FAQ

What does ROFT Strategic Workforce Advisory do?

We help mid-market organisations turn workforce planning into a genuine competitive advantage. We map your current workforce capability, identify where it's exposed — skills concentration, management gaps, succession weaknesses — and build the frameworks leadership needs to make confident, structured decisions about people. This isn't generic HR consulting. It's a structured, data-driven approach to understanding whether your workforce can actually deliver on your business goals.

Who do you work with?

Founders, CEOs, COOs, and HR Directors at mid-market organisations, typically 20 to 500 employees. These are businesses that have outgrown reactive, ad hoc people decisions but don't have — and don't need — a large internal HR infrastructure to get senior-level strategic thinking. We work internationally; our frameworks aren't tied to any single market or regulatory environment.

What do you mean by "workforce risk"?

We're not talking about compliance or fraud. Workforce risk, as we define it, is any structural weakness that limits your organisation's ability to perform or grow — inadequate skills training, ineffective management layers, capability gaps between what a role requires and who's in it, or critical knowledge sitting with one person and nowhere else. We treat these as operational vulnerabilities, not soft HR issues, and we address them before they cost you delivery or revenue.

What makes ROFT different from a typical HR consultancy?

Two things. First, we look at workforce capability as an operational risk factor, not a cultural initiative — every recommendation ties back to what it means for business resilience and performance. Second, we use rigorous mapping methodology, cross-referencing your roles against recognised international competency and occupational standards, so the resulting structure is objective and defensible, not a matter of opinion.

What services do you offer?

Our core services are Strategic Workforce Planning, Competency Framework Building, Workforce Skills Gap Analysis, Career Path Design, and Workforce Risk and Vulnerability Assessment. Each can be delivered as a standalone engagement or combined into a broader workforce strategy programme, depending on where your organisation is starting from.

How do you ensure the results are useful, not just a report?

Every engagement produces two things: a clear diagnostic of where your workforce stands today, and a practical set of recommendations your leadership team can act on immediately. We don't hand over a document and disappear — findings are structured around decisions you need to make, not metrics for their own sake.

Do you only work with companies in South Africa?

No. ROFT works with mid-market organisations internationally. Our frameworks and methodology are built to apply across markets, not tied to any single country's regulatory or labour context.

Will this replace our internal HR function?

No. We're not a substitute for day-to-day HR operations. We provide the strategic layer most mid-market HR teams don't have the bandwidth or specialist tools to build themselves — deep workforce diagnostics, competency mapping, and risk-informed planning that feeds into the decisions your HR and leadership teams already own.

How long does an engagement take?

It depends on scope. A focused diagnostic, such as a skills gap analysis for a single department, can be completed in a few weeks. A full workforce planning and competency framework programme across an organisation typically runs over several months. We scope every engagement to your specific need rather than applying a one-size-fits-all timeline.

How do we get started?

Contact us for an initial consultation. We'll discuss your organisation's current challenges, determine which of our services fits your situation, and outline a scope and timeline before any work begins. There's no obligation at this stage — it's a conversation to establish whether we're the right fit.