Organizational Capabilities Analytics provide organization leaders with comparative performance, experience, staffing, demographic, and other operational information by workgroup; informing decisions regarding organizational design, talent development, and infrastructure investment. Leaders gain insight to how their organization’s capabilities compare with national, industry, and comparison company averages as well as between divisions, departments, and workgroups.
StrategyDriven Organizational Capabilities Analyses and Comparisons
Available Organizational Comparisons
Data Sources
External (others available)
Internal
Characteristics
Assumptions
StrategyDriven’s Workgroup Staffing Projections present the total authorized, actual, and qualified labor pool for a given workgroup. Projections are based on historical rates of attrition (transfers, resignations, and retirements), new personnel acquisition lead-lag times, and average training and qualification periods. Gaps between authorized (base load) and qualified staffing will influence overtime rates and required remedies.
StrategyDriven’s Workgroup Employee Productive Days per Year model illustrates the average employee’s availability to perform work on a yearly basis. The effective productive days takes into account the normal ‘non-work’ activities that occur within a work day (e.g. meals, transition time, meetings, etcetera).
StrategyDriven’s Workgroup Staffing Availability per Week models show the aggregated breakdown between ‘productive’ and ‘non-productive’ full-time equivalents (FTEs) for the average week; revealing the factors driving ‘non-productive’ time.
StrategyDriven’s Workgroup Productivity metrics highlight the average number of corrective and preventive maintenance work orders completed per 40 hour full-time equivalent per week on a three month rolling average basis by workgroup/department. These graphs reveal workgroup productivity trends over long periods of time.
StrategyDriven’s Organization Capability Charts provide executives and managers a quick reference visual aid depicting the health of their organization from a staffing, qualification, experience, and succession readiness basis. These charts highlight areas of organizational talent readiness and capability weakness in the near and long-terms.
StrategyDriven’s Organizational Demographic analyses evaluate the workforce across several key factors. The resulting outputs provide insights to workforce related performance drivers and contribute to staffing and resource needs projections.
StrategyDriven’s Diversity and Inclusion Analytics evaluate an organization’s diversity and inclusiveness from multiple perspectives including: demographics, attrition, retention, recruitment, development, rewards, etcetera and their underlying programs.
StrategyDriven’s Cost of Employee Acquisition and Attrition nomographs provide executives and managers easy, rapid insight to the cost of expanding their workforce.
A StrategyDriven Advisor quantitatively assessed a Fortune 200 utility’s mechanical, electrical, and instrumentation and controls maintenance workgroups productivity; comparing performance with that of similar organizations and identifying specific organizational levers affording an opportunity to improve performance.
Engagement Approach
Through quantitative analysis of transactional enterprise resource planning (ERP) system data combined with supervisor and staff interviews, our advisor worked with senior station managers to identify maintenance craft productivity in terms of a number of work orders completed per week per 40 hour full-time equivalent employee. Additionally, the analysis identified key productivity inhibitors such as absenteeism. The resulting outputs revealed a 50 percent productivity improvement opportunity (compared with other similar organizations) as well as the several drivers of non-productive time.
Value Delivered
Armed with the quantitative productivity measures, supporting driver information, and performance improvement recommendations, management increased productivity by over 50 percent within 18 months of the original study. Furthermore, the organization implemented automated monthly performance metrics monitoring individual workgroup productivity on weekly basis providing the visibility necessary to drive and lock-in the improvements.
Business planning is the art and science of identifying what a company should and should not do balanced by its available resources. While much of business planning focuses on setting strategic direction and defining tactical activities, achieving balance requires that significant attention be given to the critical area of resource projection.
Focus of the Resource Projection Forum
Materials within the Resource Projection Forum focus on the principles, best practices, and warning flags of companies successfully estimating their long-term resource needs and availability. StrategyDriven regularly publishes articles, podcasts, documents, and resources within the forum cover those topics critical to a strong resource projection process.
Click here to visit the StrategyDriven Resource Projection Forum.