PeopleWiz partnered with Geometric Ltd, a fast growing Engineering IT company to build a Competency framework for their enabling functions

1. PeopleWiz partnered with Geometric Ltd, a fast growing Engineering IT company to build a
Competency framework for their enabling functions
Business Challenge
PeopleWiz’s Involvement
With clear role definitions, detailed descriptions of
the competencies along with behavioral descriptions
at every proficiency level, a useful framework has
been created to aid informative discussions on
employee development and career progression.
Management now has an effective tool to get the
employees prepared to support the delivery
organization. Due to the participative approach
adopted by PeopleWiz consultants in developing the
framework, overall acceptance of the initiative been
high.
Business Benefits
Client Overview
Geometric Ltd is a specialist IT company in the domain of engineering solutions, services and technologies. Its portfolio
of Global Engineering services, Product Lifecycle Management (PLM) solutions, Embedded System solutions, and Digital
Technology solutions enables companies to formulate, implement, and execute global engineering and manufacturing
strategies
As the company expands and grows, the corporate functions consisting of Human resources, Legal, Finance,
Administration, Procurement, Corporate Communication have a larger role to play as enablers to the business
In line with new business strategy, the management had the task of transforming the enabling functions.
A Competency Framework was required that would build the foundation of all training, development and career modeling
efforts. PeopleWiz was tasked with developing the reference framework and competency maps for these roles.
Role Definition & Competency Identification:
•To identify business strategy aligned competencies, PeopleWiz consultants conducted an extensive data gathering
exercise. Role holders and their managers were interviewed to gain understanding of the responsibilities, internal
company documents were studied and external literature was referenced.
•By analyzing the content of the interview transcripts, role definition for every role was created, competency themes were
culled out and behavioral descriptions were identified. A reference competency framework with Competency clusters and
component definitions with 5 levels of proficiency levels each was developed. Behavioral descriptions of each proficiency
level were created.
Simultaneously a tool for high impact scoring was developed and all the roles were evaluated against the same.
Competency Mapping : Individual competency maps were developed for every role by carrying out Task Analysis.
Multiple workshops were conducted for validating the role definitions and competency maps. To ensure that the Enabling
Function competencies conform to internal ERP, Job Families were identified for every functional Area and ICF
(Integrated Competency Framework) sheets were developed