At MindGears, we believe that organizational development practices and initiatives have basic starting ingredients. These starting program serves as an HR business model and a springboard for a meaningful and progressive OD practice. Allow us to share with you how we envision it for mid-tier companies wanting to get out of the HR administrative paradigm to a WLP-driven HR mindset.

1. Margarita Sta. Ana
Managing Partner & Workplace Learning Strategist
A Consulting Prospectus
MINDGEARS CONSULTING
insight-driven solutions. creative learning.
COMPETENCY MATTERS HR ENGAGEMENT ROADMAP

2. WHAT’S INSIDE
Competency Mapping Process & Linkages This is a walkthrough of how we will plan, design & deploy the different focus areas, their resulting outputs
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Aligning Your Goals to the Roadmap How we intend to anchor the different focus areas to the overall company strategic Goals.
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High Level Roadmap of Priorities
These are proposed HR focus areas and why they need to come first as a springboard for succeeding programs
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Engagement Timelines An initial high-level timeline of the engagement effort, as well as overall consultant mechanics.
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Our Consulting Approach
Discusses the overall thought and manner to the consulting engagement and why they are important to our value proposition.
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3. HIGH LEVEL HR ROADMAP OF PRIORITIES | YEAR ONE 3
BASELINE
Evaluates & aligns competencies across organizational groups, job roles & positions, as well as effectiveness of HR programs..
YEAR 2 FOCUS AREAS
PEOPLE ONBOARDING PROGRAM
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WLP
Assess effectiveness of learning curricula, learning interventions, instruments & solutions such as Corporate University Program, Career Ladders, etc
Design, review & deploy a mentoring program for high potential frontline leaders to support succession & leader talent pool
LEADER DEVT
Review NEO, selection, onboarding plan, onboarding peer- buddy system
TALENT ACQUISITION & RETENTION
Depending on the results of Year1 programs, plan on performance management & cadetship programs
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COMPETENCY ANALYSIS & MAPPING
LEARNING NEEDS ANALYSIS
MENTORING PROGRAM
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Why prioritize competency analysis & mapping? This is a springboard for job descriptions, position hierarchies, skill needs and job harmonization. It follows the concept of doing the right things, instead of doing things right.

4. HOW WILL WE APPROACH THESE PRIORITIES?
There is no need for us to re- engineer the wheel if an HR strategy / program exists. We assess for a program’s effectiveness and improve upon its execution or practice. We value tailoring & customization as well at the level of local execution.
ALIGNED to existing global strategies
Oriented to EMPLOYEE Empowerment
Anchored on Brilliance in BASICS
Supported by WLP & ATD standards
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We are cognizantthat our target audience are adult learners. We provide the tools & support that enables learning in order for an employee to own their development, learning needs to be experiential and relevant. Development is in their own hands.
First things first. We focus on the basics because it lays the groundwork for strong, focused & purposeful HR solutions. Our Year 1 plan leads to a continuing strategy for Year 2 programs. This thinking allows the organization to progressively evolve its human capability.
We are anchoring our methods on WLP model standardsas training has evolved beyond the confines of the classroom. HR takes on a more strategic role in helping meet business objectives & collaborating with stakeholders to build a learning culture.

5. ALIGNING YOUR HR STRATEGIES TO THE ROADMAP
COMPETENCY MAPPING
Needs Analysis
Talent Acquisition
Mentor Program
Succession Planning
Onboarding Program
Vision & Mission
Strategic Goals
People Practices
Business Practices
MindGearscan customize this for you in accordance to your specific strategic goals, directions, initiatives & company practices
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6. COMPETENCY MAPPING METHODOLOGY
DETERMINE / SCOPE
COMPETENCY FRAMEWORK
Design Competency Identification Process + Capture Forms
Execute Competency Identification
Consolidate checklists & documents
Rank Order Competencies
Validate & Benchmark Definitions
Creation of a Competency Framing Committee
Creation of Baseline Plan
Scopes the existing framework
Levels & Domains to Focus
Current Organizational Competency Strategies
Framework Plan Design
IDENTIFY
COMPETENCIES
Perform Job & Skill Analysis
Review Assessment Centers
Review 360°Feedback Mechanisms
Conduct Work Observations
Conduct Behavior Event Interviews / FGDs
ASSESS & ANALYZE
COMPETENCIES
MAP
COMPETENCIES
Org Strategy & Structure Congruence Check
Structure & Role Congruence Check
Vertical + Horizontal Reporting Linkages
Outline Competitive Advantage of Competency
REVIEW & ASSESS
COMPETENCY DEVT PROCESS
Create Competency Maturity Framework & Matrix
Outline Areas for Improvement & Design Action Plan
Integrate findings with these functions
Performance MgtSystem
Learning & Devt
Organizational Devt
Hiring / Recruiting
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7. OUTPUT LINKAGES FROM COMPETENCY MAPPING
competencymap
PROFILE BY PERFORMANCE BAND & GROUP
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POSITION HIERARCHY MAP
Identified needs/gaps in learning interventions & process
Reviewed HR learning programs / interventions categorized as follows:
Existing and Effective
Existing but not Effective
Existing but not needed
Not existing but needed
competencysurvey feedback
Corresponding actions curriculum / process change:
Hygiene check for availability & access
Reassess / Revise Curriculum
Remove / Realign / Regroup
Design & study deployment feasibility
job analysis + talent retention analysis
Identified job levels matched to skills as input to:
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Job description minimum skill requirements as input to:
onboarding program
career path + succession map
Identified competency profile for the following
Leadership
Support
Technical
High Performer
Mid Performer
Low Performer
Leadership competence profile as input to:
mentoringprogram
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2a
learning needs analysis
1b
2c
2d
1c
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8. LEARNING NEEDS ASSESSMENT PROCESS
Inventory & Audit of Learning Solutions & Practices
MATCHcritical learning solutions with competency map & job analysis
Review Training Process including curriculum & learning Instruments + PMP
Redesign and Deploy changes & improvements using a staggered launch.
Much of the pre-work inputfor LNA comes from the results of the competency mapping. We anchor all those inputs, feedback and outlined improvement areas to look into the learning & development process and tools.
L&D Team with BU Leaders
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Competency Framework Committee
L&D Team with BU Leaders
LEARNING PROCESS REVIEW includes:
How is training determined? How is training contentdeveloped?
What is the enrolment / qualification process?
Howare tools & techniques developed & improved & relevant?
Howare subject matter experts developed?
What control & feedback measures are presentto ensure that learning is effective?
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9. MENTORING PROGRAM METHODOLOGY
Objective setting + selection criteria
Designing the mentoring charter
Linking charter to performance management + succession
Developing communication channels
Creation of a company Mentors Club
Designing the mentoring mechanics & schedules
Generating mentor commitments
Launching the compnyMentoring Program
Providing logistics & interventions
Communicating progress
Matching mentees to mentoring levels
Matching mentees to mentors
Introducing mentees to mentors
Communicating process & progress expectations
Assessing feedback & progress
Solving low hanging execution issues
Consolidating tracking mechanisms
Performing effectiveness audits
Generating action plans & reports
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10. ONBOARDING FOCUS AREAS
Attachment | Socialization | Skill Preparation
Profile | Attraction |
Strengthening Engagement & Career Path Setting
Talent Retention | Continuing Development
PRE- EMPLOYMENT
90-120 CRITICAL PERIOD
FUNCTIONAL COMPETENCE
CAREER DEVT
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11. ONBOARDING HIGH LEVEL PROCESS
Ingredients to Successful Onboarding
Onboarding Methodology
onboarding completiontimeline tailored to job type, skill type and job level
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12. PROPOSED MAJOR TIMELINES
5 months
COMPETENCY
MAPPING
2 months
LEARNING
NEEDS
ANALYSIS
MENTORING
PROGRAM
3 months
ONBOARDING
PROGRAM
2 months
Year-End
Evaluation
YEAR 1 REVIEW +
YEAR 2 FOCUS
COMPETENCY
MATTERS PROJECT
PLAN will be more
detailed once our
consultants are
onboarded to the
client-company.
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13. NEXT STEPS : CONSULTANT ENGAGEMENT
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Talk about how best we can customize our programs for you
Draw Up Contract Agreements & Review Mechanism
Consulting Requirements Preparation
Start 30-day organizational immersion
Finalize Detailed Charters & Timelines
Perform HR Engagement Consulting
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14. COMPETENCY MATTERS HR ENGAGEMENT ROADMAP
Thank You
MINDGEARS CONSULTING
insight-driven solutions. creative learning.
http://www.mindgearsconsulting.com
Margarita Sta. Ana
Managing Partner & Workplace Learning Strategist