What is our Syncap Framework?

The SYNCAP People Capability Framework is a powerful tool that helps organisations align their workforce capabilities with their strategic business objectives to achieve sustainable business outcomes.

Syncap provides a complete, 360-degree cycle to identify, nurture and grow employee talent and skills. It is a driving force behind building a strong culture of performance that drives organisational success. 

​There are six key pillars that make up the Syncap framework: 

1. Strategy​

Understand the strategic objectives of your organisation

In order to implement capabilities you must understand the strategic objectives of your organisation. When you understand your strategy it is easier to make sure that you have the right people in the right place at the right time.  

2. Recruitment

Strategically aligned recruitment using a capability assessment base lessens risk and reduces time to full productivity

When you hire and engage people based on core capabilities the end to end process of recruitment becomes more focused and you will be able to retain staff longer and reduce attrition rates.

A key success factor of capability based recruitment is in the type of questions asked. When you ask questions with a focus on organisational capabilities you are able to identify strengths as well as the development needs of an individual before they have started their new position.

Knowing where your people capability strengths and gaps are, enables your recruitment to focus on specific outcomes for an individual, team and the business. 

3. Career Development

Retain your people through targeted learning and development

A shot gun approach to learning and development often results in overlaps in learning, wasted time and wasted financial resources. Focused learning on organisational and role specific capabilities provides purpose , job confidence, and opens doors for individuals to add value to the organisation beyond day to day expectations.

4. Team Development

Build highly productive and engaged teams

Using strategy focused capabilities to develop a team builds high productivity and engagement.

As you assess the capabilities of a team you are able to combine skillsets in an environment where growth and development can occur naturally. Cultivating an environment thats allows groups of people to develop organisational capabilities provides purpose and an understanding of how TOGETHER they contribute to achieving strategic goals. Effectively bridging the gap between people and business

5. Talent Management

Prepare for the future as you identify and develop organisational capability.

Talent management is an integral part of capability development but it is also just as important to ensure business continuity. If you do not have anyone moving their career towards a single critical role then your capability assessments, recruitment and development of people, needs to look for opportunities to address this.

Reviewing potential capability skillsets within your existing workforce and including an additional focus on looking for someone with an interest in a particular area could potentially career pathway them to roles that have a capability shortfall. 

6. ROI

Future investments are driven by measurable spending that produces specific outcomes

Determining return on investment (ROI) from a people capability strategy requires an organisation to have an ongoing cycle of assessment, learning and strategy focused conversation at all levels of a business. 

When these three key elements are in place an organisation is able to measure: 

1. Capability lift of each person, team and department 
2. Data on staff who have been promoted and given additional responsibilities due to a capability lift
3. Impacts on staff retention 
4. The outcome of learning and development spend (both successes and challenges)
5. Capability gaps
6. The link between strategy developed capabilities to strategic outcomes