Ergon Resources
   
 

Human Capability Analytics – connecting people to strategy!

In today’s knowledge economy the ability of an organisation to implement a strategy to maximise the capability of the workforce is increasingly difficult. Whether you are preparing for a new product launch, building project teams or introducing a new service, the ability to identify who in your organisation is ready to implement the strategy and who requires additional skills is critical to timely success.

Our focus is aligning people to achieve strategy, and enhance bottom line profitability.

Before you can manage you must measure - when it comes to measuring people, Ergon has developed Human Capability Analytics (HCA) for skills benchmarking and automated self-assessment of capability, for measurement and improvement management.
We work to make a positive change in employee performance through greater understanding of the skills and attributes required of them, by the organisation and for themselves. Helping people to help themselves and thereby their employers – we empower people to understand the skills they have, that which their jobs require and how to close the gap between them.

The Ergon Human Capability Analytics implementation service delivers:

  • Employers a framework which they can use to measure the skills they
    have against the skills they need and identify skill gaps
  • Allows managers and users to benchmark which skills they need, at what
    level for particular jobs or career paths
  • Gathers internal skills & capability intelligence coherently and
    consistently
  • Enables required competency to be measured against existing skills
  • Identifies skills which are in short supply, or reports on how short the
    supply is
  • Sets education, training and headcount targets across the enterprise
  • Provides a template to best align skill & capability to corporate goals

An essential part of Human Capability Analytics and workforce re-alignment is the ability to measure and benchmark skills and capability in a consistent and relevant manner. A core part of our work uses skills frameworks, either industry standard models, custom developments of such to suit an organisations unique commercial need, or totally custom defined for a special project or where no industry standard exists.

How we work -

Ergon works with clients to analyse the roles at issue, confirm the skills and competencies, and populate our Enterprise Skills Infrastructure (ESI) Framework. Staff briefings are prepared and delivered in person and through an extranet portal as to how and when incumbent and manager skills evaluation will take place. A period is defined for the conduct of evaluations, in which all incumbents and line managers participate at any time during and within a final deadline. The assessments undertaken are detailed with the results provided.

Benefits of Ergon’s Approach

  1. Devolving responsibility – Through self-determination by incumbents and their managers as to their level of skills compliance for the roles they aspire to.
  2. Improved view of people resource - Self-assessment with line manager validation is more effective and efficient than interviews, CVs and appraisals. It will also be more current.
  3. Risk reduction - Identify the “pivotal” people and help reduce their loss.
  4. Quality – Comparative view of people capability that helps identify those requiring attention, whether for retraining or redundancy.
  5. Engender respect – Through professionalism of assessment process.
  6. Fairer – Depersonalisation through transparent competency selection process, equitable to all with capability ranking and auditable, thereby reducing and limiting litigation (age, race, sex, constructive dismissal etc.)
  7. Efficient – Conduct of assessments conducted within restricted time, through remote delivery with results following shortly thereafter.
  8. Repeatable – Following projects will be easier and faster to implement for similar skills.
  9. Reusable – Skills data can be used at a later stage for people quality review, appraisals, recruitment, training needs analysis, workload balancing and forecasting.
  10. Cost Reductions – Significant cost reduction in reducing loss of key individuals, maintaining business continuity, people resource optimisation and data with which to better manage going forward.


If information is power, what do you know about your most valuable asset and overhead - your human capital?

“Before a company can exploit the new technology, it must identify its pivotal workers, know how to improve their productivity, and understand the connection between them and its financial performance.” – Vivek Agrawal, The McKinsey Quarterly 2003.