Human Capital Strategy & Alignment
the process of creating the plan to develop and align people (leadership, talent, roles and capabilities), structure, policies & procedures, with business strategy, culture and key processes.

Symptoms

• Talent gaps... inability to move talent as business conditions change... underperforming talent
  
• 'Ready Now' gaps for key roles.
• Wrong people, with the wrong skills, in the wrong role, at the wrong time...
  • ... or... We have the right people, structure and process today... but we won't in the future.
• People capabilities don't measure up to the process / system capabilities... We own a racecar, but the driver can't get out of first gear.
• We don't reward the right behaviors... or we are rewarding counter-productive behaviors.
• It is difficult to hire from the outside, coupled with high turnover of key talent.
  
• Too many people, in legacy roles, with nothing to do... or worse, creating pet projects that don't add value (and cost money).
  

How we help

• Work with organizational leadership to develop and deploy one or more of:
  • Strategic Workforce Plan
  • Talent Management Strategy (Acquisition, Development, Retention, Engagement)
  • Leadership Development Strategy
  • Learning & Development Strategy (including Learning Organization Strategy if appropriate)
  • Employee Value Proposition (EVP)
  • Macro Org Design (including network governance)
  • Human Capital Analytics
  • Key role Succession Strategy & Plan
• Human Capital Strategy efforts are often started as a result of Strategic Transformation Planning or Key Business Process / Reengineering, and result in more detailed work around:
  • Strategic Workforce Planning
  • People Capability Alignment & Development
  • Organizational Design / Alignment & Implementation
    

Typical outcomes

• The right people with the right skills in the right roles... now and into the future
  
• Value / strategy driven deployment of people and talent
• Lower turnover of key talent