SOLUTIONS - applying Human Capital Analytics for business advantage!

Achieving the most productive combination of workers and work is about to become a great deal easier!

How do you see your people resources?

Your greatest asset? Your biggest headache? The means to improve shareholder value?
Your biggest fixed overhead? An asset with an ROI that has multiple interpretations? A variable cost commodity? Something corporatists create empires with? The last bastion of major organisational improvement? They are all of these and more!

Focusing people on strategy and business objectives – 15%+ performance improvement

How many people in your organisation are not focused on your strategy and business objectives and what is the impact of this? How important is it to you that they are? Which ones have the right capabilities (talent, skills and attitude), which ones could have, and which ones do not? If they do not and don’t need to have, should the function they deliver be re-evaluated, outsourced perhaps? If they do - how do you know? How do you measure and improve their contribution? Empowering people by confirming that they know the organisation’s vision/strategy, that they know how they are going to help the organisation to achieve this will make at least a 15% improvement in operational performance.

Who is working for you and why?

The world of corporates and their people is undertaking a fundamental change. The culture of employers looking after their workforce for life and workers expecting this has, in reality, ended. Employees must become semi-independent resources, to fulfill employment roles for their own (personal) and corporate purposes (a flexible resource applied to business outcomes). When business and personal circumstances change so will the workforce and career requirements - this is an imperative. Employment will not therefore be for life (permanent) but dynamic - companies will re-deploy skills and individuals internally and externally. Specific employment contracts will cover this, aligning an individual’s aspirations with business performance. Reskilling and rapid adaptation to the changing requirements of the workplace will be the responsibility of both the individual and the organisation.

A paradigm shift in workforce dynamics

But where is the starting point for this? How do companies move from a partially effective workforce to a dynamic and wholly effective one? This represents a paradigm shift in employment where organisations are constantly reacting to the changing need for skills, reorganizing themselves and requiring their people to adapt to such changes. How to handle the complexity and bulk that this change represents is a major challenge.

People Realignment and Performance Improvement Service

There is a business service that can help overcome the problem of constant human capital realignment. Ergon provides this through its Human Capability services. Our approach is to work with the people requirements (employee, contractors and consultants) that arise from changes in strategy definition and business objectives, to help define them together with the skills, competencies, technical capabilities, experience, personal skills etc, to build evaluation systems which best assess these and apply them. One of the outcomes is a “people capability asset register” - an enterprise view of your human capital, similar to that which you currently get from you fixed asset register and financial statements. Management can now make informed decisions on aligning human assets to business outcomes, and maintain them through training & development, recruitment or downsizing, and in an on-going enterprise wide basis.

• Aligning workforce with strategy for business success
• Reducing the risk and cost of TUPE and M & A work
• Making training more applicable and cost effective
• Improved people resource planning
• Expert finder facility
• Project readiness planning
• Skills knowledge management by individual, team and virtual
• Enabling individuals to better manage their skills
• Improving corporate performance
• TNA for organisational change e.g. application deployment readiness
• Reducing risks and costs in recruitment
• Maximising contractor and consultant employment
• Defining people capabilities to adhere to Intellect’s code of conduct
• Workforce skills integration
• Redundancy justification and management
• Health & Safety certification management

With our Human Capability approach, we provide organisations with the framework and the tools to create and maintain competitive advantage through their human capital resources - we know a lot about skills management, but nobody knows your business better than you do!