A workforce capability framework is essential for defining the skills, behaviors, and knowledge required for employees in an organization, providing a structured approach to workforce development. The successful implementation involves a three-step plan: building the framework, implementing training and development, and monitoring impact through observable goals and data utilization. Prioritizing capabilities, securing employee buy-in, and engaging in cross-functional collaboration are key components for ensuring the framework meets organizational needs.

1. Workforce
Capability
Framework
Successfully establishing
one in your organisation

2. Workforce capability frameworks
A workforce’s capability framework defines the common
processes relating to workforce development that support an
organisation’s purpose.
Most capability frameworks are written to describe the
behaviours, skills and knowledge expected of employees in both
their day-to-day work and specific job roles.

3. How to implement one
Successfully implementing a workforce capability framework
into your organisation can be achieved with a 3-step plan:
• Build your capability framework
• Implement your framework
• Monitor impact.

4. Step 1: Building
Your Capability
Framework

5. Define Process Owners
Process owners need to volunteer time for end-to-end
activities involved in not only capability development, but
maintenance of a framework. Your owners will need to
manage process maturity and its impact on alignment with
business processes, too.

6. Outline The Purpose
To define your purpose and vision, you need to think about
what your framework is being used for and how.
What’s common in public sector frameworks is how a
framework can be a blueprint for optimal job performance.
Effective performance provides early warning signs of
problems that could affect business direction.

8. Market To Employees
A capability framework needs buy-in from all business
levels to be successful and sustainable.
The most influential factor in managing a change initiative
is how honest and open leaders are from the outset. Let
your people know what’s happening and why. Utilise support
resources to help unpack capability language.

9. Pick A Lane
Trying to be good at too many things or trying to suddenly
change too many things at once could leave you falling flat
on key capabilities. Prioritising capabilities can be done by
assessing their risk against their future importance.

11. Step 2:
Implementation

12. Training & Development
If we refer to the cycle of aligning employee performance
and business, we know that L&D is a key spoke that keeps
the wheel moving. Without training and development, you
lose the necessary skills and knowledge that support value
chains, and in turn, the business itself.

14. Workforce Planning
In essence, capabilities support your future workforce
plans because they are the building blocks that ensure
your employees can deliver on your mission. A capability
analysis may uncover gaps in current job families or
team structures.

15. Step 3:
Monitoring
Impact

16. Training & Development
This is the truest test of capability. Any of the goals you set
for a framework should be observable in one way or
another. It’s important to repeatedly assess support for
capability development. There should be bigger objectives
related to behavioural changes.

17. Cross-Function Collab
If a capability framework starts with collaboration, it tracks
you can continue to measure work across boundaries.
Sharing services have been shown to save 15-20% of
administrative costs without losing output quality.

18. Data Utilisation
You’re gathering data throughout this whole process. While
you may be analysing it, can you be sure you’re leveraging it
in a way that supports capability management as much as
business? You’ll want a solid methodology to prove any
assumptions and justify investments.

19. You can learn more about this
topic by checking out the full
article:
https://acornlms.com/resources/workforce-
capability-framework