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The following are some of the guidelines to execute a successful pro-

gramme delivering value addition to the business:

• The programme must have an outcome to deliver value. These out-

comes must be aligned to the strategy.

• Projects supporting key deliverables of the programme must have a

timeline to complete the deliverables, as set out during initiation of

the project.

• All deliverables must have a quantitative measure. Usually, all programmes

and underlying projects have baseline and deliverable targets. The deliver-

ables are measured through key performance indicators (KPIs).

• All programmes and projects must have completion timelines to

deliver an outcome.

• Risks and issues need to be recorded for programmes and projects.

• All risks and issues need to be communicated to appropriate

stakeholders.

• The programme and projects beneath it need to be marked with RAG

status. RAG is a high-level status of the programme or projects to

show the current status as per the highlighted risks and issues, for

example, Red, Amber and Green.

Realignment of human resources to strategic programmes

During the strategy execution process, there are multiple transformational

programmes, aligned to strategic objectives, that need to be planned and

executed. Mostly all these transformational programmes touch human cap-

ital directly or indirectly. For an organisation to meet its strategic objectives,

it is essential to align human resources to appropriate job roles. Depending

on the level of transformation, the existing job roles might change all

together, making the resources incapable or unproductive to carry out the

new job roles. Some of these resources might be loyal to the company, know

culture and also know the people within the organisation. Organisations

should try their best to launch training programmes to uplift the skills of

these internal resources.

On the other hand, the resources might have right skills, but they

might be in the wrong job role. It is best for the management to align

the resources to the right job roles as per their skills, interests and their

career inspirations.

There might be situations where the job role will not exist due to the

change in the business model or process. In this case, the existing resources

either need to be assessed to find an appropriate job role as per their skills

and capabilities or make the resources redundant.

In this section, we will do a deep dive of steps to realign the internal

human resource to the right job roles and also to hire external resources as

per the job role requirements (Figure 6.6).