- Client: Valueadd Softtech & Systems Pvt. Ltd. (Mid-size IT services firm)
- Industry: Information Technology
- Employees: 150 +
- Location: Pune, India
- Platform Used: EngaugeMate (HCM)
- Program Name: Bridging Mind and Skills (BMS)
Challenges
The company was experiencing a drop in daily production from 1,300 tons to 800 tons, significantly impacting profitability. After analyzing the situation, HR Tactics identified the key issues:
- Lack of leadership and hard skills Competencies.
- Delays in project delivery due to skill gaps.
- No visibility into employee competencies.
- Minimal internal mobility or reskilling.
HR Tactics recognized the need for a structured Skill Mapping and Competency Framework to address workforce inefficiencies and retain top talent.
Objectives:
- Map existing skills, identify gaps across departments, and prepare and lead a plan.
- Build competency matrices aligned with Business Objectives.
- Enable data-driven reskilling, promotions, and succession planning to ensure resources are future-ready.
- Improve employee engagement through clear development paths.
| Metric | Before | After |
|---|---|---|
| Time-to-fill internal roles | 45 Days | 18 Days |
| Employee Engagement Score | 62% | 82% |
| Billable Utilization | 71% | 87% |
| Role Readiness (next-level leaders) | 14% | 39% |
“HR Tactics gave us visibility into the DNA of our workforce. We no longer guess who’s ready-we know.”
“The competency analysis not only helped in retention but also unlocked hidden leaders across teams.”
Upasani Prashant (CEO)
Valueadd Softtech & Systems Pvt. Ltd.
The HR Tactic's Solutions:
Skill Matrix Framework:
- Each job role was mapped with technical and soft skill requirements.
- Employees self-assessed and were given the option to select their learning aspirations.
- Managers validated skill levels using the skill matrix framework.
- 9-Box grid framework used for Values & Potential.
Human Capital Index & Engagement Score:
- Skill ratings were combined with employee work experience, role, and company affiliation.
- A Human Capital Index (HCI) was generated for each employee.
- Personalized growth plans were created.
Competency Gap Analysis:
The platform ran automated reports identifying:
- High-potential staff lacking specific soft skills (e.g., communication or leadership).
- The hard skills Index was very low, < 50.
Mentorship & Upskilling Initiatives:
- Senior staff were assigned as mentors for targeted skills.
- Personalized learning paths and peer learning circles were activated.
- A "ready-for-next-role" pipeline was built using updated skill maps.
- Personalized training and coaching sessions for the mid-level managers and mentors.
Key Learnings:
- Skill mapping isn't a one-time task-it's a continuous feedback loop.
- Visual dashboards helped managers shift from intuition to insights.
- Employees were more engaged when they saw clear paths for growth.
-
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