Management consultant investigating an organization

You are a management consultant. A colleague shows you a brief of an organisation that they are investigating. This is the organisation in Scenario A, B or C. You find the organisation and its issues interesting, and you decide to identify and investigate an organisation facing similar issues so that you can offer them your professional advice. Your task is to: i. Choose ONE scenario from the list below (Scenario A, B or C). Identify the key issues faced by the organisation, and any themes that are evident in the organisation’s current situation. ii. Identify a real world organisation that could be facing similar issues, and/or has similar characteristics (e.g. a fast-growing company in an innovative market sector). iii. Identify and research the sector your organisation is located in. iv. Analyse the cause(s) of the labour problem(s), primarily the skills gap outlined in your chosen scenario. This will contribute to the rationale for producing a new role. v. Propose ONE additional role with the aim of solving the problem based on your understanding of the skills gap outlined in your chosen scenario. vi. Propose appropriate Job Description and Person Specification followed by details of your recruitment initiative. my option is scenario A: Scenario A Company A is an innovative payments company that was established 10 years ago and is headquartered in London, UK. The company’s CEO is a co-founder of the business, which he set up after building a payments operator business which was later sold to a big bank. The company is performing well, but is growing so fast that management constantly needs to reassess the skill set of their staff. The CEO observes ‘someone might be a great person for a role in 2016, but not 2018, because the job has changed so much.’ He further observes that: ‘I was once told not to hire a guy who had only started learning Java in his 40s. He became one of my top developers.’ This reflects the need to remain open-minded when searching for talent, even more so in a globally expanding business such as Company A. Recently, a Director of Strategic Planning and Business Transformation joined the team and has carried out a review and analysis of the company’s growth prospects. A few important findings were identified: • The CEO is keen to expand overseas, however the new director advises that this is often complex from a legal and regulatory perspective. The company needs to ensure that it has developed the right level of operational strength in the home country. • The company has built up volume with smaller customers, and is in the process of attracting larger ones, which is taking greater time and effort. The strategy requires patience and long-term vision. • In order to maintain key strengths of the business while taking on the challenge of future expansion, the company needs to constantly review its human capital. Although the company has an HR Department and recruits internationally, the Department is located in the UK Head Office. Most of the staff employed in the HR Department are HR generalists. As the company expands, the HR Department will need a higher proportion of specialist roles in relation to the generalist ones. A team has been put together to look into the findings established. If you were the leading this team, what role would you create for the HR team to address the problems identified and help the challenges of future growth? As part of your justification for the role, you may wish to think critically about the composition of HR teams.