Alan V FellSenior Associate,

Balanced Scorecard Institute

Aligning the Employee to the Strategy

of the Organisation.

Agenda...

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• Welcome

• Housekeeping notes

• Session starts

• Q&A

• End of webinar

Personal introduction ...

• Formerly – commercial banker in UK

• Since 1996

– Management Consultant and Trainer

– Strategy Management & Financial Management

– Main focus on Middle East ( 60% ) and SE Asia / RoW ( 40% )

30+ years experience in Corporate Performance Management

20+ years experience with Balanced Scorecard

Senior Associate – Balanced Scorecard Institute

Member – Beyond Budgeting Round Table

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Housekeeping...

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• Slides will be available on our SlideShare page, link will be emailed to you

• Recording of the webinar will be available to download, link will be emailed

• Take the time to complete post-webinar survey that will pop up at the end

• You can type your questions throughout the session

• Time will be allocated in the end for the speaker to address your questions

WHAT...?

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• ALIGNMENT is when organisational structures, processes and systems support the strategy of the organisation

• An organisation is strategically aligned when all employees understand what the organisation is trying to accomplish, make decisions and take actions based on that strategy, and align department and individual goals with higher level organisational goals.

• Alignment is created when high level strategy is cascaded first to business and support units and then to individual employees.

WHAT...?

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WHAT – is “strategy” ?

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A plan of action for achieving a goal

A hypothesis

A choice

WHAT...?

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The “Balanced Scorecard” has become globally recognised as the # 1 concept and tool to support strategy alignment

WHAT...?

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Who actually executes your business strategy ?

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WHY….?

“Our staff are

our greatest

asset …”

Who actually executes your business strategy ?

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WHY….?

It is employees actually execute the strategy – provided they know

what the strategy is …

HOW ….?

Clear Goals – clear Communication

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95% of the employees do NOT understand the strategy of their organisation …

HOW….?

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HOW ...?

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Tier 1: Agency level

Tier 2: Department/Program level (Business Unit):

Tier 3: Employee level (Operational):

Measure (Behavior):Team player supervisor evaluation score

Measure (Accomplishment):Web content and print media information delivered on-time with minimal re-work required

Initiative (From Personnel Development Plan): AdvancedWeb design training at local community college

PersonalObjective:

Improve Quality of Information Provided to Students &

Parents

Strategic Measure: % of customers satisfied with our information services

Department Objective: Improve

InformationOn Available

ServicesStrategic Initiative: Implement Lean-Six Sigma project to improve Call Center workflow process

Strategic Initiative: New Web Portal for

customers to get better quality information faster

Agency Objective: Improve Customer

Satisfaction

Strategic Measure: % of customers satisfiedwith information received over the Internet

HR PMS

Two fundamentally different views …

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My boss pulled up in his brand new black BMW and I couldn’t help admiring it.

“Nice car “, I said as he got out.

“Well”, he said, noticing my admiring look, “If you work hard, put the effort and the hours in, I will have an even better one next year. “

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Most so-called compensation schemes are NOT well

designed …

Summary ….

1. Clear Goals and Strategy at Organisation and Department levels

2. Clear regular open communication / feedback

3. Every employee knows what is expected of him and how this aligns with the business as a whole

4. Effective HR Performance Management System

5. Effective recognition & reward ( not necessarily bonus )

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