This presentation is intended to revisit the definitions, needs of Capability Management in Human Resources
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HUMAN RESOURCE CAPABILITY MANAGEMENT
Revisited
By Santanu Pathak
Agenda 2
Understand Human Resources Capability Management, its methods, techniques. Understand how can HR Capability Management benefit a company and why should a company embrace Capability Management of its human resources in its long-term strategy. Identify the qualities of an HR Personnel required for performing Capability Management. Summarize the revisit to HR Capability Management.
What is Capability Management?
HR Capability Management is a process that helps to map the people (resources) with an organizations goal (requirement). Resources understanding people, people management, assessing people skills and capability, personal goals and needs, past experience, future plans and prospects, overall psychological structure of the person as a human being and as a resource of the company, Requirements companys structure, policies, goals, short-term and long-term strategies, skills required, complexities of the skills & relevant learning path, availability of skills, training, short-term and long-term benefits with respect to skills, resources, training and company culture, costs involved and cost benefitted.
CAPABILITY MANAGEMENT
HR Capability Framework 4
The HR Capability Framework aims to provide a clear
pathway for development for HR professionals as well as people with people and supervisory responsibilities. It provides a structure for developing specific areas for skills and knowledge and for professional accreditation.
The Framework comprises of three interlinked elements:
HR Capability Model outlining seven key HR and people management capabilities and supporting descriptors HR Capability Structure a career progression pathway through which individuals can develop from entry to senior roles HR Capability Structure and supporting Professional Development Guide a professional recognition pathway from
HR Capability Management Model
1. Assess work complexity levels Re-evaluate/update individual development plans & work strategy/design
Entry size of role
2. Assess capability levels size of person
6. Monitor impact of capability management practices
Build through developmental coaching: Change through role re-definition & work re-assignment
3. Determine gaps between capability levels and complexity levels
5. Establish Capability Management Practices in HR
4. Adjust fit by building Capabilities or changing Accountabilities
How CM is important for a company?
Capability Management Framework, model and its metrics will help to: Identify level of work complexity and thereby match with the resources level of cognitive and emotional capability. Identify the degree of required capability for the job and the accountability structure, and thereby identify the gaps and the best fits within both the structure. Provide a consistent view and audit ability of the life cycle of the framework by itself with tangible results and reports aligning to the goals of the company.
Key benefits: 7
A streamlined and established HR capability management thereby confirms :
Existence of symmetry and balance in capability levels and complexity levels. Best fits between resources and requirements as an individual or as a team or in respect to a project, department, domain or a business. Innovation in approach to work, training methodologies, building skill sets, building resources for long term relationship with the company with valuable skills. Cost benefits in high skill based training and peer development.
Extended benefits: 8
defined career path for resources within the organization, higher satisfied employees in respect to learning and development. Scope for cross-domain specialization for the company and cross-cultured resources within the company. Unified approach to performance management, capability management being the key parameter for it. Scope to scale employee assessment in form of valuable & identifiable tangible metrics and data and thereby correctly identify valuable resources. And many more..
Pre-requisite Qualities of an HR 9
Good people management skills Un-biased approach towards resources and requirements. Strong Analytical ability Innovative approaches to identify correct CM metrics and correctly map resources & requirements to identify best-fits. Cost benefit mindset to evaluate process, models and frameworks being effective to the company and its goals. Humor and off-the-shelf approach towards life to identify the lively aspects of workplace, company and its resources.
