With the role analysis and competency mapping exercise completed, you have helped define the future roles and capabilities the organization needs. The next step is to clarify build or buy talent strategy with the business groups, which roles and competencies need to be developed internally versus which ones need to be hired as ready talent. Typically, new roles will need to be hired and redefined the existing roles can be developed ensure that you clarify both on the roles and competencies as there will be development areas, even for new hires. Once the segregation is complete, you will have a clear view to the future capability building requirements and can proceed to defining the learning and development strategy for the organization. Before we move ahead, here are a couple of closing actions on the role analysis and competency mapping framework. Share the framework with HR to enable them to execute on future workforce planning and hiring goals.

Revisit the framework at predefined milestones into the live organization to refine and plug any gaps