Corporates call in Agile Dynamics for future of work design

04 August 2021 3 min. read

Two corporates in the region have called in Agile Dynamics to support with a human capital overhaul as they prepare for the new post-Covid-19 way of working.

The workplace of the future is becoming fundamentally different from what most leaders are accustomed to, leading many to rethink their operating models for human capital. Key developments emerging from the Covid-19-era include hybrid working, more focus on agility in team setup and job roles, increased digitisation of activities, and a more data-driven decision-making process.

As part of its post-Covid-19 strategic plans, a large ports and logistics company in the UAE is exploring what is needed to prepare its roughly 2,000 employees for the future of work.

Corporates call in Agile Dynamics for future of work design

At the core of this exercise are the ‘job design and competency architecture’ – a framework that outlines the job infrastructure and skills framework within organisation. Comprising factors such as job responsibilities, spans of control, and career paths, a job architecture serves as the foundation for human capital strategy, including workforce management, compensation & benefits, and learning and development. 

To support this process, the ports management company has called in Agile Dynamics. The consulting firm will facilitate a top-down and bottom-up approach to job design and competency architecture and advise on areas of improvement leveraging its suite of best practices and deep knowledge in the field. 

“We will take a design thinking approach to construct the jobs of the future, ensuring that the company remains fit for purpose,” explained Paul Lalovich, a partner at Agile Dynamics. “The development will be closely aligned to the agile and digitisation agenda.”

Meanwhile, in Saudi Arabia, Agile Dynamics has been selected by a local subsidiary of a large petrochemicals firm as its consultant for a similar journey. Driven by the Industry 4.0 trend, chemical sector companies are undergoing a significant change in how they operate and service their customers. 

Moreover, customers are rapidly changing their behavior primarily due to dynamics induced by the pandemic – a force that is likely to continue way beyond the current crisis. This scenario requires organisations to build lasting digital capabilities and, most importantly, prepare for the future of work with clearly defined jobs and competencies. 

In response to these trends, the chemicals company is exploring how to future-fit its people management practices, placing its job design and competency architecture at the center. With the support of Agile Dynamics, the project team will outline which skills will be needed to succeed in the future and map those out into a new job architecture. Using this bedrock, a transition plan and roadmap will be developed, providing guidance on the next steps.