves through their attitude, personal effectiveness, and high performance. These high potential employees are the most valuable assets an organization not only because they consistently perform at the highest levels but also because they represent the next crop of future leaders. As such, they must be afforded the opportunity to accelerate their development in preparation for advancement into the most senior roles. In the absence of programs and resources dedicated to the development of new leaders an organization′s talent pipeline can simply dry up as employees leave to seek new opportunities to grow.   Download Questionnaire

Succession Planning

With 40% of employees in the most senior roles being or approaching retirement eligibility, Succession Planning has become increasingly important to the organization′s ability to sustain high levels of performance and maintain leadership continuity. An inability to quickly fill strategic and critical roles within an organization can have a catastrophic impact on performance. Given that 40-50% of externally hired senior leaders fail- and leave- within the first 18 months of employment, Succession Planning is critically important to long term success. Download Questionnaire