Assessment & integration

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Customer Requirements Bridging gaps Organizational Assessment Benchmarking Measurements Competencies Broker Integration S.W.O.T Strategic Fit Integration Plan

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Transcript of Assessment & integration

Page 1: Assessment & integration

CustomerRequirements

Bridging gaps

OrganizationalAssessment

Benchmarking

Measurements

Competencies

BrokerIntegration

S.W.O.T Strategic Fit

Integration Plan

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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.

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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?

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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

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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.

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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

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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

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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

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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

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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”

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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

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Process ReviewStrategy / capability / organization assessment

 

  Current Future

Strategy 

   

Organization capability 

   

Management actions 

   

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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?  

 

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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?

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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

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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

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Which competencies are on your team?

Managers

Staff

HQ

Store Brands

Business Development

International Sales

Knows the Business

Leadership People Skills Values

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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?

 

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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

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Brand Marketing

Finance Customer Service

Logistics Retail Operations

Food

Mass & Drug

Club

Store Brands

Business Development

International Sales

Brands: Which functions are Best Class?

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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

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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

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The Report

• “S” Strength

• “W” Weakness

• “O” Opportunities

• “T” Threats

Conclusion:

Benchmark Practices

Offer – The What?

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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: