Client stories

Skills based talent strategies

Workforce Planning

The business challenges

During a phase of rapid expansion, a food security International Non-Governmental Organization (INGO) faced talent shortages resulting from high staff turnover. Our client encountered challenges in attracting skilled professionals in a competitive job market. To address this issue and ensure continued growth and success, they sought to optimize their existing workforce by formulating talent strategies designed to foster the development of internal talent.

How we optimized performance

JBC's approach centered on enhancing workforce capabilities by focusing on functional and technical skills aligned with the organization's strategic direction. We collaborated with the leadership team to establish a skills-based workforce planning process that encompassed current and future skill requirements, identified skill gaps, and devised data-driven solutions to address those gaps.

Our emphasis was on identifying, gathering, and analyzing skills at both the organizational and team levels, leveraging assessments from staff and managers. This comprehensive approach provided a deeper understanding of the proficiency levels of the existing staff.

By utilizing data-driven insights, we efficiently identified critical skills gaps and assessed the potential risks of not addressing them. This allowed us to formulate action plans to mitigate the impact, resulting in a more systematic approach to external recruitment and development.

Based on our analyses, we collaborated with the organization to create a four-year workforce plan that emphasized retaining high potentials and high performers. Through a focus on internal talent development, the organization established a robust talent pipeline to meet its growth targets. Tailored learning and development initiatives, based on identified skills, facilitated reskilling and upskilling of staff.

Harnessing the power of data enabled the organization to unlock the full potential of its current workforce. This data-driven approach empowered the leadership team to effectively manage and source talent while engaging in insightful conversations with staff about their development needs. The creation of a supportive environment facilitated staff in learning new skills and transitioning to new roles with confidence.

Breakthrough results

The organization experienced a decline in turnover rates.
They successfully attracted and retained the necessary talent to support their growth.
By enhancing the capabilities of existing staff, they observed improved engagement and motivation.
This, in turn, led to enhanced individual performance and overall organizational effectiveness, aligning with their strategic objectives.
The organization was able to reduce the risk of facing critical skill shortages. 
The HR team's capacity to sustain the workforce planning process was strengthened.
A culture of development and learning, was fostered, empowering staff to unleash their full potential.