Consultancy Services

Knowledge Horizon is a consultancy firm continually seeking to create value for customers by providing them with innovative solutions to varied business challenges. We work with international expert houses maintaining the highest degree of professionalism and confidentiality in our conduct.

Our Consultancy Services

Knowledge Horizon is a consultancy firm continually seeking to create value for customers by providing them with innovative solutions to varied business challenges. We work with international expert houses maintaining the highest degree of professionalism and confidentiality in our conduct.

Our consultants enjoy vast experience in different countries around the world and aware of regional and cultural influences on business activities.

We undertake commercial Consultancy work and contract Research in areas, such as:

  • Training Needs Analysis.
  • Feasibility Study.
  • Change Management.
  • Corporate Performance.
  • Leadership Development.
  • Corporate Culture.
  • Competency Analysis.
  • Best Practices.
  • Sustainable Completive Advantage.
  • e.Learning.
  • Compensation Schemes.
  • Corporate Govemance.

Feasibility Study.

What is Feasibility Study?

A feasibility study is the analysis of the practicability of a proposed idea. It evaluates the economic, environmental, technical and quality of life aspects of proposed business ideas. Coupled with the project's compatibility with the local community, this information allows decision makers to have the accurate and relevant information needed to make informed choices.

Who uses it?

Project Leader, Business Analyst, Configuration Manager, Development Manager, Project Manager, Technical Architect, IT Manager, System Administrator, Test Manager, Documentation Manager, Technical Writers, System Administrator.

Purpose of a Feasibility Study?

The Feasibility Study analyses potential solutions against a set of requirements, evaluates their ability to meet these objectives, describe a recommended solution, and offer a justification for this selection. It should address issues that could influence the success of a potential project and assess the advantages and disadvantages of each option so they can be ranked.

Feasibility Analysis

The feasibility of a project can be ascertained generally on the basis of the following assessments:

  • Technical Feasibility.
  • Managerial Feasibility.
  • Economic Feasibility.
  • Financial Feasibility.
  • Cultural Feasibility.
  • Social Feasibility.
  • Safety Feasibility.
  • Political Feasibility.
  • Environmental Feasibility.
  • Market Feasibility.

Scope of Feasibility Analysis

In general terms, the elements of a feasibility analysis for a project should cover the following:

Need Analysis:

Pertinent questions that should be asked include:

  • Is the need significant enough to justify the proposed project?
  • Will the need still exist by the time the project is completed?
  • What are the alternate means of satisfying the need?
  • What are the economic, social, environmental, and political impacts of the need?

Process Work: What will be required to satisfy the need?
Cost Estimate: Estimating project cost to an acceptable level of accuracy.
Financial Analysis: An analysis of the cash flow profile of the project.

Project Impacts:

Environmental, social, cultural, political, and economic impacts may be some of the factors that will determine how a project is perceived by the public.

Conclusions and Recommendations: Overall outcome of the project analysis.

How do we conduct a Feasibility Study

Knowledge Horizon conducts feasibility studies on project plans for its clients. We recommend the steps and various aspects of the feasibility study and work very closely with our clients to achieve the mutually agreed objective within an estimated time frame.

Training Needs Analysis


One of the main management objectives in any business organization is to enhance the employee's skills to optimize performance and reinforce the employee's ability to take on broader responsibilities; or changes in the organization's functions which require staff to develop new skills and abilities to meet such changes and developments.

A Training Needs Assessment carried out by Knowledge Horizon provides information on:

  • Where are you now? Where do you want to be? What education or training do you need to get?
  • Who within the organization requires training?
  • Is training the answer? Or does something else need to be addressed?
  • What knowledge or skills are lacking?
  • What should the content of the training be?
  • What are the expected outcomes of the learning?
  • What timing, financial and human resources need to be considered?

TNA (Training Needs Assessment)

Step 1: Identifying priorities and importance.
Step 2: Peforming "GAP" Analysis.
Step 3: Identifying causes of performance problems and/or opportunities.
Step 4: Identifying possible solutions and growth opportunities.
Step 5: Generating and communicatingrecommendations for training and development, organization development, career development, and/or other interventions to the concerned authority.

TNA Techniques

The Training Needs Assessment Techniques to be used by Knowledge Horizon are a combination of some of the following tools, used as appropriate:

  • Direct observation.
  • Questionnaires.
  • Consultation with persons in key positions, and/or with specific knowledge.
  • Review of relevant literature.
  • Interviews.
  • Focus Groups.
  • Tests.
  • Records & report studies.
  • Work samples.
  • Customer Complaints.

Change Management


Change is inevitable and managing change is one of the most challenging tasks for an enterprise. Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change.

Responsibility of Managing Change

Responsibility for managing change is with management and executives of the organisation - they must manage the change in a way that employees can cope with it. The manager has a responsibility to facilitate and enable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint (to 'step back', and be non-Judgmental), and then to help people understand reasons, aims, and ways of responding positively according to employees' own situations and capabilities. Increasingly the manager's role is to interpret, communicate and enable - not to instruct and impose, which nobody really responds to well. In most of such cases, companies involve an outsider or consultant to get this done. Knowledge Horizon is proved itself as a leading change agent for large firms in this region.

Process of Change Management

Knowledge Horizon suggests three broad phases for Change Management:

Phase1: Pre-Change Planning

  • Define all changes need to be done.
  • Prepare Change Management Team.
  • Assess the effect of Change on Department and funnel down to people.
  • Develop blueprint of Change Management Plan.
  • Brainstorm all possible resistance that unearthed.
  • Resistance Management Plan.

Phase 2: Change Implementation

  • Positive communication of change to people.
  • Collect and analyse feedback.
  • Diagnose gaps and change it.
  • Implement corrective actions.

Phase 3: Post-Change Assessment

  • Audit the repercussion of changes on organisation, customers and people.
  • Corrective Action Plan.

The above operation should lead to:

  • Increased probability of success.
  • Meeting project objectives and goals.
  • Increased and quicker user adoption.
  • Increased people morale.
  • Reduced negative impact on productivity.
  • Retention of valued employees.