Case Study - UK Government Agency (Service Sector).
We were asked to develop a way to assess our client's current IT skill levels
and to design a re-skilling programme for their IT department. Below is a brief
outline of the major 'Before' and 'After' positions of this Lucidus
intervention.
Before... Existing Arrangements
- Our client didn't believe their current
personnel were correctly skilled to fulfil roles necessary for
organisational growth
- A disproportionate level of contract staff
were being employed - with no real way of assessing their
objectives / performances
- There was a culture that always looked to see
what could be done with existing resources - rather than defining,
sourcing and costing what was necessary to achieve enhanced business
goals
- Despite trying to tackle problems via
initiatives, many of these were not directly focused upon value
driver improvement - resulting in little value in actually
undertaking these initiatives
After... Lucidus Integrated System
- Easily operated system that linked skills
acquisition cost to business value. In achieving this, all of the
following were linked within the Lucidus toolset:
- Business improvement initiatives
- Business Value Drivers
- Departmental responsibilities
- Corporate improvement initiatives
- Skills gap
- Cost to close the Skills gap
- Cost of late achievement of initiatives
- In doing this, the following additional benefits were realised:
- Common single source for strategy articulation
- Process for aligning all initiatives with business value
- Benefits tracking and realisation process
- Mechanism for tracking business responsibilities
- Integrated management control process
- Integrated performance management process
- Potential to control supplier contracts by same mechanism
- Repeatable mechanism for skills assessment
- Clear role and job profiles created
- Contractor performance monitoring
- Training is now thought of as an asset from
which ROI should be tracked through to delivery