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Workforce Digital Readiness Assessment

Is your workforce digital-ready? Can it support your future vision? Where are the gaps? How will you resolve them?

Assessment is the first step.  We provide a clear understanding of:

  • Workforce make-up

  • How capability varies across the organisation

  • Gaps between the current capabilities and likely future requirements

  • Policies, processes and contracts

  • Role hierarchy and management structures

  • Ownership and flow of business critical information

  • Internal and external talent pipelines

  • What digital recruitment strategies

Next, we build a plan based on the results. A plan responding to your specific needs.


  • Assessment of workforce digital readiness, including:

    • Mapping of workforce competencies.

    • Digital awareness.

    • Digital understanding.

    • Belief in digital methods and service strategies.

    • Take-up of digital initiatives.

    • Confidence in the company digital business strategy.

    • Confidence in the company change processes.

  • Analysis of the nature and degree of workforce impact for digital strategies.

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future Workforce Strategies

Your workforce strategy must be flexible enough to handle:

  • The way you must work now

  • How you will organise and deliver work in the future

  • Transition from one to the other

To remain competitive, you will need agility, innovation and customer focus. You’ll need aligned, efficient processes.

A 3Pillars.Digital, workforce strategy develops individuals, leaders and the organisation. It addresses:

  • Roles and accountabilities

  • Competencies, skills and behaviours

  • Internal and external talent pipelines

  • Alternative recruiting methods – for both traditional and digital skill sets

  • Growing the acumen and the mindset needed for digital success


  • Development of future workforce strategies:

    • Conservative trajectory (keeping up with minimum standards to be competitive).

    • Progression trajectory (meaningful improvement on delivery of current business model).

    • Transformational trajectory (leverage of contemporary technologies to adapt current business model or develop new business models).

  • Development of organisational structures and role definition for the future workforce.

  • Design of workforce progression roadmap and transition plans.

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Transformation of HR functions for the digital era

Digital success depends less on technology than on the people behind it. Your people strategy is more important than ever before. So is your HR function.

A new breed of HR professional is needed. One who understands and creates business value. Enables digital strategies. Understands technology, collaboration platforms, VR, analytics and IoT.  One who uses these tools to enhance your capabilities and performance.

3Pillars.Digital works with your HR team to develop your most important asset. Your people.

We build skill sets in HR and across the business. We advise on organisational design. We develop employee journey maps. So your team can deliver real results. Grow with your business and deliver sustained value.


  • Analysis of maturity of HR use of technology (including for employee interface).

  • Review of HR operating model for the digital environment.

  • Design and development of HR operating model for the digital environment.

  • Project Management as a service for changing the HR operating model.

  • Redesign of HR policies and processes for the workforce of the future.

  • Analysis of employee value proposition and attraction history for the digital age workforce.

  • Redesign of employee value proposition and attraction history for the digital age workforce.

  • Analysis of talent pipelines and management processes for critical roles

  • Assessment of HR function readiness for digital change.

  • Coaching and development programs for upskilling of HR professionals.