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

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Stru

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Timline: People and Culture

51

Lead

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tPe

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Inn

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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

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


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


Outline


Shop Floor Management

82

Objectives


Outline


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


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