1. 1
HUMAN RESOURCE
CAPABILITY MANAGEMENT
Revisited
By Santanu Pathak
2. 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.
3. What is Capability Management?
3
HR Capability Management is a process that helps to map the people (resources)
with an organization’s goal (requirement).
Resources Requirements
understanding people, company’s structure, policies,
people management, goals, short-term and long-
assessing people skills term strategies, skills
and capability, personal required, complexities of the
goals and needs, past skills & relevant learning
experience, future plans path, availability of skills,
and prospects, overall training, short-term and long-
psychological structure of term benefits with respect to
the person as a human skills, resources, training and
being and as a resource company culture, costs
of the company, involved and cost benefitted.
4. 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 entry to senior levels.
5. HR Capability Management Model
5
Entry – size of role
Re-evaluate/update
individual development 2. Assess capability
plans & work levels – size of person
strategy/design
Build through
developmental coaching:
Change through role re-
definition & work re-
assignment
6. How CM is important for a company?
6
Capability Management Framework, model and its metrics will
help to:
7. 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.
8. Extended benefits:
8
A 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…..
9. 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.
