Talent Canvas · Functional demand view
Capability, Capacity, and Cost — by function.
Every function assessed simultaneously across three dimensions. The canvas reveals where the organisation can deliver and where it cannot — before the plan begins, not after it fails.
Function
Capability
Capacity
Cost
Demand met
Finance
8 roles · 6H · 2Hy
Strong
Modelling + analysis present
Gap
2 roles under-resourced
Within plan
98% of LRP guardrail
Gap
Digital skills missing
Sufficient
Headcount covers workload
Within plan
94% of guardrail
Strong
Relationship skills present
Critical
4 open roles — LRP at risk
Over budget
108% — senior skew
Operations
12 roles · 7H · 5Hy
Gap
Digital ops developing
Sufficient
Headcount covers demand
Within plan
96% of guardrail
IT & Systems
9 roles · 4H · 5Hy
Critical
Digital skills absent
Gap
3 hybrid roles unfilled
Over budget
Contractor costs elevated
Weighted average demand met: 75% · Sales and IT are the LRP-critical gaps requiring immediate action
Skill Readiness Score · organisation view
A single trackable number per function.
Assessed across five dimensions: skill depth, breadth, application readiness, future alignment, and learning velocity. A score below 80 signals the workforce cannot deliver the LRP at its current capability level. Tracked quarterly.
Finance
74
Strong
Modelling strong · digital gap
Sales
62
Gap
Relationship strong · analytics gap
Operations
58
Gap
Process strong · digital ops weak
HR
55
Gap
Partnering strong · data skills gap
IT & Systems
41
Critical
Systems strong · customer gap
Skills Gap Analysis
Skill gaps by role cluster.
This heat map adds granularity to the Skill Readiness Score by showing where specific functional and role-level capability gaps are concentrated.
Embedded source: gain-skills-gap-analysis.html
Compensation planning · wage optimisation
Four levers. ₹8–10 Cr recoverable.
The wage bill is not fixed. Grade inflation, role misclassification, and uniform pay strategies leave significant recoverable value. The four levers restructure spend without cutting headcount — and reinvest savings into KPI-critical roles.
Lever 01
Reclassify
31% of roles are above their correct grade. Regrading recovers cost without reducing headcount or disrupting the team structure.
₹3–4 Cr recoverable
Lever 02
Redistribute
Senior skew inflates the wage bill. Restructuring to a mid-grade dominant model delivers equivalent output at lower cost with wider span of control.
₹2–3 Cr recoverable
Lever 03
Automate
Convert Technology-classified roles from ongoing salary cost to a one-time system investment. Ongoing headcount cost eliminated permanently.
₹2–3 Cr recoverable
Lever 04
Reinvest
Savings concentrated at P72 market position for KPI-critical roles. Pay more where it moves the LRP. The freed budget funds the roles that matter.
LRP delivery impact