Objective

• Create a competency framework for different levels within the organization
• Create cascading mechanisms to embed the framework across levels

Design

• Study the growth plans, org structure, roles and the overall transformation agenda for next 3 years
• Educate and align the CEO and CXOs about the design and delivery
• Understand the quality of talent and possible role evolution in the coming years
• Create a competency framework keeping the transformation agenda and differentiated contributions as the guideposts
• Design and deliver the competency cascade journey for different managerial levels

Impact

• The fastest and the most effective track adjudged by the transformation team and the CEO
• Initiation of competency language in HR processes and regular managerial performance discussions

Critical Success Factor- Thorough understanding of the linkage and value of competency work in the overall strategic multi year transformation journey