Page Comparison

Pre-requisites: At a minimum, Team Directory is live and includes:

• People Supplystructure (e.g. from your HRIS / HCM system): the line management hierarchy of people participating in Demand teams, and theircross-functional teams

  • Principal Role or Capability

  • Hatted Roles (if used)

  • Skills (if used)

  • Managers or the people with decision rights for who gets allocated to which of people who can support participation in a cross-functional team (aka Chapter Leadlead / Capability lead)

• Demand Teaming Structure

  • Delivery teams, organised in a way that makes “sense” to people in the org

    • Tribe → Squad

    • Business Unit → Domain → Subdomain → Squad

    • Value Stream Portfolio → System Release Train → Agile Release Train → Agile Team

These are the building blocks of the organisational taxonomy that create the a foundation for workforce planning.

• Ideally, there should be a clear separation between supply and demand structures

• Additionally, the organization has:

  • an annual existing cadenced planning methodology approach (eg Quarterly Business Review)

  • the desire to add the lens of workforce to planningappetite to enrich planning with a workforce lens

Nice to haves, that can be added later. TeamForm encourages progress over perfection.

• View of the high level work that demand teaming structures are doing, eg:

  • Strategic Outcome → Epic

  • Objectives and Key Results

  A model for successful team composition that can be used to identify workforce requirement gaps

  • Outcomes / OKRs / Initiatives / Epics (for example)

• Some simple rules / guides for team composition e.g. min / max size, role composition etc.)

• Blended rates for the people supply groupings; provides budgetary estimates

• An understanding of funding approach, funding sources and how that contributes to workforce planningit links to teams