assessment & integration
Post on 01-Nov-2014
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CustomerRequirements
Bridging gaps
OrganizationalAssessment
Benchmarking
Measurements
Competencies
BrokerIntegration
S.W.O.T Strategic Fit
Integration Plan
The Project
Objective:
Review and assess the organization, structure, and competencies to determine how Sales & Marketing and Supply Chain and Staff work effectively and identify process improvements functions and systems opportunities.
Purpose
To identify: roles and responsibilities- Who does what?
Organizational Hierarchy – How do we Work?
Systems and processes – Best in Class
Communication relationships – Who speaks to whom?
Assess Communication Structure and Working Relationships - Example
VP Sales President
VP Business DevelopmentVP Business Development
VP Sales FoodManager EastManager West
VP Sales Mass Director Club
VP Channel Sales
Region Managers Local / Retail / Account Management
National Accounts VP’s
Methodology
Team HR to conduct business needs analysis and report all findings and recommendations on how best to effectively organize Phase One utilize “Diagnosis and Test” technique and organization analysis.
Team HR will:
1. Asses the organization, target & goals2. Asses the fit between Right Fit &
Consumer Brands Strategy3. Strategic Vision - Not a Destination4. Asses programs and development
– Budget & Forecasting– Sales Planning– Headcount & Redundancy Plan
Action Plans
• Conduct Due Diligence Process
• Complete audit of Organizational & Competencies – Entrepreneurships– Strategic thinking and execution of plans– Making plan– Know your business – Management skills– Situational Leadership
Action Plans
• Asses internal & external business services. Including the following
– Action Planning– Deduction Management– Customer Service– Promotional Purposes– Sales Administrative Functions– Financial Functions– IT– Supply Chain– Manufacturing– Staff functions
Account & PrincipalManagement
Example - Organization Review:
Retail Service Administration & Customer Service
Marketing Department
How to manage those segments and how to communicate Question to be answered concerning the Organization: How do we communicateWhat is the compensation / incentive planHow do we define roles & responsibilitiesWhat is the transition timing? Relationships / services of HQ toward Field Relationships Field / Staff
Assess perception of
current performance
on key indicators
Assess perception of
current performance
on key indicators
Identify “areas” of
prioritization which map indicators
most likely to drive critical
success
Identify “areas” of
prioritization which map indicators
most likely to drive critical
success
Collect current data from
Collect current data from
Identify key dimensions
and indicators targeted
Identify key dimensions
and indicators targeted
“The Process Check”
Action Plans1. Interview Vice Presidents2. Review HR Systems3. Determine Organization effectiveness and structure
4. Set priorities for organizational design:
5. Conduct 360 Degree feedback test with AEs
6. Alignment: to what extent will current Sales organization accomplish strategy
7. Integration Plan
8. Customer focus
9. Resources availability
10. Timing and Next Steps
Process ReviewStrategy / capability / organization assessment
Current Future
Strategy
Organization capability
Management actions
Elements of a successful organization-
Shared mindset To what extent does Leaders have the right shared mindset?
Competence To what extent does subordinated have the required competencies (knowledge, skills and abilities) to reach future goals?
Consequence To what extent does Organization have the right performance management system to reach future goals?
Governance To what extent does the right organizational structure, communication systems and policies to reach future goals exist now
Work improvement process / capacity for change
To what extent do we have the ability to improve work processes, to change, and to learn in order to reach future goals.
Leadership To what extent do we have the leadership required to reach future goals and commitment?
Resource Diagnostic and Allocation
ResourcesTo what extent is the department characterized by the following
ScoreSeldom = 1Often = 5
Control: Employees control key decision making processes about how work is done
Commitment: Employees have a vision and direction that commits them to working hard
Challenging work: Employees are given challenging work that provides opportunities to learn new skills
Collaboration / teamwork; Employees work in teams to accomplish goals
Culture: the work environment provides opportunity for celebration, fun, excitement, and openness
Compensation: Employees share gains for work accomplished
Explain – the Why?
Communication: Employees enjoy open, candid, and frequent information sharing with management
Concern for due process: each individual is treated with dignity and differences are openly respected and shared
Computers and technology: Employees have access to and use of technology that makes their work easier
Competence: Employees have the skills to do their work well
Score
Resource Diagnostic and Allocation
Competencies
Assessment process
Gain Agreement of Assessment Tool
& Competencies
Interview Managers & Supervisors for input Conduct organizational analysis
Conduct Internal Assessments
ContactCandidates’Supervisors
Establish Mangers & SupervisorRanking
ReviewRanking withSenior Management
ObtainAdditionalInput from Managementteam
Give Feedback
Assist in integration
Monitor transition & Team
Conductin-depth interviews
Obtain Competencyassessment
Prepare confid. reports on Manger & Supervisor
Which competencies are on your team?
Managers
Staff
HQ
Store Brands
Business Development
International Sales
Knows the Business
Leadership People Skills Values
Competency Review
Standards: What are the standards (and consequences) required to accomplish our strategy?
• Building Performance Management System• What are we trying to accomplish?
1. How should we measure it? 2. What are Behaviors and Outcomes3. Individual and team assessments
• How can we tie rewards to measurements?• Rewards and Recognition?
Competency Review
What competencies are needed to make this organization work?
Competencies: What are the competencies required to accomplish our strategy?• Competence audit • Assessing people against competencies (entrepreneurship, think
strategically, know the business, make money, leadership, people skills, corporate values)
• Competence enhancement• Staffing (in, up, out)• Development and Learning
1. Competence to results2. Individual to team3. Bounded to unbounded4. Shelf to tailored5. General Management to process
Brand Marketing
Finance Customer Service
Logistics Retail Operations
Food
Mass & Drug
Club
Store Brands
Business Development
International Sales
Brands: Which functions are Best Class?
How to Hold Organization AccountableHow are we going to monitor success? How do we hold each team member accountable? How do we manage them? How do we make sure we deliver?
•Cost, Speed, Service, Quality, Innovation •Review profit, volume share•Trade spending•Communication process•Time in market•Growth of our brands•Information sharing•Broker Incentive Program•Shared Services Integration•Measurement against objectives•Training •Involvement senior management•Deployment planning and capability reviews•Market share analysis and Customer data• Evaluations with all levels of organization
Assess the Organization:• Organization design: What should be the
structure of the organization
• Roles & Responsibilities (how many levels, what roles, what reporting relationships, what division of labor
• Analyze and evaluate all positions
The Report
• “S” Strength
• “W” Weakness
• “O” Opportunities
• “T” Threats
Conclusion:
Benchmark Practices
Offer – The What?
Demonstrate HR’s contribution
1. Strategic alignment of the HR function to the business2. Value creation (ensuring that the HR architecture and programming
integrates with functional action planning and implementation process)
3. Cost control (driving out costs in the HR function and enhancing operational efficiency outside HR)
4. HR will to play an active role at the ‘strategy development table’ and business meetings and processes.
5. HR will be a process facilitator - in distribution, logistics, warehousing 6. Focus not only on strategy itself, but also on business plan
implementation - often strategy is too vague for employees to understand and therefore implement effectively
7. Focus HR strategy implementation rather than content which will differentiate unsuccessful from successful HR leadership
HR will create measurement systems that focuses on:
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