The Challenge

• Process transformation would revamp all project management and IT processes leading to efficient & consistent ways of working to enable confident & predictable delivery
• People transformation – introduction of a high performance culture and raising the bar on expected skills and behaviours. Introducing IT professionalism and knowledge sharing.
• Organisational – more use of third party suppliers, flexible resourcing and assignment based working
• Raise engagement in transformation programme

  Results & Benefits

• Provides consistency and a common language and communicated clearly the expected skills and behaviours for all Business Change professionals
• Foundation for harmonising people management across the merged operations
• Key tool in assessing development requirements and provides focus and clarity on personal development needs, used in support of external recruitment and internal promotions
• Improved Business Change’s reputation within the organisation – work was approved by HR and was seen as leading the way for other divisions in how to manage their professional staff.
• Improved Resource planning and scheduling by providing common currency for planning
• Provided tool to improve feedback on performance

 Solution

• Current State assessment and confirmation of Future State vision for the organisation
• Identify the target benefits from implementing a skills & competency framework
• Agree design principles with key stakeholders
• Research external and internal best practice and incorporate into the framework
• Road map for implementing the framework and realising the benefits – prioritised actions and rationale
• Small full-time team with part-time involvement of key stakeholders.

 Success Factors

• High engagement of stakeholders
• Credibility with central HR team, must explicitly align with HR frameworks
• Must be aspirational not merely reflecting current state
• Implementation must emphasise gaining commitment from managers and professionals in the organisation

 Project Deliverables

• 7 Business Change skills each with 8 levels
• Training & education: examples and detailed guidance notes for all users. Covering how the framework is used to support performance management, learning & development, career progression, salary review and promotions processes
• Highly interactive communication and education events for managers and staff
• 200 staff assessed against the skill framework in 6 weeks. Results were moderated and calibrated to ensure acceptable quality.
• Engagement of directors and heads of community in Business Change

 Speed bumps & pitfalls to overcome

• Stakeholders with diverse and strongly-held views (as a result of merger and number of sites)
• Aspirational view of skills was seen a threatening by many existing professionals
• People management seen as low priority versus project delivery
• HR team not willing / able to provide resource or engage in the technical skill definition