Engineering optimization
Helping your tech teams thrive
We’ll make sure you have the right people in the right roles, and we’ll create clear paths for your engineers to advance, keeping your top talent challenged and engaged. Your business is growing, and you now need to think about a formal organizational structure and career path.
What is the optimal organizational structure at the plant versus in a regional or global role?
What are the job descriptions for the roles?
Do you have key skill sets and leadership behaviors defined for each level?
We can dive into the organizational structure, work with leadership to understand their vision for the future, and build a roadmap for the organization.
Example
Each business had a different idea of what a technical career path looked like. However, without calibrating with each other, it was difficult to provide cross business career opportunities for personnel, and therefore an opportunity was missed to develop people further. In addition, early career personnel wanted to know what their potential future looked like for the company.
The team worked with HR and leadership to define these roles by level and ensure fairness across the organization. Then, working with leadership, potential career paths were defined. For example, if a leader was looking for a new project manager or engineer to build new plants, having some operational experience or engineering design experience would be helpful for potential internal candidates.
Example
Attrition and retirements were impacting the technical depth of a business. Core competencies were defined across the business globally and resources were mapped for each stage of technical depth per competency. Succession planning and training programs were then developed to fill in the gaps, along with identification of key contractors to supplement the organization.
