People and strategy

People and strategy is about how your business should further develop the organisation and employee competence. A good people strategy means that you have the right people with the right expertise in the right positions so that the can have a they have direct impact on growth. With today's high frequency of change, a clear, measurable and active People strategy has become a key factor for differentiation.

To accelerate innovation, growth and market opportunities, you need the right people. The world is changing dramatically, having huge impact on the way we work. The roles and job titles today are not the same tomorrow. If your organisation does not meet the needs and expectations of the stakeholders, this does not need to be because strategy or vision is out of focus, it might also be a disparity between company strategy and the many complex, cultural and internal aspects.   

 

People and strategy

 

Some of the things we can help you with:

Our approach to People strategy is focused on identifying the human aspects of the business strategy which when highlighted can create added value. We use an end-to-end four-step approach to develop, implement and follow up the strategy based on customer needs and situation:

Strategy Diagnostic

- Your Organisation, People, Culture and Leadership

It is important to have a clear picture of the company's starting point. The first step is to break down the business strategy and to identify the underlying competence needed in the organisation to carry it out. We prepare an overview of the competence of the company and the organisation as a whole in order to identify the the possibilities and limitations of organisation.

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Development

The next step is transforming the business strategy into people management. We identify the employee lifecycle and prepare different scenarios to help the company consider the impact of the people strategy in different areas.

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Adjust, build and execute

The next step is to implement the strategy. We work closely with the client to best plan what changes must be made to implement the strategy, and how functions such as HR in the best way can support the new strategy.

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Follow-up

The final step in the approach is to measure, analyse and collect feedback from employees in order to identify the effectiveness and commitment to the new strategy and regularly report this to management.

 

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Contact us

Ole Schei Martinsen

Ole Schei Martinsen

Partner | Leader Consulting Rogaland, PwC Norway

Tel: +47 952 61 162