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People strategy for competency development and strategic workforce planning

People & Training Case 2 – People strategy for competency development
and strategic workforce planning

situation

  • Client was facing a three-fold People challenge in the areas of:
    • Strategic Workforce Planning: No coordinated approach to identify current and future resource requirements
    • Competency Development: capability gaps within technical functions resulting in low productivity
    • Succession planning: risk of knowledge loss from staff attrition and aging staff demographic

our approach

  • Leveraged 5-point framework to holistically address People challenge:
    1. Plan future needs
    2. Manage inflows
    3. Integrate and develop
    4. Allocate and utilize
    5. Manage outflows
  • Defined resource implications of strategic objectives using a set of activity drivers
  • Developed analytical resource model to quantify “resource gaps”
  • Identified competency gaps using proprietary competency assessment framework
  • Developed “blended learning options” - classroom training, coaching, and on-the-job training with structured mentorship program

Outcome

    Consensus analytics-based view of client’s current and future resource demand using manpower model
  • Individual development plans (IDPs) to bridge identified competency gaps. 98% of gaps closed within 18 months
  • Merit-based performance management system with clearly defined career paths
  • 68% reduction in staff attrition; top-quartile Employee satisfaction survey