2. Agenda:
• Understand Human resource capability management ,its
methods and techniques
• Understand how can HR capability management benefit a
company
• Identify the qualities of an HR Peronnel required for performing
Capability Mangement.
3. What is Capability Management?
HR capability management is a process that helps to map
the people with an Organization’s goal
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
Company’s structure, policies, goals,
short term and long term stratergies,
skills reqiured, complexities of the skills
and 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.
4. HR CAPABILITY FRAME WORK
• The HR Capability framework aims to provide a clear pathway for
development for HR professionals as well as with people and
supervisory . It provides a structure for developing specific areas for
skills and knowledge and for professional accreditation .
• The Frame work 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 entry to senoir levels
5.
6. How CM is important for a company?
Capability management framework, model and its metrics will help
to:
1. Identify level of work complexity and thereby match with the
resources level of cognitive and emotional capability.
2. 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.
7. Advantages:
A stream lined 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 on individual or as a team or in respect to a
project, department, domain or a business.
• Innovation in approach to work, training methodologies, building resources for long term
relationship with the company with valuable skills.
• Cost benefits in high level based training and peer development.
• A defined career path for resources within the organization, higher satisfied employees in
respect to learning and development.
• Scope for cross-domain specialization for 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 and identifiable tangible metrics
