Makes sure the organization has suitable people, with the skills and knowledge required, placed in the right roles to meet its objectives. It covers planning, recruiting, onboarding, learning and development, measuring performance and succession planning, and builds organizational velocity (how quickly, effectively and efficiently the organization works) by forecasting demand and having capable people ready when required. Competencies are a mix of knowledge, skills, abilities and attitudes. Activities: workforce planning that turns strategy into capabilities, competencies and roles; recruitment; measuring performance against roles and competencies; personal development against published role and competency frameworks; learning and development; and mentoring and succession planning. It produces workforce plans, supplies skilled and motivated people for improvement, and forecasts shifts in demand together with relationship management, the service desk and the practice for handling service requests. Talent is directed at systems and design thinking in design; in obtain/build at working together, putting the customer first, and quality, speed and cost; and at customer service and interaction in delivery.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.