Every development plan starts by measuring technical, behavioural and leadership competencies and setting out the gaps.
Every engagement ends with outputs your team can act on, not just a report.
Competency heatmaps by department and job family, showing where support is needed most and why.
On Mijhar ›A plan for each employee, built on their own assessment results.
On Mijhar ›Programmes prioritised by gap size and how critical each role is.
On Mijhar ›Leaders and high-potential employees coached by certified coaches, with an AI coach between sessions.
On Mirqat ›Before-and-after indicators for each programme, measured on four levels.
On Mijhar ›Skills map
Illustration: average competency scores by department.
A critical role falling vacant without a ready successor is a real risk to continuity. We build successor pipelines on Mijhar, reviewed and approved by your management.
Illustration: successors placed by performance and potential, with their readiness.
Tailored training solutions for specific organizational needs
Industry specialists with practical experience
Flexible learning formats for diverse environments
Certification options to validate acquired skills
Immersive classroom experiences with hands-on activities
Live online sessions with interactive elements
Self-paced digital learning with facilitated sessions
Improved performance metrics
Enhanced employee engagement
Accelerated skill development
Stronger talent retention
Immersive virtual reality experiences for high-impact skill development and scenario training
Interactive game-based modules that increase engagement and knowledge retention
Bite-sized content delivered in 5-10 minute segments for just-in-time learning
Collaborative platforms that enable peer-to-peer knowledge sharing and community building
FAQ
Competency heatmaps by department and job family, showing which roles need most support and why.
A talent review tool that places employees on performance and potential, with ratings reviewed in management-led calibration sessions.
By criteria your organisation sets, such as business impact, difficulty of filling the role and vacancy risk.
Each successor has a readiness level (ready now, within one year or within two years) and a development plan updated with every new assessment.
Every plan starts from measured gaps and ends with impact cards comparing indicators before and after the programme.
