Army – Defense Human Resources Activity (DHRA)

The Client’s Need

AvantGarde (AG) was awarded a twelve-month contract by the Defense Human Resources Activity (DHRA) to conduct a Human Capital Needs Assessment (HCNA). The Defense Human Resources Agency had undergone several reorganizations, restructuring efforts over the past 10 years and needed to establish a clear organizational structure that would allow multiple components to operate and deliver products and services as one cohesive organization for internal and external customers. The current operating structure created internal organizational identity issues with respect to mission and service delivery.

Our Approach

To support this effort, AG deployed a team of Human Capital consultants, including experts in I/O Psychology, Business Process Reengineering and Design, and Human Capital Analytics. The team also leveraged AG IT Technical Experts responsible for the configuration and deployment of AG’s proprietary Workforce Management Office (WMO) tool. The AG Team implemented the following three-phased approach to the project:

  • Workload Assessment: Conducted interviews and facilitated focus groups; constructed a function/activity framework, including a range of mission-focused and support functions, such as Mission Execution, Acquisition, Financial Management, Human Capital, and Information Technology; deployed an online assessment using the WMO to examine the level of effort dedicated to functions and activities by employees across DHRA Headquarters and each Component; facilitated orientation sessions and provided User Guides prior to assessment deployment, along with Help Desk support during the assessment window.
  • Knowledge and Skills Assessment: Facilitated focus groups; constructed a knowledge and skills framework, including Professional, Leadership, and Technical knowledge and skills; deployed an online assessment using the WMO to evaluate employees’ knowledge and skill proficiency levels across DHRA Headquarters and each Component; facilitated orientation sessions and provided User Guides prior to assessment deployment, along with Help Desk support during the assessment window.
  • Analysis and Recommendation Report: Facilitated focus groups with leadership from the Headquarters organization and ten DHRA Components; gathered data on leaders’ desired future state workforce, including both level of effort, knowledge, and skills; leveraged the data collected in Phases One, Two, and Three to identify strategic workforce planning and talent management recommendations

 

The Result

The HCNA resulted in a final Analysis and Recommendation Report providing the DHRA leadership with a clear path and action plan to begin operating as a single enterprise at the strategic and operational level, along with supporting operational recommendations for the Headquarters organization and ten components. DHRA leaders were able to easily identify skill shortages, misalignments and workload efforts necessary to fulfill work requirements across all levels of management and staff in support of the DHRA Enterprise Mission.

 

Share This