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HUMAN RESOURCE
CAPABILITY MANAGEMENT
Revisited
By Santanu Pathak

2. Agenda
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 Understand Human Resources Capability Management, its
methods, techniques.
 Understand how can HR Capability Management benefit a
company and why should a company embrace Capability
Management of its human resources in its long-term strategy.
 Identify the qualities of an HR Personnel required for
performing Capability Management.
 Summarize the revisit to HR Capability Management.

3. What is Capability Management?
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HR Capability Management is a process that helps to map the people (resources)
with an organization’s goal (requirement).
Resources Requirements
understanding people, company’s structure, policies,
people management, goals, short-term and long-
assessing people skills term strategies, skills
and capability, personal required, complexities of the
goals and needs, past skills & relevant learning
experience, future plans path, availability of skills,
and prospects, overall training, short-term and long-
psychological structure of term benefits with respect to
the person as a human skills, resources, training and
being and as a resource company culture, costs
of the company, involved and cost benefitted.

4. HR Capability Framework
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 The HR Capability Framework aims to provide a clear
pathway for development for HR professionals as well as people with
people and supervisory responsibilities. It provides a structure for
developing specific areas for skills and knowledge and for professional
accreditation.
 The Framework comprises of three interlinked elements:
 HR Capability Model – outlining seven key HR and people
management capabilities and supporting descriptors
 HR Capability Structure – a career progression pathway through which
individuals can develop from entry to senior roles
 HR Capability Structure and supporting Professional Development
Guide – a professional recognition pathway from entry to senior levels.

5. HR Capability Management Model
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Entry – size of role
Re-evaluate/update
individual development 2. Assess capability
plans & work levels – size of person
strategy/design
Build through
developmental coaching:
Change through role re-
definition & work re-
assignment

6. How CM is important for a company?
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Capability Management Framework, model and its metrics will
help to:

7. Key benefits:
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 A streamlined and established HR capability
management thereby confirms :
 Existence of symmetry and balance in capability levels and
complexity levels.
 Best fits between resources and requirements as an
individual or as a team or in respect to a project,
department, domain or a business.
 Innovation in approach to work, training methodologies,
building skill sets, building resources for long term
relationship with the company with valuable skills.
 Cost benefits in high skill based training and peer
development.

8. Extended benefits:
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A defined career path for resources within the
organization, higher satisfied employees in respect to
learning and development.
 Scope for cross-domain specialization for the company
and cross-cultured resources within the company.
 Unified approach to performance management,
capability management being the key parameter for
it.
 Scope to scale employee assessment in form of
valuable & identifiable tangible metrics and data and
thereby correctly identify valuable resources.
 And many more…..

9. Pre-requisite Qualities of an HR
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 Good people management skills
 Un-biased approach towards resources and requirements.
 Strong Analytical ability
 Innovative approaches to identify correct CM metrics and
correctly map resources & requirements to identify best-fits.
 Cost benefit mindset to evaluate process, models and
frameworks being effective to the company and its goals.
 Humor and off-the-shelf approach towards life to identify
the lively aspects of workplace, company and its resources.

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Thank You