Workforce

We create transparency about your current and future staffing needs. On that basis we design a sustainable workforce plan together – matched to the capacity and capabilities you require.

People Advisory overview

Workforce Strategy

A future-proof workforce: strategic workforce planning and targeted capability building as the basis for your competitiveness

Together we derive the future need for skills, roles and capacity from your corporate strategy. From that we develop a workforce strategy that manages staffing needs ahead of time, builds critical capabilities in a targeted way and aligns your organisation for growth and change over the long term.

Capacity
Managing staffing needs ahead of time
Role & job architecture
Structuring tasks and responsibility
Competencies & skills
Building critical skills in a targeted way
Growth & change
Aligning the organisation for the long term

A future-proof workforce

Capacity, roles and capabilities that fit the strategy

Strategic Workforce Planning

Forward-looking workforce planning secures key roles, develops talent and makes you a more attractive employer

We create transparency about your current and future staffing and capability needs. Together we analyse capacity, identify key and at-risk roles and make foreseeable bottlenecks visible. From that we derive concrete measures for workforce planning, capability building and succession.

Key roles
Which roles are critical to success?
At-risk roles
Where do bottlenecks loom, for instance through retirement?
Potential
Which people could step up in time?
Succession management
Whom do we develop in a targeted way?
Strategic workforce planning
How do we set ourselves up for the medium and long term?

Career and Development Models

A consistent job architecture connects roles, capabilities, development and pay

We develop a career and development model specific to your company that structures roles, responsibilities and capability requirements across the organisation. It creates transparency about development and advancement opportunities and at the same time provides a clear frame of reference for learning curricula and competency models. Beyond that it forms the basis for consistent assessment and a fair classification of roles for grading and pay.

Professional

Junior
Regular
Senior
Expert

Management

Team Lead
Department Head
Division Head

Support

Assistant
Senior Assistant

Moves between the career paths are possible at defined levels – development does not only run upwards.

Skills & Competency Management

Systematically defined capabilities enable development, mobility and sustainable workforce planning

Together we build a skills and competency framework specific to your company that connects cross-cutting capabilities for employees and leaders with role- and function-specific requirements. Along the career and development model we map these by role and seniority level. That creates a transparent basis for targeted development paths and for reskilling and upskilling measures.

1 – Basic
2 – Intermediate
3 – Advanced

People development
Upskilling
Current: Basic · Target: Intermediate
Conflict resolution
Upskilling
Current: Basic · Target: Intermediate
Project planning
Reskilling
Current: Intermediate · Target: Advanced
Project reporting
Upskilling
Current: Basic · Target: Intermediate
Python
Maintain
Current: Intermediate

The value of a future-oriented workforce

Operational resilience
Forward-looking workforce and succession planning reduces loss of knowledge, staffing bottlenecks and dependencies in critical roles.
Adaptability
Transparent role and capability requirements make it possible to respond early to changing market conditions, technologies and business requirements.
Targeted use of resources
Clear needs and priorities make sure capacity and capabilities are built or deployed where they contribute most.
Economical use of resources
The build-buy-borrow-bot framework supports well-founded decisions on which capabilities to develop internally, recruit externally, source flexibly or automate.