国外工业PPT模板.ppt

,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,Click to edit Master title style,*,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,Click to edit Master title style,MM/DD/YYYY,*,Click to edit Master title style,MM/DD/YYYY,*,Creating Sustainable Change through Organizational Alignment and Managing an Increasingly Diverse Workforce,February 18,2008,NASSCOM India Leadership Forum 2008,软件开发,Business Events have Huge Change Management Implications,Post Merger Alignment,Combines two legacy organizations to realize synergies,Innovation&Growth,Focuses on generating new ideas and products,Outsourcing,Transitions services and transactions to external providers,Global Expansion,Sources new markets or talent for top-line growth or for cost arbitrage,Change in,Ownership,Alters ownership,priorities of operations and deliverables,Technology,Implementation,Realigns application portfolios,automates transactions,Cost,Optimization,Reduces costs and associated resources,Restructuring,Realign units for better performance&quality,Transactions,Transformation&Expansion,Commitment:Do we have leadership commitment and stakeholder support?,Consequence:Are we measuring and rewarding desired behavior?,Communication:How,what and when should we communicate?,Capability:Do we have the resources and capabilities to achieve this?,Culture/Org.:What cultural nuances should we take into account?,Change Challenges Clients Typically Face during Transformation,Change challenges/risks,companies,typically experience,Recommended best,practices,Define success as“get the technology up”,instead of defining success as“end-users adopted desired behaviors”,:,Ensure project team and sponsors define success as behavior change,Clearly define desired behaviors(e.g.“stop/start/continue”doing),Define and track metrics indicating adoption of desired behavior,Develop“consequence management”plan to encourage desired behaviors and discourage unwanted behaviors,Stakeholders,especially managers,are resistant to the change(e.g.using work-arounds or continue to use old system),or have emotional reactions to the change,Conduct a stakeholder analysis to understand which and how employees are impacted,their concerns,how to best address those concerns,Develop“whats in it for me”messages tailored to managers and other key stakeholder groups,Conduct workshop to support“personal transitions”,Develop tailored and timely 2-way communications,Insufficient engagement from sponsors and leaders,:,Develop strategy for involving sponsors and leaders in leading the change and holding them accountable for the results,Provide sponsors and leaders with on-boarding and skill-building sessions,Hold regular check-ins with sponsors and leaders,Insufficient Change Management capability and/or resources on client team,Outline the role and required skills of Change Team members and select and fully staff based on the role,profile(s,),Provide Change Team with on-boarding and skill-building sessions,Hold regular reviews of change management lessons learned,Managing Change,Change is,Events,Situational,Outcome-oriented,Relatively Quick,Transition is,Experiences,Psychological,Process-based,Gradual&Slow,The Human Dynamic in Change,Organization Momentum,Time,“Change is exciting”,“Our company is taking a bold step”,Fear/uncertainty,“What does this mean for me?”,“What are my priorities now?”,Paralysis,“I cant act with all this uncertainty”,“My highest priority is to stay on top of the integration news”,Adaptation,“Train is leaving,I better get on”,“Its hard,but we can do it”,Commitment,“It is the right thing to do”,“We will succeed”,Departure,“This is not something I want to be part of”,“Ill do what is necessary to survive”,Withdrawal,Early euphoria,Engaging Employees Across Diverse Geographies,National Culture,Organizational Culture,Values,Practices,Family,Work,School,8,Engaging Employees in,Transition,Sell the“Whats in it for me?”,Motivate employees with the right messages,Give employees a reason to care,Brand the culture,Re-define expectations and commitments,Educate and promote the value to employees,Sustain employee behavior change,Keep the brand alive,Actively measure and manage,Align programs,communications,and delivery,Create a consistent experience,Reward/reinforce the right behaviors,Definition of Engagement,How much I,like,things here.,How much I want to and,actually do,improve our business results.,Engagement,Satisfaction,How much I,want,to be here.,Commitment,Three key behaviors that,indicate strong engagement,Say!,Stay!,Strive!,Engagement is a state of emotional and intellectual engagement,Integration of Internal&External Brand,Best employer branding then is a way to brand your entire annual investment in people in order to get employees moving in the same direction toward some greater outcome than the sum of the silos.,The promise statement that,appears in your,external,marketing(To Customers),Brand promise that aligns,and compliments the external,promise(To Employees),“,Value Proposition”,Internal Brand Positioning,External Brand Positioning,The key thing helping employees see the connection,between the promise for them and the promise for,customers that they are charged with delivering,What do you want of me?,Whats in it for me?,Southwest Airlines Case,Southwest Airlines is known for its unique business culture and outstanding performance for a length of time.,Profit in 2001:US$511 million(profitable for 29 consecutive years),Fewest customer complaints(2000,2001),Employees:34,000,Highest load factor*in industry(70.5%,2000),High retention rate(93%in 2000,96%in 2001),Employer of choice by Fortune(97 01),*Percentage of paying customers over available seats,SWA,s Employer Brand,“,FREEDOM”,“,Freedom Begins With Me”,“,The Freedom to Fly”,To Employees,To Customers,The Glue,To,Employee,To,Customer,Icons,used in,HR practices,Logos,SWA,s,Employer Brand:Consistent Visual Identity,