The document provides information on building organization development (OD) capabilities. It discusses the roles of OD professionals, which include being a trusted advisor, change facilitator, communication promoter, and business partner. Building OD capabilities requires identifying requirements, designing interventions to drive culture and performance, and providing leadership on change management. It also discusses tools that OD professionals use, such as action research, communication tools, and analyzing an organization's current and future states. The document emphasizes that extensive practice is needed to build OD skills and capabilities.
Talent management....Phd in Management, HR, HRM, HRD, Management.. bagalidr m m bagali, phd in hr
The document discusses talent management and its key challenges. It covers 3 types of employees, the 7 biggest HR challenges, and the top 5 workforce challenges related to talent management. Talent is defined as individuals who can significantly impact company performance through their education, experience, skills, and competency. An integrated talent management process includes workforce planning, talent gap analysis, recruiting, staffing, education, retention, reviews, and succession planning. The impacts of effective talent management strategies are a culture where employees are motivated to join and stay with the organization and feel empowered in their roles. Ongoing challenges include ensuring a good person-job and person-organization fit.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
This document provides an introduction to human resource management (HRM) in the context of insurance companies in India. It begins with definitions of management and discusses how HRM differs from traditional personnel management by viewing employees as valuable assets rather than costs. The document then outlines key concepts in HRM like human resources, discusses its functions which include planning, recruitment, training, performance reviews, compensation, and more. It describes the research methodology used and limitations of the study. In under 3 sentences, this document introduces human resource management in insurance companies in India and provides an overview of its key concepts and functions based on the literature.
This document discusses competency mapping and its importance in human resource development. It begins by providing background on the evolution of competency mapping. It then defines competency mapping and describes the key steps in the competency mapping process. It discusses how competency mapping impacts other HR systems like recruitment, performance management, training, development, and compensation. It also explains how competencies can be mapped at different levels within an organization. Various tools for assessing competencies and providing feedback are also outlined.
Employee Of The Month PowerPoint Presentation SlidesSlideTeam
Employee Of The Month PowerPoint Presentation Slides offers a customizable design for HR professionals to showcase the workforce recognition plan. This employee motivation PPT theme is replete with graphical layouts like bar graphs, and infographics to create a visually-satisfying presentation. Using our performance recognition PowerPoint slideshow, you can highlight insights like revenue per employee, and employee dissatisfaction level. This employee recognition PPT template helps you to illustrate measures like eligibility criteria, required to frame an employee recognition program. Demonstrate award eligibility criteria, award selection criteria, and announcing the award program employing this rewarding personnel PowerPoint theme. Represent different types of recognition ideas like monetary awards, public recognition on social media platforms through reward management PPT slideshow. HR management can use employee rewards program PowerPoint presentation to present different recognition initiatives across various departments within your organization. So, download this employee rewards program PPT slides deck for demonstrating implementation plan and employee performance evaluation metrics. https://bit.ly/3gdNgAU
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
Talent management is a valuable asset to every organisation, whether industry- or service-based, and talent management plays a vital part in business growth and management.
It is a continuous Human resource process used to find, hire, train, inspire, and keep the best individuals in an organisation in order to meet organisational objectives, guarantee operational effectiveness, and generate revenue.
An efficient talent management tactic is to encourage your team to point out potential improvement areas. You can leverage alternative chances to increase your employees' skill sets and assure their personal growth. An employee's potential might be positively impacted by your team's professional growth, which will guarantee maximum output.
In this deck, you will learn proven strategies that work to keep your current employees and advance them to higher positions in the organisation.
You will also learn,
1. The talent management framework
2. The key areas of talent management strategies
3. What makes a great talent management strategy
4. Why you cannot afford to get it wrong
The document discusses competency frameworks and their importance for human resource management. It defines competencies as underlying characteristics that lead to effective performance. Developing competency models involves identifying the competencies, proficiency levels, behavioral indicators, and measurement approaches required for different jobs. Linking competency models to HR systems like staffing, learning, performance management and rewards helps organizations hire the right people, develop employees, set clear expectations, and align compensation with goals.
Corporate profile of Hay Group - A global managment consulting firm which provides several advisory services to turn an organisation\'s strategy into reality. Compensation and benefits studies is one of our core services. Our core competence is our Hay methodology used for job mapping and job evaluation. We have expertise in several industries such as Oil & Gas, Chemicals, Retail, Transportation, IT, ITES etc.
This document discusses training and developing employees. It covers the importance of socializing new employees to help them adjust to their new roles and understand the company culture. It describes the process of socialization and different methods used for new employee orientation like employee handbooks. It also discusses training employees for their current roles and developing employees for future roles through various methods like job rotation. The document outlines factors to consider when evaluating the effectiveness of training programs, such as Kirkpatrick's model, and issues to address when conducting international training.
Talent Acquisition Best Practices Process Mapblayton551
Stanton Chase views the talent acquisition process as an ongoing strategic initiative focused on mid and senior level management positions. They utilize a best practices approach including engagement refinement, program assessment and launch, candidate development, research, soft qualification and assessment, coordination of interviews, and feedback and negotiations. The goal is attraction, assessment, and acquisition of top talent as a key business process.
The document is a questionnaire about employee attrition. It contains 20 multiple choice and open-ended questions about attrition trends, reasons for attrition, consequences of attrition, and strategies to counter attrition. The questions are aimed at understanding attrition from the perspective of employees at different levels and departments within an organization.
According to recent McKinsey research, only half of executives in global companies think they are effective at tailoring recruitment for different geographies. In this webinar, sponsored by SilkRoad and hosted by workplace and human resources expert Alexandra Levit, we'll discuss how to use internal intelligence and analytics to assess what aspects of your talent management strategy need to be truly global. We'll introduce the concept of a geographic "talent hub" and provide advice for attracting the best talent in Asia, Europe and Latin America. Finally, we'll offer advice for creating a global, digital talent community through which you can hire passive candidates in real time, and for reducing complexity via the "marketplace recruiting model."
Learning Objectives:
Understand the underpinnings of a global talent acquisition and management strategy.
Assess how a global talent acquisition program can be most effectively delivered.
Learn how HR analytics can help global talent leaders make intelligent, real-time decisions.
Determine when and where to employ geographic talent hubs and localized online properties.
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Employee Development in 2023: Trends and Tactics to Retain Good Employees.pdfBambooHR
View this presentation with BambooHR and TalentLMS to learn how to create and implement an effective employee development program, with both sound principles and specific tactics.
This document discusses trends in performance management. It outlines eight key trends, including moving away from performance ratings and separating performance from reward. Five emerging trends are highlighted, such as focusing on quality of feedback conversations over quantity and opting for continuous performance management software. The performance management cycle is also described as involving planning, ongoing monitoring, and evaluating performance. Examples from Eli Lilly about redefining performance management to empower employees are provided.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
Maximize your 360 with competency based micro-learning. ThinkWise hosted webinar highlights difference between 360 and performance management. 360s drive useful insights into personal development where performance management is always looking in the rearview mirror.
Leadership Development Growing Talent Strategically .docxDIPESH30
This document discusses best practices for leadership development programs. It emphasizes linking development objectives to organizational strategy and assessing leadership competencies and gaps. When selecting participants, it recommends considering foundational, growth, and career dimensions. For program design, it stresses using assessments to create individual development plans and facilitating learning through challenging experiences and reflection. Emerging trends include incorporating mindfulness training to enhance learning and reduce stress.
Leadership Development Growing Talent Strategically .docxsmile790243
Leadership Development:
Growing Talent Strategically
Beverly A. Dugan
Human Resources Research Organization (HumRRO)
Patrick Gavan O’Shea
Human Resources Research Organization (HumRRO)
Copyright February 2014
Society for Human Resource Management and Society for Industrial and Organizational Psychology
SHRM-SIOP Science of HR White Paper Series
Beverly A. Dugan
Human Resources Research Organization
[email protected]
Beverly Dugan, Ph.D., has more than 25 years of experience in leadership,
management, and organizational research and consulting. She recently retired from
the Human Resources Research Organization (HumRRO), where she was a vice
president and division director. In this position, she managed talent management
projects and was also responsible for developing and maintaining the corporate
capability to perform leading-edge talent management research and development
services for federal agencies, associations and the private sector. She is currently an
independent consultant and leadership coach. She received her Ph.D. in experimental
psychology from the University of Tennessee at Knoxville and is a member of the
Society for Industrial and Organizational Psychology (SIOP), the Society of Consulting
Psychology (SCP), the American Psychological Association and the International Coach
Federation.
Patrick Gavan O’Shea
Human Resources Research Organization
[email protected]
Gavan O’Shea is the Director of Federal Talent Management at HumRRO. Gavan’s
specific areas of expertise include leadership assessment and development, 360-degree
feedback, job analysis and competency modeling, and employee selection and
promotion. He is an Adjunct Professor within Villanova University’s Department of
Human Resource Development, and his work has appeared in outlets including
Leadership, Military Psychology, Group Dynamics, the Journal of Business and
Psychology, the Journal of Management and the Encyclopedia of Leadership. Gavan
received his Ph.D. in industrial-organizational psychology from Virginia Tech.
1
The Importance of Leadership
The world is changing in countless ways, and the effects are rippling throughout
our society and our organizations. While
constant, dramatic change has become the
status quo, 10,000 Baby Boomers will turn
65 each day between now and 2030 (Cohn &
Taylor, 2010). The challenges presented by
ongoing change and the loss of wisdom and
experience associated with the aging of the
workforce drive the need for strong leaders.
Recognizing this need, organizations spend
a lot of money on leader development. A
study conducted by Bersin Associates (2009) found that companies spent an average of
nearly $500,000 on leader development in 2008, with small companies spending about
$170,000 and large companies spending about $1.3 million. By fostering strategic
A joint Bersin-Center for Creative
Leadership (CC ...
1. Organizational development (OD) is defined as a process of planned change and improvement of the organization through application of behavioral science knowledge.
2. There are three main types of OD interventions: human process based interventions like team building and survey feedback; techno-structural interventions like job enrichment; and socio-technical systems like quality circles.
3. For OD to be effective, it requires support from top management and selectivity in the projects undertaken. The role of HR is to help the organization develop capacities to adapt to changing market and social conditions.
A Wall Street Journal article postulates that innovation comes from inside a company through networks—not lone individuals. The authors offers strategies to cultivate innovation, such as making efforts to break down the walls between company departments, rapidly testing and refining ideas, and figure out whether there are people in the chain of command who are hard to work with.
But for most large organizations, this “formula” for innovation is difficult to implement. Change, especially innovative change, is often is met with organizational resistance. Conversely, the culture of the organization often expresses collective frustrations with the limitations of business processes and underlying technologies to support business needs.
Doug Jackson, senior director of the Business Analysis Practice for Robbins Gioia (http://www.robbinsgioia.com), and Paula Pierce, CEO and principal transformation strategist, Peridona Strategies LLC (http://www.periodonastrategies.com), conduct an interactive session on integrating business analysis and organizational change management to create an environment for innovation and successful change. They will examine problems that prevent establishing successful innovation networks and provide an approach using best practices from both disciplines to help organizations harvest and test innovative ideas. They will show you how to:
• Identify the root of change resistance in our organizations
• Identify and capitalize on existing networks
• Apply BA and OCM best practices to create an environment for innovation.
Siuberto Socarrás will be presenting on hot topics and trends in talent management and organizational development. The presentation will discuss challenges and trends in these areas based on industry experience, client engagements, research and social media. It will also cover the business context driving talent needs in 2014, including trends in the US, global markets, and certification programs. The Institute of Organizational Development will then discuss their 2014 offerings, including a talent management seminar series and certification programs.
The document discusses strategies for successful implementation of organizational strategy and business development plans. It outlines three essential elements for strategy realization: 1) motivational leadership, 2) translating strategy into action through a staged process, and 3) performance management. It also discusses threats in mature and declining markets, such as the need to maintain competitive advantage, market share, and amplify volume growth through innovative marketing strategies.
This document discusses keys to success and reasons for failure in organizational design. The five keys to success are: 1) Build on your strengths by identifying your unique role. 2) Go beyond lines and boxes by empowering decision making. 3) Know your roles by clearly defining impact and skills needed. 4) Rock your roles through ongoing development. 5) Support a culture of learning by making it a priority. The five reasons for failure are: 1) Poor planning leads to a false start. 2) Lack of leadership support and involvement. 3) Lack of adequate resources for implementation. 4) Focusing more on systems than people. 5) Leaders lacking change management skills.
Career management practices and programmers
Many companies today are struggling with how to meet employee expectations regarding career development and advancement opportunities at a time when organizations are delayering and growth in the U.S. has slowed. In order to address this concern, E. L. Goldberg & Associates has collected career
management benchmark information and best practices from 34 organizations, representing a wide variety of industries. A supplemental study collected data from 75 professionals regarding how they define career success. Results indicate a significant shift in defining success in terms of intrinsic satisfiers versus the traditional more objective measures of success.
The benchmarking results reveal a major call to action for employers. Employees’ perceptions of career development and opportunities is frequently one of the lowest rated items on employee surveys, and research shows this is one of the top predictors of employee engagement. Despite this fact most companies subscribe to a philosophy of career self-reliance, essentially abdicating their responsibility for career management, leaving it up to the employee to figure out.
E. L. Goldberg & Associates believes that organizations can be more proactive in career management holding managers more accountable for understanding their employees’ career aspirations and educating employees on their career options. In addition, managers need to devote time to creating challenging opportunities that will contribute to individual career growth and development. This report outlines several best practices that participating companies utilize to facilitate career
management with both high-potential employees and the broader employee population.
These practices can have an impact on changing employees perceptions as two of the more innovative companies in this study reported that they created greater retention and career development satisfaction by providing people with development experiences versus simply a promotion. It is time for organizations to change their career management philosophies and become a more proactive partner in helping employees build their career.
The global marketplace and ever-changing workforce have created the need for organizations to engage human resources practices that recognize their human capital as their major competitive advantage. In fact, the current trends emphasize the growing demand for effective, creative recruitment and retention initiatives. Most human resources executives will cite the need to stay competitive with these initiatives as one of their biggest challenges. One of the basic principles to assist with this challenge is to embrace proactive and strategic career management practices that can provide you with a strong foundation for gaining a competitive edge.
Highlights
• A majority of survey respondents indicated that they define career success as being engaged in c
What Are Organization Development Interventions, Why Do They Matter, And How ...Saumya876452
Our goal is to present a basic understanding of organizational development, what it entails, and some examples of common OD interventions and how it operates.
Success and failure in organisation designArunR148
This document discusses organizational design and keys to successful implementation. It notes that many leaders are redesigning their organizations to boost performance and keep up with changing markets. Companies that employ agile working, a value-adding corporate center, clear profit/loss responsibilities, flat management structures, shared services, and collaboration support tend to see faster growth. Successful organizational design requires building on strengths, going beyond organizational charts to empower teams, clearly defining roles, and supporting continuous learning. Change efforts can fail if decisions are made outside the agreed process, communication plans are inadequate, or leadership does not fully champion and model the changes.
The Intersection of Strategy Activation and Plan Execution: 4 Keys to Change ...Paige Pulaski
Strategy activation is about eliminating the gap between development and execution. A business plan can be great on paper, but without tapping into the human element of an organization to motivate and iterate, execution cannot and will not occur. Strategy activation and focused execution create a continuous cycle of improvement, united by the thousands of feedback points gathered from machine learning data and the eyes, ears and hearts of your organization.
Technology today is enabling forward-thinking leaders to approach change management with a through line from plan-building to results – and the igniting steps in between. The process consists of defining a future state, mobilizing the team and closing skill gaps, using a system to manage hundreds of initiatives and checking in regularly to report on acceleration through massive actions.
In this webinar, Alan Todd of CorpU will discuss what it takes to truly drive transformation and how to master the four keys to change management that give leaders the ability to make proactive, effective decisions.
You will learn how to:
> Support iteration by adapting to frequent changes to keep your strategy dynamic
> Mobilize teams across multiple plans, locations and hundreds of initiatives
> Collect, organize and communicate information for cross-functional transparency
4 Constraints Strategy Canvas–challenges the team to assess the organization’s track record to-date for how each of the 4 constraints is affecting the organization and where we stand in each of these constraints. Through debate and discussion, the team seeks to develop a graphic representation of the current state regarding the degree to which each of 4 constraints is focused on during the launch and implementation of a major change initiative
The document summarizes a presentation given by Wayne Brockbank on the HR Competency Study conducted by Dave Ulrich and Wayne Brockbank at the University of Michigan Business School since 1988. The study identifies major competencies needed for HR professionals and tracks trends in the field. It is sponsored by the Ross School of Business and The RBL Group. The presentation outlines six competencies for HR professionals that were redefined in 2012: strategic positioner, capability builder, HR innovator and integrator, change champion, technology proponent, and credible activist. It provides details on each competency and data on their impact on perceptions of HR effectiveness and business success.
The document provides 10 tips for leading organizational transformation. Tip 1 emphasizes digging deep to identify the root cause of issues rather than just solving surface problems. Tip 2 stresses setting a clear scope for the transformation by defining what can and cannot be influenced. Tip 3 advises paying equal attention to organizational performance and health during transformation. The tips provide guidance for navigating the human dynamics and ensuring success of large-scale organizational change initiatives.
Five tools for managing leadership talent: 1. Measure 2. Find 3. Engage 4. Develop and 5. Move. Practical tips from talent management at blue chip companies
1. The document discusses various topics related to human resource management including planning, recruitment, selection, performance, succession, development, and relations.
2. It provides information on forecasting staff requirements, job analysis, position analysis questionnaires, and job design.
3. The document also examines how HR can support the business strategy by understanding the company, customers, competitors, industry trends, and existing HR operating models.
This document discusses six key work practices that can enhance employee motivation and lead to better performance when implemented together:
1. Career development and opportunities for advancement - Organizations should provide career development opportunities for all staff through consistent policies over time.
2. Training opportunities - Providing training linked to business needs generates commitment and a more efficient organization.
3. Job influence and challenge - Giving staff influence over their jobs and designing challenging jobs improves motivation and commitment.
4. Involvement and communication - Involving staff in decisions and communicating effectively makes them feel valued and improves understanding.
5. Performance management and appraisal - Focusing on performance improvement as well as reviews and linking these to development
This document discusses six key work practices that can enhance employee motivation and lead to better performance when implemented together:
1. Career development and opportunities for advancement - Organizations should provide career development opportunities for all staff through consistent policies over time.
2. Training opportunities - Providing training linked to business needs generates commitment and a more efficient organization.
3. Job influence and challenge - Giving staff influence over their jobs and designing challenging jobs improves motivation and commitment.
4. Involvement and communication - Involving staff in decisions and communicating effectively makes them feel valued and improves understanding.
5. Performance management and appraisal - Focusing on performance improvement as well as reviews and linking these to development
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Building OD Capabilities
1. 01
Hello!Welcome to the “Building
Organization Development
Capabilities” session
Presented by Wing Antariksa
JKT - 2015
BUILDING
ORGANIZATION
DEVELOPMENT
CAPABILITIES
2. Questions:
01
What are the roles of OD Professional in the Organization?02
What are the required capabilities of an OD Professional?03
How to build OD Capabilities
Organization Development is a dynamic values-based approach to systems change in
organizations and communities; it strives to build the capacity to achieve and sustain a new
desired state that benefits the organization or community and the world around them.
To build OD capabilities, require extensive practice
of OD methods, approaches, and tools.
02
04
What is OD Professional (and Practitioner)?
3. OD PROFESSIONAL:
…a NOMADIC status in the
organizations
There is no agreed/single standard of professional qualification or
accreditation to demonstrate competence
01
02 Practitioners are from a variety of career paths
03
In many organizations around the world, the HR function is monopolizing/
acquiring the OD function
04
‘OD Professional is a ‘journeyman’ with a broad range of skills,
qualifications and experience
03
4. 04
…however, the term organization development
practitioner refers to at least three sets of people
The most obvious group of OD
practitioners are those people
specializing in OD as a profession. They
may be internal or external consultants
who offer professional services to
organization clients, including top
managers, functional department heads,
and staff groups.
1
People specializing in fields related
to OD, such as organization design,
total quality, information technology,
and business strategy.
2
Applies to the increasing number of
managers and administrators who
have gained competence in OD and
who apply it to their own work
areas.
3
6. D I D Y O U
K N O W ?
Many of the techniques and interventions
invented and practiced by OD professionals
have become “mainstream.”
(Christopher G. Worley, Ph.D.)
ORGANIZATION SURVEY
FLIP CHART
TEAM BUILDING
06
8. BUILDING OD
CAPABILITIES
1
2
3
4
Identify organizational and individual capability requirements and align strategy, people and processes to optimize effectiveness and
achieve organization goals. Design interventions to drive the appropriate culture, behaviors, skills, and performance and provide
insight and leadership on change management strategy, planning and implementation (Taken from CIPD & ODNetwork)
BUILDING OD
INTERVENTIONS
MANAGING
CHANGES
DEVELOPING TRUST
RELATIONSHIP
FACILITATING &
PARTICIPATING
Provide information and input to
the design of OD interventions.
Recognize the key levers of change and
recommend appropriate plans
Develop options & proposals for the
most appropriate focus of the
intervention
Develop org. wide interventions that align
& integrate structure, capacity, systems,
process and culture
Co-ordinate and roll out internal
communication messages.
Anticipate and support the organization
through barriers and resistance to change.
Highlight enablers and develop risk
mitigation plans to deal with
barriers/ resistance.
Engage and challenge leaders to
understand the rationale for change,
aligned and fully in support of the strategy.
08
9. THE ‘SELF AS AN INSTRUMENT’
Among the many competencies required
of us (OD practitioners) the use of self as
an instrument is at the heart of our
uniqueness and effectiveness. Cheung-Judge
(2001)
A key dilemma, however, for the development of OD professionals is what
might be described as a nomadic status in organizations., most OD specific
academic training and networks are still US based
(Valerie Garrow, 2009)
09
10. “the development of OD practitioners
must include practical experience and
application of the material.”
10
11. RECIPE FOR SUCCESS =
ASKING
Asking key
stakeholders,
especially people
closest
to the work and our
customers what they
need to be successful
Includes the fine art
of separating the
non-value added
feedback from the
substantive
feedback and
ensuring you really
understand what
people are saying
Quickly involves being
proactive about what
you can change but
also what you cannot
and why.
People are smart and
if you do not tell the
truth they will see
through it.
LISTENING ACTING
Learning and thanking
helps us build the
institutional knowledge
needed to grow and not
repeat our mistakes.
Thanking people is a critical
step for helping them see
the connection between
their feedback and the
actions taken.
LEARNING
&
THANKING
11
14. 0601 Developing
relationship with
sponsor
02 Negotiate &
finalize contract 03
Collect &
analyze
information
04
Expose &
understand the
data
05 Settle plan &
involve client
Action Research is at the core of an individual's OD practice. It is the standard process used in an
organization change contract. Through Action Research the practitioner begins to understand the
system in which s/he is involved, and the client group begins to take responsibility for the system in
which they live. The consultant and the client group work together to realize the goals of the change
contract.
Data
Gathering &
Diagnosis
FeedbackContracting
Entry
Planning
Change
Intervention
Evaluation
07Apply method
or process
Determine the
results/
achievement
The Traditional Action Research Model
From G. McLean & R. Sullivan (1989). Essential Competencies of Internal and External OD Consultants (p. 14). Unpublished manuscript. 14
15. T H E 8 - S T E P P R O C E S S F O R
L E A D I N G C H A N G E
Nearly 40 years of research by leadership and change guru dr. John Kotter have shown that more than
70% of all major transformation efforts fail. Why? Because organizations do not take a consistent,
holistic approach to changing themselves, nor do they engage their workforces effectively.
02 BUILD A GUIDING COALITION
06 GENERATE SHORT-TERM WINS
03FORM A STRATEGIC VISION AND INITIATIVES
07SUSTAIN ACCELERATION
01CREATE SENSE OF URGENCY
04ENLIST A VOLUNTEER ARMY
05ENABLE ACTION BY REMOVING BARRIERS
08 INSTITUTE CHANGE
15
16. Translate the business strategy into HR Road Map
Define mission critical that reflects and supports business needs
Redesign its structure to meet business needs and promote
collaboration
Develop relevant and reliable systems and policies
Accelerate the capability development of HR people
HR people are partnering with the business (line managers) to
provide solution
HR is focusing on end to end processes and its improvement
Integration of entire HR supply chain from HR policy to delivery
are happening
The use of self-service and atomization are increasing
Reliable and accessible HR data and data at ‘finger tips’
Current State Future State
ORGANIZATION
PEOPLE
PROCESS
TECHNOLOGY
Absence of HR Road Map and alignment with business
strategy.
HR function is perceived as ‘emergency responder’ and busy
entertaining ‘ad hoc’ request instead of executing program.
The function is fragmented and silos
Spend most of time on operation, routines, and ad-hoc
Credibility, Capacity, and Competencies are lacking in some
areas
Management do not see HR as contributing to strategic
initiatives
HR processes are typically non-integrated, manual, paper-
based and primarily administrative
HR overall process unable to provide end to end support
Limited HR decision support on the integrated and real time
data
Most of HR initiatives are puzzling around
SAMPLE OF ORGANIZATION DIAGNOSIS (CASE FOR CHANGE)
16
17. 17
ORGANIZATION
EFFECTIVENESS
TALENT MANAGEMENT
Workforce
Planning
Position/Role
Design
PERFORMANCE & REWARD
PLANNING & POLICY HC Strategy/
Blueprint
Competency
Model
Career Model
Target Setting
Performance
Base Pay
Attraction
Span of Control
Synergy
Planning
Knowledge
Succession
Planning
Performance
Monitoring
Grade & Pay
Structure
Onboarding
Cross-
Functional
Learning
Solution
Talent
Identification
Coaching &
Feedback
Benefit &
Recognition
Assessment &
Placement
Leadership
Development
Competitive Pay
Pressure
EMPLOYEE ENGAGEMENT
Grievance &
Discipline
Working
Environment
Termination &
Outplacement
Lagging LeadingAboveBelow Average
Performance
scale
Key: Gaps are measured based on expressed vision and desired state - Leading: refers
to no specific gap; Above: refers to limited gap; Average: refers to improvement
needed; Below: refers to important weaknesses; Lagging: refers to significant
weaknesses
KEYPERFORMANCEDRIVERS
Productivities,Quality,Innovation,Customers
BUSINESSRESULTS
RevenueGrowth,TotalReturntoShareholders,FutureValue
SAMPLE OF ORGANIZATION DIAGNOSIS (AS – IS ANALYSIS)
18. The primary reasons why organizations are
failing and losing money are insufficient
communications and lack of leadership
(PMI’s pulse 2014)
59%
Insufficient
Communications
Lack of Leadership
Communication is critical
to effective organizational
change management56%
0918
19. PARTICIPATION & EMPOWERMENT
09
Increased participation and empowerment have always been central goals and
fundamental values of OD
Participation enhances empowerment and empowerment in turn enhances
performance.
Empowerment is the key to getting people to want to participate in change
01
02
03
19
20. SAMPLE OF COMMUNICATION TOOLS FOR
ORGANIZATION CHANGE INITIATIVE
Purpose
• To establish awareness/promote a
change, and to motivate the target
audience
• To measure communication effectiveness
• To drive action
Content
• The basics – what it is, why it is important,
risks of omission
• How to develop a communications strategy
• How to develop a communications plan
• Tools, templates and sample documents
“People work harder for an organization they feel a part of.”
20
21. • The art and technique of using words effectively to impart
information or ideas.
• The main mechanism that establishes awareness, sets expectations
and creates buy-in for a change amongst those that will be impacted
by the change
DELIVERING THE
RIGHT MESSAGE...
…TO THE RIGHT
PEOPLE...
…AT THE TIGHT
TIME
21
COMMUNICATION TOOLS
22. BENEFIT REALIZATIONRISK OF OMISSION
22
Engage the business towards a common
goal by clearly defining strategy.01
02
Equip people to participate in critical
change activities in a timely and effective
manner
03
Minimize resistance by eliminating ‘fear of
the unknown’ and establishing ownership
Dispel fear or misdirection caused by
rumors04
Confusion resulting from change in the
work process and job roles
Ineffective use of new environment
(processes, technology, etc)
Increased resistance to change
01
02
03
04 Fear of the unknown & Unrecognized
project benefits
23. Newsletter Large & External Reinforcing Disseminate general, non-sensitive messages
Poster Large & External Reinforcing Advertise to build awareness
Correspondence Small & External Specific Use formal mechanism
Press Release Large & External General Advertise, build awareness and promote questioning
Web-Based
Presentation
Large and external or internal Educational requiring a demonstration Coordinate people from several locations and/or time zones
Conference Call Large & External Educational Demonstrate initiatives and promote questioning
Hot Line Large & External Informative Provide specific information and an opportunity for questions
Brown Bag Lunch Small & Internal/External Educational requiring a demonstration Allow for Q&A and face-to-face communications
Your Audience
Size Is…
The Message You
Want to Deliver Is… And You Need to …
METHODS TO DELIVER MESSAGES
23