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Our solutions


When our solutions are deployed, the way in which organisations set people strategy, manage people practices and processes, and implement and optimise Human Capital technologies, is radically transformed. Importantly, meaningful business intelligence about people becomes possible.

Our skilled teams partner with our clients, and bring not only the necessary technical expertise required to deliver the solution, but execute projects in a disciplined, well-governed manner, supported by expert change journey management.

Organisation Architecture

Organisation Architecture is the result of a systemic and structured process by which an organisation determines the most effective way to execute its strategy through people, supported by processes and technology.

Organisation Architecture involves:
  • Determining organisational capabilities that will deliver sustainable value against the defined strategy
  • Defining the business operating model
  • Defining the business process architecture and accountabilities
  • Defining organisational structures with clear roles and responsibilities
  • Identifying the use of technology in specific roles
  • Allocating business key performance areas (KPAs), supported by governance and/or decision rights
  • Performing workforce planning and activity-based costing
  • Aligning leadership and organisation ways of working
  • Workforce transition

Organisation Architecture provides the over-arching context for our other solutions.
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Functional People Data Architecture

Functional People Data Architecture encompasses the deliberate design of the organisation, work and people data that underpins the integration of people-related practices, processes, metrics and controls.

This architecture is a translation of the organisation’s strategy, operating model and business processes. These elements are then systemically integrated to provide the people data architecture that enables the Human Capital value chain, optimal Human Capital technology implementation, and meaningful, reliable analytics.
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Job Architecture

Job Architecture refers to an architected framework in which the hierarchy of jobs in an organisation is organised. It represents the translation of an organisation’s strategy into the work that should take place in the organisation to enable the strategy.

Job Architecture provides the infrastructure for Human Capital and financial practices that drive the business, including recruitment, total reward, workforce planning, career pathing, learning and development and succession planning.
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Competency Architecture

Functional People Data Architecture encompasses the deliberate design of the organisation, work and people data that underpins the integration of people-related practices, processes, metrics and controls.

This architecture is a translation of the organisation’s strategy, operating model and business processes. These elements are then systemically integrated to provide the people data architecture that enables the Human Capital value chain, optimal Human Capital technology implementation, and meaningful, reliable analytics.
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Assessment Modelling

Assessments are designed to measure an individual’s suitability for a role in relation to the competencies required for that role, and can also be used for development purposes. Our approach to assessments is to work with our clients to establish a work-centric, client-specific competency-based Assessment Model that meets the client’s requirements.

Typically, an Assessment Model would comprise of technical (skills based) and behavioural (cognitive ability and personality) assessments, weighted according to the role requirements. This allows for detailed and job specific reporting that is essential for recruitment and development purposes.

We assist clients by:
  • Designing organisation-specific assessment models
  • Advising clients on tool selection (as per assessment model)
  • Providing our eAssessment Aggregator Platform on which assessments can be conducted
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