renewal worldwide, inc. a map to the future bridgett larkin, sheri schlicher, justin vollmer,...
TRANSCRIPT
Renewal Worldwide, Renewal Worldwide, Inc.Inc.
A Map to the FutureA Map to the Future
Bridgett Larkin, Sheri Schlicher,Bridgett Larkin, Sheri Schlicher,
Justin Vollmer, Chinwen WangJustin Vollmer, Chinwen WangDecember 4, 2007December 4, 2007
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AgendaAgenda Outline of current challenges facing the Outline of current challenges facing the
organizationorganization Unveiling of Renewal’s new vision Unveiling of Renewal’s new vision Timeline for SuccessTimeline for Success Organizational StructureOrganizational Structure
Identify key roles Identify key roles
Introduction streamlined functionsIntroduction streamlined functions Centralized human resource departmentCentralized human resource department New compensation and benefits structureNew compensation and benefits structure
Communicating the need for changeCommunicating the need for change Change management departmentChange management department
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Current ChallengesCurrent Challenges
Ineffective Vision Ineffective Vision
Scattered competenceScattered competence Redundant and Redundant and
overlapping processesoverlapping processes• IT staffingIT staffing
• ERP SolutionERP Solution
• Business StrategyBusiness Strategy
Lack of a cohesive Lack of a cohesive business modelbusiness model
Existing structureExisting structure Political issuesPolitical issues
Existing pay & benefit Existing pay & benefit plansplans CostlyCostly Lack of internal equity Lack of internal equity
among business unitsamong business units Negative impact on moraleNegative impact on morale
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Renewal’s New VisionRenewal’s New Vision
Existing Vision:Existing Vision: To provide innovative IT solutions to all commercial public To provide innovative IT solutions to all commercial public
sector, and higher education organizationssector, and higher education organizations
New Vision:New Vision: To provide innovative and affordable IT To provide innovative and affordable IT
solutions to all customers through the solutions to all customers through the effective optimization of our diverse and effective optimization of our diverse and unified talent pool; utilizing organizational unified talent pool; utilizing organizational communication and commitment. communication and commitment.
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Time Line – A Map of the FutureTime Line – A Map of the Future
Phase 1: Organizational Structure
2 Months
Phase 3:“My Renewal”
4 Months
Phase 2: Systems Integration
9 Months
1. Initial meeting with C-Suite• Create a new, unifying vision• Generate buy in for new plan2. Meeting with 28 existing
CEO’s• Gain buy in• Identify & address potential
problems
3. Talk to employees• Administer general satisfaction
survey• Communicate new vision &
goals Answer questions & address
concerns4. Meet with 28 CEO’s• Unveil new org chart• Inform them of new
assignment; allow them to begin to assemble their team
5. Contact individual HR departments
• Conduct job analysis• Conduct salary analysis6. Prepare report for C suite to
review. • Compile data from general & salary
surveys and job analysis • Report includes cost cutting
suggestions
7. Investigate and select outsourcing vendors
• Payroll• Benefits – Employee self service8. Systems Testing• Running of parallel systems
9. Unveil new plan to employees• Bring CEO’s into the step to
assist with the Plan• Need to demonstrate how the
newstructure will benefit them
10. Roll out new compensation & benefit plan
11. Review & Audit• Remove parallel systems12. Dissolve Task Force• Integrate members into SBUs13. Continue Integration &
Follow Up• Project completion
Overall integration project to be completed within 18 months
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Internal Consulting TeamInternal Consulting Team
Create a Weston Consultant GroupCreate a Weston Consultant Group Hold Expert Knowledge Hold Expert Knowledge
• Global information management consultingGlobal information management consulting
• Specialization in benefit, pension, payroll, and Specialization in benefit, pension, payroll, and delivering software vendor solutionsdelivering software vendor solutions
Cost effectiveCost effective• Eliminates high cost of external consultantEliminates high cost of external consultant
• Weston group is already familiar with Renewal’s culture Weston group is already familiar with Renewal’s culture and processesand processes
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Gap Analysis – Relationships of Gap Analysis – Relationships of RenewalRenewal
Observations, Recommendations and Deliverables
CurrentStatus
Personnel Processes DataInput/Output
Skills &Competencies Culture
GapAnalysis
Personnel Processes DataInput/Output
Skills &Competencies Culture
Identification of Pain Areas
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Gap Analysis – Recognizing Gap Analysis – Recognizing ImpactsImpacts
Develop “As Is” BaselineDevelop “As Is” Baseline Process Mapping and FlowchartsProcess Mapping and Flowcharts
Define desired end stateDefine desired end state
Identify OpportunitiesIdentify Opportunities Eliminate redundancies within SBUsEliminate redundancies within SBUs Streamline processes through consolidationStreamline processes through consolidation
Identify RisksIdentify Risks Data discrepanciesData discrepancies Missing competenciesMissing competencies Future compatibilityFuture compatibility
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Gap Analysis – Ensuring the Gap is Gap Analysis – Ensuring the Gap is ClosedClosed
Performance Improvements must be measuredPerformance Improvements must be measured
Training is developed and standardizedTraining is developed and standardized
Resistance will be addressedResistance will be addressed
Needs to be conveyed and engrained in cultureNeeds to be conveyed and engrained in culture
Champions identified from top and bottomChampions identified from top and bottom
Information shared and feedback encouragedInformation shared and feedback encouraged
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The Future of Renewal – Organization The Future of Renewal – Organization ChartChart
Scott Blanchard Chairman & CEO
CIO
EVP Business
Development
Chief LegalCFOJason WestonCOO
EVP HR
EVP Change Manageme
nt
Board of DirectorsAnd/or
Planning Committee
ChangeInitiatives
IntegrationTask Force
IT Staffing and Recruiting
EnterpriseSolutions
Business Strategies
New SBU’s
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Incentive ProgramsIncentive Programs
Profit Sharing PlansProfit Sharing Plans Distribute a fixed percentage of total organizational Distribute a fixed percentage of total organizational
profits to employees.profits to employees.
Suggestion SystemsSuggestion Systems Formal method of obtaining employees’ ideas about Formal method of obtaining employees’ ideas about
improvementsimprovements
Reward based on the successful use of an ideaReward based on the successful use of an idea
Benefit Program
Cafeteria Plan (Section 125)Cafeteria Plan (Section 125) Increase employee choicesIncrease employee choices
Cost will be offset by payroll savingsCost will be offset by payroll savings
Ability to shift cost to employeeAbility to shift cost to employee
Tax benefitsTax benefits
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Hybrid Payroll SolutionsHybrid Payroll Solutions
Stand-alone Payroll PackageStand-alone Payroll Package Select and use desired applicationsSelect and use desired applications Flexible systems Flexible systems User friendly intuitive interfaceUser friendly intuitive interface
UltiPro HRMS Payroll SolutionUltiPro HRMS Payroll Solution Applicable for companies with 10,000+ employeesApplicable for companies with 10,000+ employees Manager and employee self-serviceManager and employee self-service Web based benefits open enrollmentWeb based benefits open enrollment Many optional modules available to meet specific Many optional modules available to meet specific
needsneeds
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Successful Change ManagementSuccessful Change Management
Employee’s participation in decision making Employee’s participation in decision making Effective communication among all levelsEffective communication among all levels Full support and authority of change departmentFull support and authority of change department Alignment of leadership stylesAlignment of leadership styles Suggestion incentive system – Promotes employee Suggestion incentive system – Promotes employee
buy inbuy in Establishment of effective training programsEstablishment of effective training programs Commitment at all levels of the organizationCommitment at all levels of the organization
Acknowledgement of former cultureAcknowledgement of former culture
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Change ManagementChange Management
Solicit employee participation through Solicit employee participation through committeescommittees
Internal surveys Internal surveys General satisfactionGeneral satisfaction Job analysisJob analysis Salary surveysSalary surveys
Creation of a permanent Change Management Creation of a permanent Change Management DepartmentDepartment Allow for smooth transition of future acquisitionsAllow for smooth transition of future acquisitions
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CommunicationCommunication
Focus differs according to levelFocus differs according to level Top management :compensation strategiesTop management :compensation strategies Mid-management : how to link performance Mid-management : how to link performance
evaluation and compensation sysevaluation and compensation sys General Employees: compensation policy, Detail, General Employees: compensation policy, Detail,
ProcedureProcedure
Intranet system – Offers a centralized location for Intranet system – Offers a centralized location for organization communicationorganization communication
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MyRenewal – The Community MyRenewal – The Community PortalPortal
Conveys brand identity and messageConveys brand identity and message
Promotes cultural cohesionPromotes cultural cohesion Use across all business unitsUse across all business units
Centralizes necessary tools and resourcesCentralizes necessary tools and resources Project managementProject management Knowledge management Knowledge management
Relevant newsRelevant news AcquisitionsAcquisitions
FeedbackFeedback Survey repositorySurvey repository
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MyRenewal – MyRenewal – The Community PortalThe Community Portal• Communication for stakeholders:Employee Center
• Benefits • Workflow• Training & Development• Organization Bulletins
Client Center• Case Issue Resolution• eRooms• Vendor Links
Investor
Center
ClientCenter
Employee Center
MyRenewal
Investor Center• Financial Reports• Market Analysis
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Hybrid Performance Appraisal Hybrid Performance Appraisal SystemSystem
Components:Components: MBO-Management by objectivesMBO-Management by objectives
360 Degree evaluation360 Degree evaluation
BSC-Balance Score CardBSC-Balance Score Card
Broad Band Salary DesignBroad Band Salary Design
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Performance ManagementPerformance Management
Set clear business and department goals with Set clear business and department goals with employees and mid-level managers on an annual employees and mid-level managers on an annual basisbasis
Evaluations based on team performanceEvaluations based on team performance
Evaluations from multiple sourcesEvaluations from multiple sources Multi-manager (fair for cross-function projects)Multi-manager (fair for cross-function projects) Employees of other departments (encourages cooperation Employees of other departments (encourages cooperation
and integration )and integration ) Team membersTeam members
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Performance Management Performance Management ContinuedContinued
Reduce but broaden salary level—Pay by Reduce but broaden salary level—Pay by competency not positioncompetency not position Retain highly professional workersRetain highly professional workers Maintains organizational structureMaintains organizational structure Reduce resistance of position cuttingReduce resistance of position cutting
Frequency Frequency After every project, 6 Month, 1 YearAfter every project, 6 Month, 1 Year
Long-term: Lead in BSC for each sectorLong-term: Lead in BSC for each sector Look after both short term profits goal and core competitiveness Look after both short term profits goal and core competitiveness
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On Boarding EmployeesOn Boarding Employees
Ensure understanding across the boardEnsure understanding across the board
Prepare and Offer TrainingPrepare and Offer Training Training modules with e-system (UPK)Training modules with e-system (UPK) Create incentives for training attendanceCreate incentives for training attendance
Continually Communicate Change!Continually Communicate Change!
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