PEOPLE & ORGANIZATION
People & Organization at Fortos focus on how organizations in the best way can meet current business needs and at the same time respond to rapidly changing requirements for the future, with the right strategies for people and competences.
WHAT WE CAN DO FOR YOU IN THE FIELD OF PEOPLE & ORGANIZATION:
Workforce Planning
Strategic Competence Management
People Side of Change
Workforce Planning
Workforce planning is one of the key components in strategic planning, but can also be used as a tool to support an organization to plan the composition of the workforce on a regular basis.
Fortos has over time worked closely with several organizations to define an approach to workforce management and to drive result through engagement and involvement:
• Identify strategic competences as well as plan for how and when to recruit.
• Recognize opportunities for internal mobility within current organization.
• Develop a structure for competence management independent of the organizational structure.
Strategic Competence Management
Driving change in the area of competence has become increasingly important in many transformation journeys. It is about finding the right approach for competence and learning to ensure high performing teams and relevance to the business:
• Identify required competence structure to support the business with a focus and direction.
• Guide teams and organizations through their competence journey to ensure the learning approach can deliver value over time.
People Side of Change
To manage the people side of change is a step-by-step process and a crucial aspect when new competences and skills are required. Managing a broad competence shift will also require companies to assess their current leadership where focus will be on developing people through coaching and empowerment.
Fortos has proven experience and skills in setting up and launching transformation programs where people development is at the core of managing the competence shift:
• Identify key aspects that will leverage people engagement and make it grow.
• Assess current leadership and establish guiding principles.
• Identify soft and hard skills needed to succeed with the transformation.
• Secure a culture and way of working in line with the transformation and let go if unwanted behavior.
Ensure Future Skills in the Workforce
An automotive industry in transition needs to effectively up-skill and re-skill their employees to stay competitive. To ensure this, an efficient way of working with training need to be secured. This includes both the design of the department as well as developing and maintaining interesting training material with a broad reach.
Fortos has proven experience and skills in designing and operating the future set-up for how to manage reskilling:
• Uncover learning needs and pain points.
• Design motivating training formats and tailored learning material.
• Pilot, launch and follow-up KPIs of learning operations.
• Design learning organizations and functions.
ARTICLES
Manage the People Side of Industry 4.0
Focus so far has been on technology, processes, and systems, but the real challenge is for people to adopt to all new technologies. Managing the soft dimensions of Industry 4.0 will be a step by step process and a crucial aspect when new competences and skills will be required.
REFERENCE CASES
Job Architecture in the Commercial Vehicle Industry
In this engagement Fortos designed a framework and facilitated, together with HR and business, the development of a global job architecture with categorized and harmonized jobs across the company.
A New Direction for HRBPs
In this engagement Fortos supported a company in the commercial vehicle industry to understand how to adapt one of their main HR roles to the changes and trends in organizing and developing the business and its people.
