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Client Stories
Unlocking potential
Workforce Planning
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The business challenges
A leading UN agency in Nigeria faced critical challenges optimizing its administrative staff capabilities and performance. With operations spanning multiple field offices and diverse programmatic areas, the organization grappled with inconsistent skill levels across separate locations, top performers experiencing the highest workload, a misalignment between role descriptions and actual day to day responsibilities; and limited career progression opportunities.
How we optimized performance
JBC implemented a comprehensive skills mapping and gap analysis exercise focused on understanding the available skills within the organization. We identified the skill requirements within each functional area, linking grade levels to core business processes, and creating clear connections between roles and organizational deliverables. This was followed by a multi-level assessment process incorporating inputs from managers across the business, which were calibrated and validated throughout the process.
Our evidenced-based approach centered on identifying patterns across various locations and functions, providing valuable insights into key organizational strengths and gaps. Based on our comprehensive data analysis, our discussions with the management team focused on:
- Standardizing role definitions and skill requirements by grade to ensure consistency and operational excellence across the organization.
- Enabling the design of transparent progression pathways complemented by structured talent development activities to support career growth.
- Optimizing resource allocation by realigning roles and leveraging underutilized talent and untapped skills to meet organizational needs.
Breakthrough results
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A decrease in the time-to-recruit as critical positions were filled quickly through internal placements.
Clear career progression pathways, led to an increase in internal promotions.
Aligning roles with individual strengths and career aspirations, improved employee engagement and job satisfaction.
Identifying high-potential employees for key roles allowed the organizations to create succession plans, ensuring continuity and reducing risks associated with turnover.
Identifying skill gaps, led to targeted training initiatives that boosted employee competencies and improved individual performance.
Aligning the talent strategy with overall business objectives, resulted in increased productivity.