Management Team Effectiveness - Amazon Web Services · Introduction > Lead out the HR Solutions...
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Transcript of Management Team Effectiveness - Amazon Web Services · Introduction > Lead out the HR Solutions...
Management Team EffectivenessEffectiveness
Brenda FlynnHR Solutions Managerg
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Introduction
> Lead out the HR Solutions team
> Our expertise p‐ HR integration process (pre and post merger)
Organisation review process‐ Organisation review process
‐ Change management programmes
‐ HR audit reviews
‐ HR compliance
‐ Helpdesk support
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Management Team Effectivenessg
Agenda
> Right management team to deliver on the strategic g g gplan – fit for purpose
> Pro ess to be ndertaken ho ?> Process to be undertaken – how?
> Management team effectiveness
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Strategic Plang
> Agreed strategic goals
> Implementation plan – achieve objectivesp p j
> People and resources
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ill i b hi d?How will it be achieved?
Is the management structure going to deliver on strategy?
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Great things in a business are never done by one person, they are done by a team of people – Steve Jobs
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Management Structure Reviewg
O iOur experience> Wrong structure in place / lack of a management function> Too reliant on the CEO> Too reliant on the CEO> Key functions absorbed across a number of roles> The structure is not organised or focused to implement strategy –g p gy
too operational> Pressure points – time / resources
k f bili / kill i k> Lack of Capability / skills in key areas> Lack of accountability – ownership of function> Ambiguity reporting lines and authority> Ambiguity – reporting lines and authority> Lack of succession planning> No measures– KPI’s
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Organisation Structure – High Levelg g
CEOCEO
Operations Leader
Marketing / Business
Development L d
Risk and Compliance
Head of Lending
Head of Finance
Leader
Member Services Loan Officers Credit Control AdministrationServices
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Strategic Goalg
To achieve a 17% growth in loans issued
Head of LendingBusiness
Development / Marketing ResourceMarketing Resource
Member Services / ff
Overall organisation
Loan Officers structure ‐Resourced and kill d
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skilled
Management Structure Reviewg
CEO – Lead from the top> Is the role clearly defined?Is the role clearly defined?
> Job description is led by the strategic plan
> Ask the hard questions – job description v role
> Focus of energy (operational v leadership)Focus of energy (operational v leadership)
> Extraneous operational tasks
> Decision making / control
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Management Structure Reviewg
> D l t l f CEO di tl li k d t> Development goals for CEO – directly linked to objectives of strategic plan
> Defined management teamDependent on a strong unified and aligned management functionDependent on a strong, unified and aligned management function
Strengthen – support leadership and strategy Lead day to day operationsy y p Functional HeadMotivate and lead teams / individualsMake decisions Support succession planning
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Process
Step 1 Step 2 Step 3 Step 4Step 1Existing Structure
Step 2Critical Analysis
Step 3Design new Structure
Step 4Implement the changeSt uctu e a ys s St uctu e t e c a ge
Get the expertise ‘too close to the bone’Get the expertise – too close to the boneAppetite to change / committed
Engage existing team
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Engage existing team
Management Structure Reviewg
Step 1: ‘as is’> Map out existing structureMap out existing structure
Existing roles / title
F nction Function
Layers / reporting lines
Responsibilities of each role
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Management Structure Reviewg
Step 2: Analyse
Review against strategic planReview against strategic plan> SWOT analysis
> Challenges of the current structure
> Cross over functions> Cross over functions
> Conclude on people skills / talent
> Person / job fit
> Gaps – role and skills> Gaps role and skills15
Management Structure Reviewg
S 3 O iStep 3: Optimum Robust Management Structureg
> What does good look like – positions, reporting lines> Define each role – job and person specification> Competencies / skills required> Align your people to the roles> Person / job fit> Key performance indicators (KPI’s)
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Transition Process
NewExisting
ChangeChange
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Management Structure Reviewg
St 4 T itiStep 4: Transition Implement the change
> Protect what works well> Enhance the management team – new hiresg> Increase operational support> Realign roles and people – person / job fit> Difficult decisions – exit strategies> Coaching / training> Retention strategies> Investment – people development> Key performance indicators (KPI’s)> Key performance indicators (KPI s)
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The Organisation Structure is not just about role and people – relationship between the two
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Management Team Effectivenessg
S f lSuccessful managers> Know the organisation goals – strategic direction> Focused in the pursuit of the organisation objectivesobjectives
> Know their specific roleh l k h h> Concentrate on this role to make sure that the
organisation objectives are achieved> Build and lead their team> Effective people management skillsEffective people management skills
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Management Team Effectivenessg
• Weekly management meetings• Weekly management meetings• Monthly staff meetings• Communication of the strategic plan• Update on progress of implementation
Communication• Update on progress of implementation• New developments• Information sharing / training• Inclusive• Inclusive
• Clearly defined role descriptions – all staff • Meaningful performance management programmePerformance
Mp g
• KPI’s – measures• Formal / informal feedback
Management
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Management Team Effectivenessg
• Understand training needs – skills gap• Training needs analysis• Balance of technical / soft skills
Training and • Balance of technical / soft skills• Coaching / personal development• Make it meaningful – value adding
Development
• Policies and procedures – integrated• Identify and manage HR related issues / concerns
HR F k • Reward and recognition
• Where does HR sitFramework
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Management Team Effectivenessg
• Goal orientated• Communicate effectively• Engage• Recognise strengths and weaknessesPeople • Recognise strengths and weaknesses• Decisive• Listen
People Management
Skills• Collaborate• Personal / team development
Skills
• Feedback / recognition
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What are the prioritiesp
> Get the management structure right ‐ ‘fit for purpose’
> Review where you are at – ‘audit’
> Get help e pertise to deli er / dri e the pro ess> Get help – expertise to deliver / drive the process
> Focus on the effectiveness of your management team – driving operations and strategy
Stay the course – implement
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Thank You
Brenda Flynn
HR Solutions
Russell Brennan Keane
T: +353 9064 80600
Disclaimer
While every effort has been made to ensure the accuracy of information within this publication is correct at the time of going to print, Russell Brennan Keane do not accept any responsibility for any errors, omissions or misinformation whatsoever in this publication and shall have no liability whatsoever. The information contained in this publication is not
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intended to be an advice on any particular matter. No reader should act on the basis of any matter contained in this publication without appropriate professional advice.