The enduring image of IT experts all being under 30 and capable of doing wonderful things that baffle the rest of the population is not necessarily true. At least that is the case with David Harding who, at 57, is running a sophisticated software company along with his brother Tim, 54.

It is a second career' for Mr Harding senior, who retired from Thames Valley Police seven years ago after completing his 30 years' service as a sergeant in the fraud squad and in intelligence.

Rather than putting himself out to pasture, he decided to join forces with his brother, a human resources consultant, and form the 360 Partnership.

During his latter years with the police and the Home Office, he had studied for a degree in IT and earned several qualifications in HR, which he decided to put to good use.

He said: "Tim had devised HR systems for large companies but it had always been done on paper.

"What I did was to computerise the paper systems and then offer them to companies."

The 360 Partnership is so called because of the 360 System which has been developed by the brothers.

It is a human resources and training tool which allows workers and managers to pass on their opinions about each other.

Mr Harding said: "The idea is to give feedback in a structured way that is not just from the boss.

"So you can compare the feedback with how you think you are doing in lots of different areas, such as leadership and management.

"Where there is an imbalance,' that could suggest a need for training."

The way the 360 Partnership works is that human resources or training consultants license the system from the 360 Partnership, and then they in turn recommend it to their clients.

This has quickly led to the company's product spreading worldwide.

Mr Harding said: "We are now operating 360s from government departments in Australia, to a church diocese in the US, which was having a management problem!"

Another tool which has been specifically devised by the company is the Organisation Development Profiler (ODP).

This specifically looks at people's jobs in a large organisation and ensures there are no overlaps by giving everyone what is called a work level'.

There are six different work levels, with the managing director at number six, ranking down to junior grades at number one. Each one is methodically modelled.

Mr Harding said: "Ultimately, a work level is suggested and because the computer will do this in a structured way, lots of HR consultants can use it."

The system has been used by a list of blue chip clients, including DIY chain B&Q, Marks & Spencer and supermarket operator Somerfield.

Staff appraisal, or performance management, is also becoming an exact science these days, especially for companies looking for Investors in People recognition.

Targets One client is nationwide property firm Savills, for which the 360 Partnership has devised a bespoke system tailored to the company's needs.

Mr Harding explained: "The manager can set targets for employees and assess them and the Savills system also allows employees to assess their boss. It is all about target setting."

Performance management systems have usually only been available to large companies and are extremely expensive.

But the 360 Partnership has specifically been adapted for small companies and is far cheaper, because there are none of the associated development costs and it does not need a large IT department to run it.

The firm concerned has a special log in to their system, which will carry their own logo and the 360 Partnership charges on a consultancy basis, or directly.

As a result, Mr Harding claims tens of thousands of individuals have gone through the systems worldwide and the firm's turnover has grown to £500,000 a year, despite having just four employees.

The next step for the company, based at Witney's Station Lane industrial estate, is to translate its systems into different languages to boost their global appeal still further.

Mr Harding said: "We are looking for native speakers with HR experience."

That is a key point and the same applies to the relationship between IT and HR. There can be a gap between the two, but Mr Harding has experience of both sides and effectively acts as the bridge.

He has ambitious plans and hopes to double the company's turnover in the next three years, as the systems become widely adopted.

He said: "HR consultants are tendering for large contracts using our tools as part of the tender, so when they are successful, we are successful."

So, as far as second careers go, the 360 Partnership is performing pretty well for Mr Harding.

He added: "I am lucky - I have a police pension but we also have a business that is owned by us. I am enjoying myself - it is challenging."

Contact: www.360partnership.net