Paragraphs highlighted in blue can be verbally communicated to the interviewee.
Paragraphs highlighted in orange indicate hints for you how to guide the interviewee through the case.
Interviewee must identify the two main issue themes:
- Under-investment in training & development
- Missing talent strategy for workforce of the future
For the talent strategy, the following aspects must be considered:
- Automation: How can Jarvis best leverage automation
- Skills: Which skills does Jarvis have within the company and which ones they need to get externally?
A talent strategy needs to be defined first and then a subsequent business can be created.
Interviewer can provide minimal intervention to help the interviewee out in case they struggle with the structure below.
Interviewer should help the interviewee in case they miss these and start thinking of the structure and solution straightaway. Once this is correctly identified, the following talent strategy & business case can be built for workforce of the future:
- Automate (AI and Robotics): existing roles that in-charge of technical and repetitive tasks. E.g. AI will utilize programmed & pre-defined business rules, workflows, decision logic and alert protocols and execute against known scenarios
- Build New Skills: train & upskill existing roles that require professional + functional knowledge needed to create customer value and drive innovation. E.g. ENGINEERS (highly analytical, digitally savvy data scientist) will be responsible for managing, modelling and tweaking algorithms, alert protocols, and parameters,
- Contract: external contract roles that are needed for a short /temporary timeframe, or to solve a specific problem / scenario. E.g. DATA SCIENTISTS will perform analytics to optimize and maintain the business rules parameters and protocol
- Recruit: roles which need to have specific knowledge, not found in the company (thus not efficient to invest to create talent internally). E.g INNOVATION CREATORS will be responsible for engaging and collaborating with external parties (academia, start-ups, research companies, etc.) to ideate, simulate and rapidly prototype ideas, then lead the change to scale the successful ideas
Once the above strategy is set, following split can be allocated for the workforce. Interviewee can just use guesstimate (*Exceptional candidates will get to this stage correctly). Note: the % wont add up to a 100%
- Automate (AI and Robotics): 30% of all roles in Operations
- Build New Skills: 30% of existing roles that require professional + functional knowledge needed to create customer value and drive innovation
- Contract: 20% external contract roles that are needed for a short /temporary timeframe, or to solve a specific problem / scenario
- Recruit: 20% of total headcount roles which need to have specific knowledge, not found in the company (thus not efficient to invest to create talent internally)
A detailed business case for investment and benefits can then be created over a 3-5 year period. The solution ends here. No need to create an actual business case in this case instance.