People are at the heart of every organization. However, many organizations miss the mark on aligning their business strategy with their human capital needs. Does your organization know what its human capital needs are and how they will a�ect your ability to meet the mission?

© 2018 Reveille Group, LLC

Creating an E�ective Human Capital Strategy in Today’s ChangingEnvironment

Manufacturing and Retail / Government

Our client faced increased challenges related to managing its workforce, leveraging workforce data to drive decisions, and planning for the future. They didn’t have a human capital strategy however, to provide direction on what their human capital organization should be doing, how they were going to get there, and why it mattered. Prior to kicking o� this project, our client only knew that they couldn’t answer critical questions regarding their workforce and that their current approach was missing the mark.

CLIENT CHALLENGEEmployees make

things happen –

creating a strategy that

proactively plans for

future workforce

needs and addresses

challenges will directly

impact the success of

your organization and

its ability to meet its

mission.

CLIENT INDUSTRY

OUR SOLUTIONOur team led the e�ort by facilitating discussion around what human capital strategy is, and what it could look like for the client organization given their current state. We focused on creating a strategy, in the form of a human capital strategic plan, that could be mapped back to authoritative guidance. In turn, their purpose and direction is impacted less by ‘what’s important in the moment’ and instead rooted in what human capital organizations are required to do – a strong foundation from which to build.

© 2018 Reveille Group, LLC

Conducted Current State Assessment and Future

State Visioning

01 02Developed Strategic Goals and Objectives

Identified Performance Measures and Indicators

of Success

03Produced a Human Capital Implementation Handbook

04

© 2018 Reveille Group, LLC

Analyzed client documents and human capital data to baseline our understanding of their current capabilities

Conducted facilitation sessions with the senior leadership of 17 organizations to gain perspective on their current and future workforce

Facilitated a future state visioning session to identify the client’s human capital strategy goals and the desired impact over the next five years

OUR APPROACH

Prepared a human capital strategy cross-walk, establishing top-down and bottom-up strategy elements to frame the human capital strategic plan

Developed human capital strategic goals and facilitated discussion with client site human capital practitioners to ensure clarity and cohesiveness

Translated current human capital initiatives into strategic objectives, aligned to the newly created strategic goals

Developed performance measures and indicators of success to show progress and establish human capital metrics

Identified measures that could grow with the organization and show incremental progress over the next five years

Prioritized the strategic objectives based on compliance requirements, level of e�ort, and level of impact upon achieving objectives

Developed communications, governance processes, and key actions required to implement human capital strategy around workforce planning

Created templates to accompany key actions, creating a plug and play system for the client

Developed implementation tasks and milestones to achieve strategic objectives, kick-starting the client's ability to execute

OUR GOALS

Align human capital initiatives

Build a strategic foundation

Create clear goals and objectives

Measure progress and success

To accomplish these goals, we:

Reveille facilitated, developed, and implemented a corporate-wide human capital strategic plan to:

COMPLIANCEThe Human Capital Strategic Plan documents our client’s plan to comply with the guidance stated in 5 CFR part 250, subpart B, Strategic Human Capital Management, and is based from authoritative guidance, such as the OPM Human Capital Framework (HCF).

HUMAN CAPITALORGANIZATION FEEDBACKOver 15 human capital practitioners and functional subject matter experts participated in monthly committee meetings over the course of 8 months to discuss the current state across each of the OPM Human Capital Focus Areas, informing focus areas for human capital strategy.

STRATEGYIMPLEMENTATIONThe Implementation Handbook provided guidance that enabled the client to own their strategy and develop their workforce while maintaining a standardized approach.

OURIMPACT

Reveille Group, LLC www.reveille-group.com | 1875 K Street NW Suite 400, Washington, DC 20006 | (202) 505-5322

STRATEGIC PLAN INPUTSInputs across six categories guided the development of the human capital strategic plan, ensuring alignment, compliance, and a vision for the future.

Regulatory Guidance

Organizational Strategy

Current State Data and Information

Federal Reports and Assessments

Current Initiatives

Future State Needs

• OPM Human Capital Focus Areas• OPM Human Capital Framework• 5 CFR Part 250

• Department-level Strategy• Bureau-level Strategy

• Retirement & attrition trends• External factors• Succession planning

• FEVS results• Competency & skill development• Policies & directives

• 2018 Federal Workforce Priorities Report• Government Accountability O�ce and Inspector General reports

Initiatives in progress include:• Workforce planning• Professional development

• Employee engagement• Leadership Development

• Anticipated changes to mission requirements• Technology advancements

• Potential Federal requirements• Improved organizational performance

Human Capital Strategic Plan Development

14Facilitation sessions with Senior Leaders

were conducted

20+Data and information

sources were analyzed and reviewed

3Human Capital Strategic Goalswere developed

9Corresponding objectives were

developed

STATS