1. Supports organisation design, Job design and competency modelling, resources.
  2. Very quick to develop and iterate – quicker than traditional job descriptions and easier to understand
  3. Quick identification of skill gaps to drive change management strategies. Supports high level and lower level gap analysis. Encourages focus on the skills which are essential for success.
  4. Free to use, global acceptance avoids the “not invented here” objections
  5. Off the shelf – spend more time delivering the target benefits of change rather than defining a skills framework
  6. Flexible, not proprietary, works across end to end technology organisation
  7. Enables transparency / and organisational alignment
  8. Flexible job descriptions mean that organisational change can evolve and adapt over time – not creating strait jackets. Supports transformation route maps, change management programmes, up-skilling and cross-skilling of the workforce.
  9. Aligns easily with process driven IT change
  10. Used by major outsourcing providers by means of standard rate cards
  11. Combines out of the box approach but with value of adopting / adapting to organisational context. Use as little or as much. Easily branded as your own change programme.