Retail transformation proposal
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Transcript of Retail transformation proposal
Organization Development
Growing Your Future Today
OutlineA. OD and Scope
B. Business Sustainability
C. Strategy Management
D. Business Process Reengineering
E. Performance Management
F. Organization Culture
G. Organization Structure
OutlineI. Innovation and Continuous Improvement Culture
J. Problem Solving and DM
K. Effective Meeting and Facilitation
L. Leadership Development
M. Talent Management and Succession Planning
N. Merger and Acquisition for Cultural Integration
A. DEFINITION AND SCOPE
Definitition
• Organization development (OD) is the study of successful organizational change and performance.
Balanced Growth
Growth
ProfitProductivity
EngagementCapability
People
Business
Organization development (OD) is the study of successful organizational change and performance. The growth of the business involved people and business
Dilemma 1: Growing Pains
Dilemma 2Changes is Focused on Skills and Staff
o
Dilemma 3Company is Expanding With Roadblock
B. BUSINESS GROWTH
SUSTAIN & GROWTH MODEL
SUSTAIN & GROWTHMODEL
Strategy
Execution
Culture
Structure
Leadership
Talent
Innovation
M& A
4 Primary Success Factors
Strategy
Execution
Culture
Structure
Make Your Strategy Clear and Narrowly Focused
Execute Flawlessly
Build a Performance Based Culture
Make Your Organization Fast and Flat
Self Assessment 1-10Rank 1 to 4
4 Secondary Success Factors Talent
Leadership
Innovation
M&A
Make Talent Stick Around and Develop More
Make Your Leaders Committed to Your Business
Make Industry-Transforming Innovations
Make Growth Happen With Mergers and Partnerships
Self Assessment 1-10Rank 1 to 4
Results
Strategy Execution Culture Structure Talent Leadership Innovation M&A
Total Return to Shareholders943% (Winners) vs 62% (losers)
Sales413% (Winners) vs 83% (losers)
Operating Income326% (Winners) vs 22% (losers)
Return on Invested Capital (%)+5.45% (Winners) vs -8.52% (losers)
Engagement
Talent
Productivity
Profit
C. DIAGNOSTICS AND SOLUTIONS
DiagnosticSUSTAIN & GROWTHMODEL
Strategy
Execution
Culture
Structure
Leadership
Talent
Innovation
M& A
Selection of Criteria
WORK IN PROGRESS
Factor 1 Strategy (1, 4)
Factor 2 Execution (1, 2, 3)
Factor 3 Performance Culture (1, 2, 3, 4)
Talent 4 Organization (1,2)
Factor 5 Talent (1,2,3,4)
Factor 6 Leadership (1,2,4)
Factor 7 Innovation (1,2)
Factor 8: Merger & Acquisition (2,4)
D. SOLUTIONS
SOLUTIONS SUSTAIN & GROWTHMODEL
Strategy
Execution
Culture
Structure
Leadership
Talent
Innovation
M& A
Six Needs of OrganizationSustainable Growth Model
Profit and Productivity
StrategyExecutionStructureMerger and Acquisition
People and Culture Performance CultureTalentLeadershipContinuous Improvement and Innovation
PROFIT AND PRODUCTIVITY
Special Feature
Target Growth 1 Strategy
Target Growth 1 Strategy
Objectives
Build a strategies based on customer needsCommunicate and review strategies regularly
Action 1 Strategy Review, Planning andCommunicating for Corporate
Action 2 Department Strategy ManagementAction 3 Town Hall Communication and Strategic
Rewards
TARGET GROWTH 2PRODUCTIVITY
TARGET GROWTH 2 EXECUTION FOR PRODUCTIVITY
Target Growth 2 Execution
ObjectivesDeliver Products and Services meeting customers’ expectationsImprove productivity and eliminate wastes
Action 1 Productivity thru Lean ProcessAction 2 Speed thru Supply ChainAction 3 Job Improvement and Job TrainingAction 4 Event and Process Collaboration
Target Growth 3Structure
Target Growth 3Performance Culture
ObjectivesReward AchievementCreate a motivated and fun environmentDevelop company Values
Module 1 Performance ManagementModule 2 Coaching and Feedback CultureModule 3 Encouragement CultureModule 4 Sustain Company CultureModule 5 Employee EngagementModule 6 CSR
Target Growth 4Structure
Target Growth 4Fast and Flat Structure
Module 1 Corporate cultureModule 2 Employee EngagementModule 3 Team DevelopmentModule 4 Organization Structure Review
Target Growth 5Talent
Target Growth 5 Talents
Objectives
Build a strategies based on customer needsCommunicate and review strategies regularly
Action 1 Strategy Review, Planning andCommunicating for Corporate
Action 2 Department Strategy ManagementAction 3 Town Hall Communication and Strategic
Rewards
TARGET GROWTH 2PRODUCTIVITY
TARGET GROWTH 6 LEADERS
Target Growth 6 Leaders
ObjectivesDeliver Products and Services meeting customers’ expectationsImprove productivity and eliminate wastes
Action 1 Productivity thru Lean ProcessAction 2 Speed thru Supply ChainAction 3 Job Improvement and Job TrainingAction 4 Event and Process Collaboration
Target Growth 7Innovation
Target Growth 7Innovation
ObjectivesReward AchievementCreate a motivated and fun environmentDevelop company Values
Module 1 Performance ManagementModule 2 Coaching and Feedback CultureModule 3 Encouragement CultureModule 4 Sustain Company CultureModule 5 Employee EngagementModule 6 CSR
Target Growth 8Merger & Acquisition
Target Growth 8Merger & Acquisition
Module 1 Corporate cultureModule 2 Employee EngagementModule 3 Team DevelopmentModule 4 Organization Structure Review
Timeline: Profit and Productivity
50
1st Year 2nd Year 3rd Year 4th Year
Exec
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Stra
tegy
Stru
ctu
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Timline: People and Culture
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Lead
ersh
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tPe
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ult
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Inn
ova
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1st Year 2nd Year 3rd Year 4th Year
E. IMPLEMENTATION
ANNUAL ACTIVITIES
Strategy and Change Planning
Team Bonding and team Building
Leadership Training
Soft Skills Training
Coaching
Consulting
METHODS
ConsultingCoachingTrainingMentoringInterviewSurveyFacilitation
Results and Matrix
StrategyCompany and Employee Alignment 100% ExecutionLean drive 30% productivitySupply Chain improve 50% speed deliver and reduce 25% costImprove 80% work processesPerformance CultureCreate a motivated culture by scoring 80%Reduction of underperformer 20%Coaching and contact time 30%Talent PipelineTraining Hours – 16 hoursCreate Trainer pool 200%Strengthen Talent pipeline 40% achieve ready in 1 yearLeadership DevelopmentLeadership training hour 16%InnovationIncrease 20% Work Process Improvement and Innovation annually
IMPACTS
29% 62% 19%
Employee Engagement
Organizations investing in Modern Development
• 8x greater bench strength than those not
investing in modern Learning and Development
• 6x improved engagement
• 7x better business results
Team of Experts
Dr YulinAsia Pacific Turn Around Solution
Ramesh VictorGlobal Lean Enterprise and Productivity Solution
Laurence YapAsia Pacific OD, People. Leadership Solution
59
F. NEXT STEP
WIP
63
Training
Consulting
Modules
Target Growth: Profit
Target Growth 1 Profit
Strategy, Customers and Leadership
Module 1 Strategy Planning for Change Module 2 Performance Management +Module 3 Coaching +Module 4 Leadership Development +Module 5 Talent Management and Succession Planning Module 6 Growing Your Customer +
Strategy Planning for changeConsulting
67
Objectives
Explore the desirable organization changes
Blueprint and Challenges
Outline
The success story
Next level of development Profit, Productivity, Dev & Engagement
Possible Action Plan
Benchmark
Internal Talent and structure
Change Process – challenges, communication, partnership,
learning community, Change Council and Reward
Strategy Planning Facilitation
68
Objectives
Develop Stretch Goals and Strategies
Communicate to employees for engagement
Quarterly review
Outline
Facilitate Review and Stretch Goals with Senior Leadership Team
Facilitate Strategy Planning Session
HR Communicate to Employees
Facilitate Alignment of Department Goals
Facilitate SLT reviews of HOD Strategies
Quarterly Review
2-8 Day
69
Objectives
Understanding Talent Management Process
Succession Planning for Business Continuity
Leadership Pipeline
Outline
Part I: Introduction to Talent Management
Part II: Performance and Potential Criteria
Part III: Talent Review, Talent Development. Talent Evaluation, Talent
Actions
Part IV: Succession Panning
Part V Leadership Pipeline
Part VI Implementation Consideration
Talent Management and SuccessionPlanning Consulting
Leadership Management Consulting
70
Objectives
Understanding Leadership Management Process
Succession Planning for Business Continuity
Leadership Pipeline
Outline
Part I: Senior Leadership
Part II: Performance and Potential Criteria
Part III: Succession Planning
Part IV: Leadership Pipeline
Part V Implementation Consideration
Leadership for Junior Managers
71
Objectives
• Discover your role as a people manager
•Learn to manage yourselves as people manager
•Apply principles and practices to engage, manage and develop your
employees
Outline
Part I: Introduction
Part II: Profiling
Part III: Manage Yourself
Part IV: Manage Others
3 Day
Leadership for Middle Managers
72
Objectives
Building Personal Leadership Capabilities
Strategies to developing and Managing Team
•Sustaining Team Momentum for higher performance
Outline
Part I: Personal Leadership
Part II: Developing Team
Part III: Motivating Team
Part IV: Sustaining Team
3 Day
Leadership for Senior Managers
73
Objectives
Setting Management Culture for your organization
Growing Your Influence and communication effectiveness
Developing Your Strategy and Business Acumen
Dealing with Management Team
Outline
Part I: Management Culture
Part II: Growing Your Influence
Part III: Business Acumen and Strategies
Part IV: Managing Your Supervisors and Management Team
3 Day
Six Thinking Hats
74
Objectives
Setting Management Culture for your organization
Growing Your Influence and communication effectiveness
Developing Your Strategy and Business Acumen
Dealing with Management Team
Outline
Part I: Management Culture
Part II: Growing Your Influence
Part III: Business Acumen and Strategies
Part IV: Managing Your Supervisors and Management Team
2 Day
Motivate and Encourage Your Employees
75
Objectives
•Identifying methods of Employee Motivation
•Describing the theories which pertain to Employee Motivation
•Identifying personality types to motivate different employees
•Ways to motivate employees in managing their goals
•Ways to encourage your employees
Outline
2 Day
• Module One: Getting Started
•Module Two: A Psychological Approach
•Module Three: Object-Oriented Theory
•Module Four: Using Reinforcement Theory
•Module Five: Using Expectancy Theory
•Module Six: Personality’s Role in Motivation
•Module Seven: Setting Goals
•Module Eight: Motivation on the Job
•Module Nine: Encouragement Your staff
•Module Ten: Keeping Yourself Motivated
Target Growth Productivity
Target Growth 2ProductivityExecution and Innovation
Module 1 Work Process Improvement +Module 2 Lean +Module 3 Core Business Skills +Module 4 Managing Events +Module 5 Project Management+
Work Process Improvement
78
Objectives
Learning Process Improvement Tools Developing Facilitation Skills Acquiring Rehearsing and Following Up
Outline
1 Days
Process Mapping Appreciative Work Process Performance Consulting Facilitate Discussion Brainstorming, Creativity and Selection
Managing events
79
Objectives
Managing Projects and Events with minimum errors Engaging and Empowering Team Members Facilitating Event
Outline
1 Days Vision and Goals
Beginning of Projects Job Function Empowerment Time Flow Mapping Rehearsal Control of Event Action Review Post Mortem
Lean Productivity for Office and Operations and Suppliers
80
Objectives
Reduce eight wastes Reduce Operating Expense Reduce Excess Inventory Increase output
Outline
5 Days
Consultant led Approach – 30% productivity improvement Diagnosis organization in lean context Conduct projects with employees Train employees on the jobs Report results
6S Consulting and Training
81
Objectives
Reduce eight wastes Reduce Operating Expense Reduce Excess Inventory Increase output
Outline
Consultant led Approach – 30% productivity improvement Diagnosis organization in lean context Conduct projects with employees Train employees on the jobs Report results
Shop Floor Management
82
Objectives
Reduce eight wastes Reduce Operating Expense Reduce Excess Inventory Increase output
Outline
Consultant led Approach – 30% productivity improvement Diagnosis organization in lean context Conduct projects with employees Train employees on the jobs Report results
Account Management
83
Objectives
Differentiate the customer base.
Potential growth of each segment.
Key focus areas that will drive success for each segment.
Develop specific action plan and strategy to enhance business growth.
Outline
Part I: RAD Concept
Part II: Calculation of Potential Growth Vs Target
R = Existing Business
A = Potential Opportunity
D = Establishment of Score Card
Part III: Develop Strategies for Each Segment to Promote Revenue
Growth
Part IV: Establish Key Imperatives
1 Day
Improving Core Business Skills (TWI)
84
Objectives
• Delivering operational process training more effectively.
• Analysing and Improving work processes
• Manging effective employee relations in the shop floor
Outline
Day One: Training Within Industry Job Instructions
Day Two: Training Within Industry Job Instructions
Day Three: Training Within Industry Job Method Improvement
Day Four: Training Within Industry Job Method Improvement
Day Five: Training Within Industry Job Relations
5 Days
Performance Management
85
Objectives
Managing Corporate and Department Goals
Able to conduct performance appraisal fairly
Managing performance of employees
Outline
Part I: Understand of the Concept of Performance Measurement
Part II: Designing the Performance Plan
Part III: Reviewing Draft Performance Plans
Part IV: Tying Performance Appraisal Rating with Merit Increment,
Bonus and / or Other Compensation Packages
Part V: Communicating to Employees on the New Performance
Measurement System
2 Day
Coaching for Performance
86
Objectives
• Understanding the coaching concept
• How to coach and mentor
•Understand their work expectations, beliefs and behaviors.
•Learn how to manage and lead employees
Outline
Part I: Working Phenomena of the 21st Century
Part II Different Generation Cohort Worker in Malaysia
Part III: The Concept of On-The-Job Coaching
Part IV: 8-Unique Steps of Coaching Model
Part V: Managing Performance
2 Day
Target Growth: Development
Target Growth 3Employee Development
Talent Module 1 Training and DevelopmentModule 2 Career DevelopmentModule 3 Critical Soft Skills Development +Module 4 Train the trainers +
89
Objectives
. Identifying currents and long terms needs of competencies
Improving training system
Establishing investment parameter
Outline
Current Needs
Part I. Business Needs Analysis
CEO Needs, Core Business, BSG Model
Part II: Department Needs
Part III: Job Needs
TRAINING AND DEVELOPMENT CONSULTING
90
Outline
Long Term Needs
Part I: Identify Core Business and Technical Development
Part II: Business continuity: succession, transfer skills, manuals
Part III: Identify Core Values and soft skills development
Part IV Organization Continuity: succession, culture, development
Training System
Part I: Vendor Management
Part II: Internal Training and Trainers
Part III Investment, ROI and ROE
TRAINING AND DEVELOPMENT CONSULTING (CONT.)
91
Objectives
Differentiate the customer base.
Potential growth of each segment.
Key focus areas that will drive success for each segment.
Develop specific action plan and strategy to enhance business growth.
Outline
Part I: Job Description and Competencies
Part II: Career Development Conversation
Part III: Performance Development Conversation
Part IV: Personal Development Plan
Part V: Development Activities
Part V: Follow Up: Contact, Feedback, Coaching and Mentoring
CAREER DEVELOPMENT CONSULTING
Critical Business Skills
92
Objectives
Developing Seven Critical .Skills as Individual Contributor
Building better relationship with your managers
Applying ways to deal with people
Outline
Part I: Effective Work Habits: Motivation, Thinking and Emotions
Part II: Work Effectiveness: Time, Priorities, Information Management
Part III: Project Management
Part IV: Communication: Feedback, Meeting and Convey info
Part V Critical Thinking and Creative Thinking
Part VI People Skills
Part VII: Working with Your Managers
7 Day
Train the Trainers: Instruction Design
93
Objectives
Analyzing Training Needs
Designing Training Programs
Evaluating Training Programs
Engaging Internal Customers
Outline
• Part I Instructional Goals
• Part II Researching the Problems: Instructional Analysis
• Part III Designing a Training Program
• Part IV Choosing the appropriate intervention and Media
• Part V Structuring the content for the course
• Part VI Evaluating the content
2 Day
Train the Trainers: Training Delivery
94
Objectives
Understand Effective Adult Learning and communication styles
Delivery and facilitating training
Enhancing training with various tools
Ending the training with impacts
Outline
Part I Adult Learning Principles
Part II Communication Styles
Part III Creating the learning environment
Part IV Enhancers: Ice Breaker, Games, Music and Videos
Part IV Facilitation and Training
Part V Role Play and Feedback
Part VI Flipchart
Part VII End with Purpose
2 Day
Target Growth: Engagement
Target Growth 4Engagement
Culture, Structure and M&AModule 1 Corporate cultureModule 2 Employee EngagementModule 3 Team DevelopmentModule 4 Organization Structure ReviewModule 5 Onboarding
Corporate Culture Consulting
97
Objectives
Understanding Four types Corporate Corporate
Implementing cultural changes
Outline
Part I: Understand Background of Corporate Culture
Part II: Survey
Part III: Findings
Part IV: Discussion
Part V Implement Changes
Part VI Monitor Progress
Employee Engagement Consulting
98
Objectives
Understanding employee engagement
Implanting employee engagement strategies
Outline
Part I: Employee Engagement WIFI
Part II: Explore Seven Reasons of Disengagement
Part III: Survey
Part IV: Findings
Part V Implement Changes
Part VI Monitor Progress
Team Bonding Workshop
99
Objectives
Improve team relations
Reduce conflicts
Understand Corporate Direction and Strengths
Outline
Key Point 1 Communicate Development to convey meaning
Key Point 2 Know Your Team to foster Understanding
Key Point 3 Knowing Team Dynamics through personality
Key Point 4 Seeking Opportunities to make things better
Key Point 5 Create sense of belonging
1 Day
Team Development
100
Objectives
Understanding Team Process
Applying Team work principles
Productive Communication
Outline
• Part I Definition Team
• Part II Team Development
• Part III Team Meeting
•Part IV Team Conflict
• Part V Team Profiling
• Part VI Team Communication
• Part V Team Collaboration
2 Days
Organization structure Consulting
101
Objectives
Understanding employee engagement
Succession Planning for Business Continuity
Leadership Pipeline
Outline
Part I: Basic Structure Level
Part II: Level of Management
Part III: Span of Control
Part IV: Departmentalization
Part V: Centralization and Decentralization
Part Vi: Delegation
Part V Abnormality
Part VI Cross Function Teams
Onboarding Consulting
102
Objectives
Understanding effective onboarding process
Implanting new onboarding process
Outline
Part I: Assess Onboarding Process
Part II: Preparation
Part III: First Day Experience
Part IV: Team Bonding
Part V Senior Leadership
Part VI Learning Environment
Part V Department Orientation
Part VI Manager Roles
103