Telinno — People Infrastructure Portal

The Programme — Four Phases in Sequence

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Work through these phases in order. Do not skip.

You cannot fix what you have not diagnosed. You cannot build towards a target you have not defined. Each phase unlocks the next. Phase 1 audits the system. Phase 2 audits the people. Phase 3 defines where you are going. Phase 4 builds it — role by role, person by person, on a clear timeline.

Phase

Start Here · All HRBPs

Diagnose the System

Before you touch a single person record, get an honest baseline of how HR currently operates across each KAD. This phase audits all nine HR functions — compliance & employment law, workforce planning, recruitment, onboarding, performance management, L&D, employee relations, HR data, and HRBP operating rhythm. One form per KAD. Name the gaps. Don't soften them.

Compliance status per KAD 9 HR process sections Policy & culture baseline Honest gap inventory Structured audit report

Open HR Function Audit → Est. 90 min per HRBP · One form per KAD

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Phase

After Phase 1 · All HRBPs

Diagnose the People

With the system picture clear, you now audit every individual. All 148 people across six phases — legal compliance, documentation (JSP, competency assessment, T&D plan), role clarity, performance management, pay & grading, and experience & retention risk. Each HRBP logs in with their KAD and works through their roster. Gaps are flagged. Nothing is assumed. Data exports for consolidation.

148 people pre-loaded 6 audit phases per person Documentation status Gap flags dashboard CSV export per KAD

Open People Audit System → Login per KAD · Work through full roster

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Phase

Align Before Fixing · HRBPs + Leadership

Define What Success Looks Like

Before you start fixing, everyone must agree on what they are building towards. This phase defines the optimal HR operating model for Telinno — what excellent looks like across every function, every KAD, every role type. It establishes the standards you are closing the gap to. You cannot measure improvement without a defined target state.

Target HR operating model Excellence standards per function People experience benchmarks KAD-level success criteria Culture & ownership standards

Open Target State → Read together · Align as a team before Phase 4

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Phase

The Build · HRBPs + KAD Leads

Fix It — Systematically

Four sequenced sub-steps. Start with role clarity — every role defined before any performance is managed against it. Then competencies — gaps calculated, T&D plans generated. Then culture and ownership — behavioural standards that make the system function. Then the 18-month implementation timeline — paced, phased, owned. The sequence is deliberate. Do not reorder it.

JSPs per role type Competency gaps mapped T&D plans generated Culture & ownership defined 18-month timeline active

Start with Role Definitions → 4 sub-steps · Complete in sequence

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Phase 4 Sub-steps — complete in this order

Role Definitions

One Job Success Profile per distinct role type. Competencies, outputs, success criteria, and failure signals. Define before you measure.

Job Success Profile →

Competencies & L&D

Assess each person against the required level from their JSP. Gaps calculate automatically. T&D plans generated per person.

Competency Matrix →

Culture & Ownership

Behavioural standards, values in practice, and accountability structures. Not a poster. Operating norms that make the system hold.