workforce capability in Balanced Scorecard Manager Toolkit (Publication Date: 2024/02)


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Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:

  • How does your organization anticipate and plan for future capability requirements and workforce risks?
  • What are the primary drivers of your organization pursuing a stronger capability to make decisions about work and the workforce using skills?
  • Does your organization measure and track the capability level of its whole audit workforce?
  • Key Features:

    • Comprehensive set of 1512 prioritized workforce capability requirements.
    • Extensive coverage of 187 workforce capability topic scopes.
    • In-depth analysis of 187 workforce capability step-by-step solutions, benefits, BHAGs.
    • Detailed examination of 187 workforce capability case studies and use cases.

    • Digital download upon purchase.
    • Enjoy lifetime document updates included with your purchase.
    • Benefit from a fully editable and customizable Excel format.
    • Trusted and utilized by over 10,000 organizations.

    • Covering: Customer Satisfaction, Training And Development, Learning And Growth Perspective, Balanced Training Data, Legal Standards, Variance Analysis, Competitor Analysis, Inventory Management, Data Analysis, Employee Engagement, Brand Perception, Stock Turnover, Customer Feedback, Goals Balanced, Production Costs, customer value, return on equity, Liquidity Position, Website Usability, Community Relations, Technology Management, learning growth, Cash Reserves, Foster Growth, Market Share, strategic objectives, Operating Efficiency, Market Segmentation, Financial Governance, Gross Profit Margin, target setting, corporate social responsibility, procurement cost, Workflow Optimization, Idea Generation, performance feedback, Ethical Standards, Quality Management, Change Management, Corporate Culture, Manufacturing Quality, SWOT Assessment, key drivers, Transportation Expenses, Capital Allocation, Accident Prevention, alignment matrix, Information Protection, Product Quality, Employee Turnover, Environmental Impact, sustainable development, Knowledge Transfer, Community Impact, IT Strategy, Risk Management, Supply Chain Management, Operational Efficiency, balanced approach, Corporate Governance, Brand Awareness, skill gap, Liquidity And Solvency, Customer Retention, new market entry, Strategic Alliances, Waste Management, Intangible Assets, ESG, Global Expansion, Board Diversity, Financial Reporting, Control System Engineering, Financial Perspective, Profit Maximization, Service Quality, Workforce Diversity, Data Security, Action Plan, Performance Monitoring, Sustainable Profitability, Brand Image, Internal Process Perspective, Sales Growth, Timelines and Milestones, Management Buy-in, Automated Data Collection, Strategic Planning, Knowledge Management, Service Standards, CSR Programs, Economic Value Added, Production Efficiency, Team Collaboration, Product Launch Plan, Outsourcing Agreements, Financial Performance, customer needs, Sales Strategy, Financial Planning, Project Management, Social Responsibility, Performance Incentives, KPI Selection, credit rating, Technology Strategies, Supplier Scorecard, Brand Equity, Key Performance Indicators, business strategy, Balanced Scorecards, Metric Analysis, Customer Service, Continuous Improvement, Budget Variances, Government Relations, Stakeholder Analysis Model, Cost Reduction, training impact, Expenses Reduction, Technology Integration, Energy Efficiency, Cycle Time Reduction, Manager Scorecard, Employee Motivation, workforce capability, Performance Evaluation, Working Capital Turnover, Cost Management, Process Mapping, Revenue Growth, Marketing Strategy, Financial Measurements, Profitability Ratios, Operational Excellence Strategy, Service Delivery, Customer Acquisition, Skill Development, Leading Measurements, Obsolescence Rate, Asset Utilization, Governance Risk Score, Scorecard Metrics, Distribution Strategy, results orientation, Web Traffic, Better Staffing, Organizational Structure, Policy Adherence, Recognition Programs, Turnover Costs, Risk Assessment, User Complaints, Strategy Execution, Pricing Strategy, Market Reception, Data Breach Prevention, Lean Management, Six Sigma, Continuous improvement Introduction, Mergers And Acquisitions, Non Value Adding Activities, performance gap, Safety Record, IT Financial Management, Succession Planning, Retention Rates, Executive Compensation, key performance, employee recognition, Employee Development, Executive Scorecard, Supplier Performance, Process Improvement, customer perspective, top-down approach, Balanced Scorecard, Competitive Analysis, Goal Setting, internal processes, product mix, Quality Control, Systems Review, Budget Variance, Contract Management, Customer Loyalty, Objectives Cascade, Ethics and Integrity, Shareholder Value

    workforce capability Assessment Manager Toolkit – Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):

    workforce capability

    The organization assesses potential needs and risks in their workforce to prepare for future capabilities through planning and anticipation.

    1. Implement a competency-based training program to develop necessary skills – ensures a skilled and capable workforce.

    2. Create a succession plan to identify and train future leaders – mitigates risks of talent gaps and promotes career growth.

    3. Conduct regular performance evaluations to identify skill gaps and provide targeted training – improves overall workforce capability.

    4. Utilize forecasting methods to assess future workforce requirements – helps to anticipate and plan for potential risks.

    5. Foster a culture of continuous learning and development to adapt to changing market demands – enhances workforce agility and adaptability.

    6. Offer flexible work arrangements and opportunities for remote work – attracts and retains top talent with desired skills.

    7. Form strategic partnerships with educational institutions to access a pipeline of skilled workers – helps to fill future capability gaps.

    8. Encourage knowledge sharing and cross-functional training among employees – enhances workforce versatility and promotes collaboration.

    9. Leverage technology and automation to streamline processes and free up workforce for high-value tasks – boosts overall workforce capacity.

    10. Monitor and address employee burnout and turnover rates – maintains a healthy and motivated workforce.

    CONTROL QUESTION: How does the organization anticipate and plan for future capability requirements and workforce risks?

    Big Hairy Audacious Goal (BHAG) for 10 years from now:

    In 10 years, our organization will have a highly adaptive and resilient workforce, equipped with cutting-edge skills and capabilities to navigate the rapidly evolving business landscape. We will have a culture of continuous learning and innovative thinking, where employees are empowered to take ownership of their professional development.

    To achieve this, our organization will prioritize future-oriented planning and anticipation of workforce capability requirements. We will use advanced analytics and market intelligence to identify emerging skills and competencies needed in our industry. This will inform our workforce planning strategies, including hiring, training, and upskilling initiatives.

    Furthermore, we will embrace a flexible and agile approach to talent management, allowing us to quickly adapt to changing skill demands. We will provide opportunities for cross-functional and cross-training, promoting versatility and agility within our workforce.

    In addition, our organization will proactively address workforce risks by implementing proactive measures such as contingency plans for succession planning and talent retention. We will also foster a diverse and inclusive workplace, allowing us to tap into a broader pool of talent and minimize risks associated with skill gaps.

    Overall, our organization will have a strategic and forward-thinking approach to workforce capability, ensuring we have the right people with the right skills at the right time to drive continuous growth and success.

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    workforce capability Case Study/Use Case example – How to use:

    Client Situation:

    ABC Company is a global technology firm that provides innovative solutions to various industries such as healthcare, education, and finance. With a diverse portfolio of products and services, ABC Company has experienced rapid growth and expansion over the past few years. As a result, the organization is facing challenges in managing its workforce capability and planning for future capability requirements and workforce risks.

    The organization′s senior leadership team has identified the need to enhance their approach to workforce planning in order to anticipate and prepare for future capability requirements and mitigate potential workforce risks. They have hired a consulting firm to help them develop a more robust and strategic approach to workforce capability that aligns with the organization′s goals and objectives.

    Consulting Methodology:

    The consulting firm adopted a comprehensive and data-driven approach to assist ABC Company in addressing their workforce capability challenges. The methodology incorporated the following steps:

    1. Understanding the Organization′s Goals and Objectives:
    One of the initial steps was to gain a thorough understanding of ABC Company′s goals and objectives. The consulting team conducted interviews with key stakeholders, reviewed company reports, and analyzed internal documents to gain insights into the organization′s overarching strategy.

    2. Current State Analysis:
    The consulting team conducted a detailed analysis of the organization′s current workforce capabilities, including their skills, competencies, and gaps. This was done through interviews, surveys, and focus groups with employees at various levels within the organization.

    3. Future Capability Requirements Analysis:
    Based on the organization′s goals and objectives, the consulting team identified the key drivers of future capability requirements. This included factors such as technological advancements, industry trends, and talent scarcity.

    4. Workforce Risk Assessment:
    To identify potential workforce risks, the consulting team conducted a risk assessment that considered factors such as employee turnover, skills shortages, and succession planning.

    5. Capability Forecasting:
    Using data from the current state analysis, future capability requirements analysis, and workforce risk assessment, the consulting team developed a capability forecast model. This helped to estimate the organization′s future capability needs and determine any potential workforce risks that may arise.

    6. Capability Strategy Development:
    Based on the capability forecast, the consulting team worked with the senior leadership team to develop a comprehensive capability strategy. This strategy included initiatives to bridge skill gaps, invest in technology, and create a culture of continuous learning and development.

    7. Implementation Plan:
    The consulting team developed an implementation plan that outlined the specific actions needed to execute the capability strategy. This included timelines, responsibilities, and resources required for each initiative.


    The consulting team provided ABC Company with a variety of deliverables to support their workforce capability planning efforts, including:

    1. Current State Analysis Report:
    This report outlined the organization′s current capabilities, skills gaps, and areas of improvement.

    2. Capability Forecast Model:
    The capability forecast model provided insights into the organization′s future capability needs and potential workforce risks.

    3. Capability Strategy Document:
    The capability strategy document outlined the recommended initiatives and strategies for addressing future capability requirements and mitigating workforce risks.

    4. Implementation Plan:
    The implementation plan detailed the steps required to execute the capability strategy, along with timelines, responsibilities, and resource allocation.

    Implementation Challenges:

    The consulting team faced several challenges during the implementation of their recommendations, including:

    1. Resistance to Change:
    Some employees were resistant to change, particularly in terms of adopting new technologies or upskilling.

    2. Resource Constraints:
    The organization had limited resources allocated for workforce capability development, which meant that some initiatives had to be prioritized over others.

    KPIs and Management Considerations:

    To track the success of the capability strategy and implementation plan, the consulting team recommended the following key performance indicators (KPIs) to be monitored by the organization:

    1. Employee Retention Rate:
    This KPI measures the percentage of employees who stay with the organization over a specific period. A higher retention rate would indicate the success of initiatives aimed at improving employee engagement and satisfaction.

    2. Skills Gap Closure Rate:
    This KPI measures the speed at which employees are developing new skills to close current capability gaps. A higher skills gap closure rate would indicate the success of initiatives aimed at developing a more skilled workforce.

    3. Technology Adoption Rate:
    This KPI measures the rate at which employees adopt new technologies introduced by the organization. A higher adoption rate would indicate the success of initiatives aimed at introducing new technologies to enhance workforce capability.

    Other management considerations included ensuring continuous communication and collaboration between different departments and levels of the organization, providing adequate resources and support for capability development initiatives, and monitoring market trends and competition to stay ahead of workforce risks.


    Through a comprehensive and data-driven approach, the consulting team successfully assisted ABC Company in anticipating and planning for future capability requirements and workforce risks. The organization was able to develop a strategic capability plan that aligned with its goals and objectives, and is now better equipped to respond to the ever-changing business landscape. By monitoring key performance indicators and continuously reviewing and updating their capability strategy, ABC Company can stay competitive and adapt to future workforce challenges.

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