Geometric-Case-Study-2

To equip employees with necessary skills for their transformed roles under the new Business growth strategy, PeopleWiz Consulting recommended a new Competency Framework.

Client

Geometric Ltd is a specialist IT company in the domain of engineering solutions, services and technologies. Its portfolio of Global Engineering services, Product Lifecycle Management (PLM) solutions, Embedded System solutions, and Digital Technology solutions enables companies to formulate, implement, and execute global engineering and manufacturing strategies.

Business Situation

As the company expands and grows, the corporate functions consisting of Human resources, Legal, Finance, Administration, Procurement, Corporate Communication have a larger role to play as enablers to the business. The Organization Development philosophy of Geometric stipulated the need for bringing role clarity in these functions as well as creating a competency framework that can form the backbone of all employee development efforts.

Around 45-50 roles were being carried out by the corporate functions. Identifying these roles and creating competency maps for these were the main deliverables of the project. Additionally, roles having high business impact were to be identified during the exercise.

The Challenge

In line with new business strategy, the management had the task of transforming the enabling functions.
A Competency Framework was required that would build the foundation of all training, development and career modeling efforts. PeopleWiz was tasked with developing the reference framework and competency maps for these roles.

The Solution

  • Competency Identification:To identify new business strategy aligned competencies, PeopleWiz consultants conducted an extensive data gathering exercise. Role holders and their managers were interviewed to gain understanding of the changes, internal company documents were studied and external literature was referenced. Insights were gained by interacting directly with the internal customers.
    By analyzing the content of the interview transcripts, role definition for every role was created, competency themes were culled out and behavioral descriptions were identified. A reference competency framework with Competency clusters and component definitions with 5 levels of proficiency levels each was developed. Behavioral descriptions of each proficiency level were created.
    Simultaneously a tool for high impact scoring was developed and all the roles were evaluated against the same.
  • Role based competency maps:Individual competency maps were developed for every role by carrying out Task Analysis. Multiple workshops were conducted for validating the role definitions and competency maps. To ensure that the Enabling Function competencies conform to internal ERP, Job Families were identified for every functional Area and ICF (Integrated Competency Framework) sheets were developed.

Benefits

Organization

  • With clear role definitions, detailed descriptions of the competencies along with behavioral descriptions at every proficiency level, a useful framework has been created to aid informative discussions on employee development and career progression. Management now has an effective tool to get the employees prepared to support the delivery organization. Due to the participative approach adopted by PeopleWiz consultants in developing the framework, overall acceptance of the initiative has been high.

Client Speak

“A knowledgeable team of consultants, PeopleWiz produced deliverables that were well researched, realistic and easy to use. I found them to be methodical, flexible in their approach and open to ideas. They have created a meaningful repository of work that will be useful for our future developmental work,

Anwesa Sen – Global Head, Human Resources