Employee Value Proposition |
Global BFSI Organization Offering Niche Services
Solution Owner: CHRO
Problem Solver: Head of Performance and Rewards
Solution Implementer: Head of Performance and Rewards
Duration: 18 Months
(BFSI: Banking, Financial Services and Insurance)
Problem Space
In an organisation with highly technical skill verticals, the need was identified to increase the visibility and access to career progression options, especially to improve engagement with the junior talent population.
Solution Space
Introduced the Career Optimiser framework and developed the career optimiser platform (demo available) to present all roles to all employees using a consistent capability profile. The common framework served to aid comparisons, identify performance and growth opportunities, and guidance for proactive development planning.
The Approach
Capability Augmentation
Strategizing: reviewed the engagement data, organisational design data, job design & description and current practices by HRBPs across all units in addressing job performance, promotions and career development conversations. Designed a unified framework for presenting jobs (adapted career optimiser framework) and the platform to deliver the experience.
Creating: unit, function/track and job capability profiles for every role in the organisation using a consistent capability architecture. Interactive platform to make it easy for employees to browse and explore roles across the organisation, identify capability requirements and plan development accordingly.
Engaging: worked with primary co-creators (problem solver and solution implementer) to educate, influence and align executive sponsors and all stakeholders and brief external partners/vendors
Capacity Augmentation
Engaging: creating communication assets and delivering sessions to educate and influence stakeholders and the rest of the HR Team (co-solution implementers) to play their part in enabling solution success
Supervising: outlining project workstreams and milestones, based on solution construct to aid project planning and management. Reviewing the submissions/deliverables from the HR teams (BPs and L&D) alignment and suitability.
Executing: developed a few working prototypes of solution concepts, digital and reimagined workshop experiences to aid both stakeholder understanding and build internal capabilities. Developed, configured, launch and managed the platform delivering the experience.
Solution Value
Delivered Efficiently: Platform launched and currently in use.
Quality: The career optimiser’s approach to capability profiles is unique in its simplicity and ease of application. It provides a development-enabling way to present jobs using consistent capability profiles, applied to all roles in the organisation, and showing all possible next role options with associated levels of difficulty.
Impact: Impact on retention and development yet to be assessed as a solution just launched. 30% adoption after 2 months indicates good progress towards impact.
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