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. 12 sections cover every HR function — employment & engagement, compensation & pay, performance management, discipline & grievance, leave management, separations, recruitment & selection (all existing roles, not just vacancies), onboarding, L&D & promotions, HR data, employee engagement, and HRBP mandate. Every question is anchored to the HR Policy Handbook or Employee Handbook. 42 questions. Name the gaps honestly.

12 HR function sections 42 policy-anchored questions RAG-rated audit report Priority action plan (Immediate / 30 days / 60–90 days) Printable PDF output

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, audit every individual. All 148 people across six phases aligned to the HR Policy Handbook and Employee Handbook — employment file (appointment letter, references, induction form, ID card, probation letter, handbook acknowledgement), pay & compliance (payslip, bank account, compensation breakdown, leave entitlement), role documentation (JD, JSP, competency sheet, grade, KAD assignment), performance management (goals, written appraisal, 1:1 cadence, confidentiality clause), competency & development, and employee experience & retention risk. 37 fields per person. Nothing assumed.

148 people pre-loaded 6 phases · 37 handbook-aligned fields Individual 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.

Culture Framework →

Implementation Timeline

18-month build plan. Foundation, Operating, Optimising. HRBP mandates per KAD. Risk register. Paced and owned.

18-Month Plan →

Reference Library — Doctrine and deep knowledge. Not the workflow.

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These are not steps in the programme. They are the doctrine, the operating codex, and the knowledge base that sits beneath it. Use them when you need to understand why something works, build a function from scratch, or go deeper than the workflow tools allow. Do the phases first.

⬡ Operating Doctrine

Practitioner's Codex

The HRBP operating manual for Telinno's 4-BU structure. 8 phases of the employee lifecycle — Labour & Job Analysis, Talent Attraction, Selection, Onboarding, Performance & Development, Reward & Recognition, Employee Experience, and Retention & Growth — plus an Infrastructure layer. 23 touchpoints. Each has a severity rating (Critical / Important / Optimising) and a full HRBP Playbook. Unique feature: the BU Health Snapshot — the Monday morning instrument showing where each KAD sits in the chain and what the highest-leverage fix is right now.

Open Codex →

⬡ Telinno-Specific

PVC v2 — Telinno Edition

The same 8-phase codex rebuilt for Telinno's exact operating context. Every touchpoint carries an HRBP context block written for the 4-KAD structure, with multi-country considerations for Nigeria, Mali, Niger, Côte d'Ivoire, and Cameroon — employment law differences, cultural dynamics, and jurisdiction-specific compliance notes. Failure and excellence scenarios are calibrated to a 100–200 person telecoms services company. Use this over the generic codex wherever there's a country or BU-specific question.

Open Telinno Edition →

📚 Knowledge Base

People Value Chain — Complete Reference

The comprehensive HR knowledge base. 9 phases, 72 touchpoints, 360+ how-to execution steps, 200+ documented common mistakes — covering every touchpoint from labour market analysis before the first hire to alumni relations after departure. Includes a full Talent Intelligence function build. Use this when you need to understand a concept fully before acting on it, or when the workflow tools don't go deep enough on a specific area.

Open Complete Reference →