what is entagled.work framework?

entagled.work framework has been created based on 20+ years of experience across industries dealing with various workforce and organization related challenges. As the above illustration shows that all units of the system in work ecosystem(s) within business context(s) are interrelated. They keep impacting each other while being impacted by external dynamics as well. Naturally, any given system impacts the systems around it.

In order to get the most optimal outcome, it is essential to approach system as a whole and understand its interdependencies.

Let’s walk through the framework on Recruiting scenario:

It has strong links with People Strategy and Strategic Workforce Planning (having the right skill, at the right time, at the right cost, at the right place) as well as its close partner Employer Branding to attract the talent we need. And the links go on: with Talent Growth and Mobilisation (internal mobility, career planning, learning and development), Organization and Leadership Effectiveness  (culture, team effectiveness, leadership), Operations, People Experience. So if you would like to change or improve your recruitment process, it is more effective to take a holistic approach. Exactly at this point, entangled.work framework can help us to identify opportunities and utilise available resources effectively.

entagled.work framework is NOT…

  • an HR organization structure (but can guide which capability areas that we can bring together to build your HR unit)

  • list of Subject Matter Expertise (SME) areas on traditional SME model (the lines are getting blurred and keeping focus on organizational capabilities likely to lead to better outcomes)

  • an operating model (may be a great input to HR operating model design since provides clarity on the interconnectedness of different elements)

BUSINESS IS ENTAGLED.WORK FRaMEWORK’S BUSINESS

While entangled.work framework may seem focusing on HR* matters, it actually puts business at its core. At the end of the day workforce and organization exist to make business happen. The stronger connection between business and HR*, the more effective workforce and organization are.

guiding principles

  • LIFE / WORK = ONGOING TRANSFORMATION...

    Transformation is an ongoing journey and treating as disconnected one-time projects may lead to short-term success at best. As an organization, we need to build muscles and flexibility to realize the potential. We need to develop mechanisms to keep us on the right track and adjust it when needed. So the journey becomes more critical than the destination. If we enjoy the journey, we will reach to where we deserve and grow more on the way.

  • EVERYTHING-IS-CONNECTED

    Whatever happens in any part of the work system, it affects the rest of the system - directly or indirectly, visible or invisible, more or less. But it does! As we understand the links/connections, see the patterns and impact on the big picture, we can create more harmony and balance. The framework works as a tool to show us critical few to pay attention. Eventually we have limited resources.

  • [STRATEGY+EXECUTION] IN [CONTEXT]

    Execution becomes more efficient when planned in parallel to strategy development. We may not foresee all that may arise, still we need to keep in mind potential actions how we can produce the best possible outcome from an idea. Otherwise we will only have a great idea which didn't reach its potential and it may lead to a missed opportunity. Both strategy and execution become more meaningful within specific context. Thus, context provides the perspective.