SayPro Human Capital Mapping Initiative

Title:
Development of an Accurate and Dynamic Mapping of SayPro’s Workforce (Human Capital)

Period Covered:
April – Q2 2025 (Aligned with SCOR-1 and Quarterly Human Capital Plan)

Prepared by:
SayPro Strategic Planning Office
Under the direction of SayPro Operations Royalty

1. Executive Summary

SayPro’s Strategic Planning Office has initiated a comprehensive and evolving process to map, monitor, and optimize its human capital assets. This process is grounded in the April SCOR-1 framework and aligns with the quarterly Human Capital Mapping Plan. The core objective is to establish an accurate, real-time representation of SayPro’s workforce capacity, capabilities, roles, and organizational alignment. This initiative ensures SayPro maintains operational efficiency, supports strategic agility, and enables data-driven decisions for workforce development and resource allocation.

2. Objectives

The main objectives of the Human Capital Mapping process are:

• To create a live, data-driven profile of all SayPro human resources.
• To maintain a dynamic organogram that reflects real-time structure, staffing changes, and role assignments.
• To support talent mobility and optimization through skill mapping and capacity planning.
• To ensure workforce alignment with SayPro’s strategic priorities and operational functions.
• To enable ongoing monitoring and evaluation of human capital performance and distribution.

3. Framework and Sources

This mapping process is guided by three core documents and plans:

3.1 SayPro Monthly April SCOR-1

• Defines the workforce key performance indicators (KPIs) and operational requirements for April.
• Includes updated job roles, departmental targets, and staff performance metrics.
• Provides inputs for identifying critical staffing gaps and priority areas for capacity deployment.

3.2 SayPro Quarterly Human Capital Mapping Plan

• Outlines SayPro’s strategic workforce goals for Q2 2025.
• Categorizes roles into core, support, and project-based positions.
• Establishes benchmarks for staffing levels across departments.
• Integrates workforce projections based on upcoming programmatic and operational needs.

3.3 Organogram and Monitoring Framework

• Features a living organogram tool maintained by the Strategic Planning Office.
• Highlights reporting lines, departmental hierarchies, and functional clusters.
• Enables real-time tracking of staff onboarding, departures, secondments, and transitions.
• Integrated with a digital dashboard for monitoring key human capital indicators.

4. Methodology

4.1 Data Collection

• Staff rosters and HRIS exports were analyzed.
• Departmental inputs and updates were collected monthly and validated quarterly.
• Performance reviews and skill inventories informed competency mapping.

4.2 Mapping Tools and Platforms

• SayPro HR Dashboard: Centralized platform for visualization and real-time updates.
• Organogram Designer Tool: Interactive organogram tool with drag-and-drop functionality for changes.
• Performance Matrix System: Links individual performance with departmental goals.

4.3 Coordination and Oversight

• The Strategic Planning Office leads all planning, validation, and documentation efforts.
• Department heads submit monthly updates through a standard Human Capital Update Form.
• Quarterly reviews are held under SayPro Operations Royalty’s supervision to ensure strategic alignment.

5. Key Outputs

5.1 Dynamic Organogram

• Real-time representation of SayPro’s structure including:
  • 6 operational clusters
  • 18 departments
  • Over 100 mapped positions, roles, and responsibilities
  • Designation of vacant, acting, and confirmed roles

5.2 Workforce Inventory

• Skills database containing:
  • Employee qualifications
  • Languages spoken
  • Years of service
  • Professional certifications and training received

5.3 Human Capital Dashboard

• Live metrics including:
  • Staff-to-program ratio
  • Diversity and inclusion index
  • Attrition and retention rates
  • Training and development tracking

5.4 Quarterly Human Capital Report

• Summary of trends, insights, and action points.
• Recommendations for:
  • Recruitment priorities
  • Capacity building initiatives
  • Internal mobility opportunities

6. Monitoring and Evaluation

6.1 Real-Time Monitoring

• Ongoing monitoring via SayPro’s HRIS system and dashboard tools.
• Alerts and notifications for position changes, role reassignments, and upcoming contract expirations.

6.2 Evaluation and Reporting

• Quarterly reviews conducted with department leads.
• Strategic Planning Office prepares evaluation summaries and forwards findings to SayPro Operations Royalty.

7. Conclusion and Next Steps

SayPro’s investment in dynamic human capital mapping reflects a proactive approach to managing its workforce as a strategic asset. As of April 2025, the system has enabled clear visibility into staffing patterns, enhanced interdepartmental collaboration, and ensured alignment with organizational goals. In the next phase, SayPro will integrate AI-supported forecasting tools to project future staffing needs and explore automation to streamline HR planning processes.

Prepared By:
SayPro Strategic Planning Office
Reviewed By: SayPro Operations Royalty
Date: 21 May 2025