MindGears Consulting | Competency Matters Engagement Project
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The document outlines a comprehensive HR engagement roadmap by Mindgears Consulting, focusing on competency mapping, employee onboarding, and development strategies. It details a two-year plan to assess and align HR programs with organizational goals, prioritizing the evaluation of competencies and the effectiveness of learning interventions. The approach emphasizes tailored solutions to enhance human capability in alignment with strategic business objectives.
MindGears Consulting | Competency Matters Engagement Project
- 1. Margarita Sta. Ana Managing Partner & Workplace Learning Strategist A Consulting Prospectus MINDGEARS CONSULTING insight-driven solutions. creative learning. COMPETENCY MATTERS HR ENGAGEMENT ROADMAP
- 2. WHAT’S INSIDE Competency Mapping Process & Linkages This is a walkthrough of how we will plan, design & deploy the different focus areas, their resulting outputs 4 Aligning Your Goals to the Roadmap How we intend to anchor the different focus areas to the overall company strategic Goals. 3 High Level Roadmap of Priorities These are proposed HR focus areas and why they need to come first as a springboard for succeeding programs 1 Engagement Timelines An initial high-level timeline of the engagement effort, as well as overall consultant mechanics. 5 2 Our Consulting Approach Discusses the overall thought and manner to the consulting engagement and why they are important to our value proposition. 2
- 3. HIGH LEVEL HR ROADMAP OF PRIORITIES | YEAR ONE 3 BASELINE Evaluates & aligns competencies across organizational groups, job roles & positions, as well as effectiveness of HR programs.. YEAR 2 FOCUS AREAS PEOPLE ONBOARDING PROGRAM 1 WLP Assess effectiveness of learning curricula, learning interventions, instruments & solutions such as Corporate University Program, Career Ladders, etc Design, review & deploy a mentoring program for high potential frontline leaders to support succession & leader talent pool LEADER DEVT Review NEO, selection, onboarding plan, onboarding peer- buddy system TALENT ACQUISITION & RETENTION Depending on the results of Year1 programs, plan on performance management & cadetship programs 2 COMPETENCY ANALYSIS & MAPPING LEARNING NEEDS ANALYSIS MENTORING PROGRAM 3 4 Why prioritize competency analysis & mapping? This is a springboard for job descriptions, position hierarchies, skill needs and job harmonization. It follows the concept of doing the right things, instead of doing things right.
- 4. HOW WILL WE APPROACH THESE PRIORITIES? There is no need for us to re- engineer the wheel if an HR strategy / program exists. We assess for a program’s effectiveness and improve upon its execution or practice. We value tailoring & customization as well at the level of local execution. ALIGNED to existing global strategies Oriented to EMPLOYEE Empowerment Anchored on Brilliance in BASICS Supported by WLP & ATD standards 4 We are cognizantthat our target audience are adult learners. We provide the tools & support that enables learning in order for an employee to own their development, learning needs to be experiential and relevant. Development is in their own hands. First things first. We focus on the basics because it lays the groundwork for strong, focused & purposeful HR solutions. Our Year 1 plan leads to a continuing strategy for Year 2 programs. This thinking allows the organization to progressively evolve its human capability. We are anchoring our methods on WLP model standardsas training has evolved beyond the confines of the classroom. HR takes on a more strategic role in helping meet business objectives & collaborating with stakeholders to build a learning culture.
- 5. ALIGNING YOUR HR STRATEGIES TO THE ROADMAP COMPETENCY MAPPING Needs Analysis Talent Acquisition Mentor Program Succession Planning Onboarding Program Vision & Mission Strategic Goals People Practices Business Practices MindGearscan customize this for you in accordance to your specific strategic goals, directions, initiatives & company practices 5
- 6. COMPETENCY MAPPING METHODOLOGY DETERMINE / SCOPE COMPETENCY FRAMEWORK Design Competency Identification Process + Capture Forms Execute Competency Identification Consolidate checklists & documents Rank Order Competencies Validate & Benchmark Definitions Creation of a Competency Framing Committee Creation of Baseline Plan Scopes the existing framework Levels & Domains to Focus Current Organizational Competency Strategies Framework Plan Design IDENTIFY COMPETENCIES Perform Job & Skill Analysis Review Assessment Centers Review 360°Feedback Mechanisms Conduct Work Observations Conduct Behavior Event Interviews / FGDs ASSESS & ANALYZE COMPETENCIES MAP COMPETENCIES Org Strategy & Structure Congruence Check Structure & Role Congruence Check Vertical + Horizontal Reporting Linkages Outline Competitive Advantage of Competency REVIEW & ASSESS COMPETENCY DEVT PROCESS Create Competency Maturity Framework & Matrix Outline Areas for Improvement & Design Action Plan Integrate findings with these functions Performance MgtSystem Learning & Devt Organizational Devt Hiring / Recruiting 1 2 3 4 5 6
- 7. OUTPUT LINKAGES FROM COMPETENCY MAPPING competencymap PROFILE BY PERFORMANCE BAND & GROUP 1 2 POSITION HIERARCHY MAP Identified needs/gaps in learning interventions & process Reviewed HR learning programs / interventions categorized as follows: Existing and Effective Existing but not Effective Existing but not needed Not existing but needed competencysurvey feedback Corresponding actions curriculum / process change: Hygiene check for availability & access Reassess / Revise Curriculum Remove / Realign / Regroup Design & study deployment feasibility job analysis + talent retention analysis Identified job levels matched to skills as input to: 2b Job description minimum skill requirements as input to: onboarding program career path + succession map Identified competency profile for the following Leadership Support Technical High Performer Mid Performer Low Performer Leadership competence profile as input to: mentoringprogram 1a 2a learning needs analysis 1b 2c 2d 1c 7
- 8. LEARNING NEEDS ASSESSMENT PROCESS Inventory & Audit of Learning Solutions & Practices MATCHcritical learning solutions with competency map & job analysis Review Training Process including curriculum & learning Instruments + PMP Redesign and Deploy changes & improvements using a staggered launch. Much of the pre-work inputfor LNA comes from the results of the competency mapping. We anchor all those inputs, feedback and outlined improvement areas to look into the learning & development process and tools. L&D Team with BU Leaders 1 2 3 4 Competency Framework Committee L&D Team with BU Leaders LEARNING PROCESS REVIEW includes: How is training determined? How is training contentdeveloped? What is the enrolment / qualification process? Howare tools & techniques developed & improved & relevant? Howare subject matter experts developed? What control & feedback measures are presentto ensure that learning is effective? 8
- 9. MENTORING PROGRAM METHODOLOGY Objective setting + selection criteria Designing the mentoring charter Linking charter to performance management + succession Developing communication channels Creation of a company Mentors Club Designing the mentoring mechanics & schedules Generating mentor commitments Launching the compnyMentoring Program Providing logistics & interventions Communicating progress Matching mentees to mentoring levels Matching mentees to mentors Introducing mentees to mentors Communicating process & progress expectations Assessing feedback & progress Solving low hanging execution issues Consolidating tracking mechanisms Performing effectiveness audits Generating action plans & reports 9
- 10. ONBOARDING FOCUS AREAS Attachment | Socialization | Skill Preparation Profile | Attraction | Strengthening Engagement & Career Path Setting Talent Retention | Continuing Development PRE- EMPLOYMENT 90-120 CRITICAL PERIOD FUNCTIONAL COMPETENCE CAREER DEVT 10
- 11. ONBOARDING HIGH LEVEL PROCESS Ingredients to Successful Onboarding Onboarding Methodology onboarding completiontimeline tailored to job type, skill type and job level 11
- 12. PROPOSED MAJOR TIMELINES 5 months COMPETENCY MAPPING 2 months LEARNING NEEDS ANALYSIS MENTORING PROGRAM 3 months ONBOARDING PROGRAM 2 months Year-End Evaluation YEAR 1 REVIEW + YEAR 2 FOCUS COMPETENCY MATTERS PROJECT PLAN will be more detailed once our consultants are onboarded to the client-company. 12
- 13. NEXT STEPS : CONSULTANT ENGAGEMENT 1 2 3 4 5 6 Talk about how best we can customize our programs for you Draw Up Contract Agreements & Review Mechanism Consulting Requirements Preparation Start 30-day organizational immersion Finalize Detailed Charters & Timelines Perform HR Engagement Consulting 13
- 14. COMPETENCY MATTERS HR ENGAGEMENT ROADMAP Thank You MINDGEARS CONSULTING insight-driven solutions. creative learning. http://www.mindgearsconsulting.com Margarita Sta. Ana Managing Partner & Workplace Learning Strategist
Editor's Notes
- #5: The competency framework serves as the bedrock for all HR applications. As a result of competency mapping, all the HR processes like talent induction, management development, appraisals and training yield much better results.
- #6: The competency framework serves as the bedrock for all HR applications. As a result of competency mapping, all the HR processes like talent induction, management development, appraisals and training yield much better results.
- #8: Doing a competency analysis would yield as its first output, a Competency map of the different job domains (Leadership, Technical, Non-Technical). The Competency Map triggers a look into the employee profile of Air Liquide, better identifying the performance demographic (Hi, Mid, Lo Performers). In looking at the performance demographic, opens the opportunity to identify learning needs / gaps and assess present learning interventions. This would help set the direction of next action steps based on priority and importance. The competency map would also prompt a job analysis, looking at the relevance of current job descriptions vis-à-vis current role requirements. As such, this would produce a better analysis of the hierarchy of solutions, whether there is a balance between the role’s span of control vs. area of influence. This would also better define the minimum skills requirement of the role which would be most helpful in sourcing and attracting talent, and provide clearer career paths for existing employees.
- #9: Top management in the organization are questioned and interviewed to identify High priority performance goals Performance indicators Perceived barriers to accomplishing them Goals and expected outcomes are summarized in a report for the organization head. Organization head rates each strategic objective as high medium or low. Helps identify strategic priorities Unit management & selected employees are interviewed to gain a better understanding of high priority goals / issues. 4. Intensive training needs assessment or performance analysis methodologies appropriate for the situation are implemented (ex. Focus groups, customer/stakeholder interviews, work observation, work sampling and surveys) 5. Training recommendations are made based on the intensive assessments
- #11: Research shows an alarming failure rate of new employees in the first 100-120 days of employment. This failure rate cuts across industries and across companies of all sizes. Because of this, we are going to focus heavily on the “First 90 Days.” During this time we want to attach them to our organization through preparation, culturalization and socialization which will ultimately drive them to maximum levels of engagement and decrease the time to productivity.
- #12: Successful onboarding is the result of several departments/ functions working together in a coordinated fashion. Although here each function is discussed separately, the key to successful onboarding is for all functions to work together seamlessly to support new employees. The process starts even before a new employee arrives