Professionalising Workforce Capability
How a growing science and analytics business replaced informal, person-based ways of working with common roles and a shared language for capability.
THE CHALLENGE
As this science and analytics business grew from a specialist start-up into a (still focused) service organisation, it reached the point where informal ways of working were no longer sufficient. Skills were associated with individuals rather than roles, every position had evolved differently, career pathways were unclear, and performance discussions relied largely on anecdotal evidence. Without a formal HRIS, workforce information was managed through payroll records, spreadsheets and shared folders.
THE APPROACH
TalentJam helped the organisation establish the workforce foundations needed for its next stage of growth. Common role definitions were created, based on existing positions, and skills were then mapped to those roles. Recognised frameworks including the Data Capability Framework (DCF), SFIA 9 and corporate capability frameworks were introduced to provide a consistent language for capability across the business.
THE OUTCOME
The result was a significant step in organisational maturity. Leaders gained a clear understanding of the skills required for every role, visibility of capability gaps across the organisation (particularly in back-office functions), and a structured foundation for recruitment, career development and performance management. Instead of relying on institutional knowledge, the business now has a capability model that supports consistent hiring, workforce planning and employee development as it continues to grow.