企业重组的五项关键要素.docVIP

企业重组的关键要素 Vision/期望：期望是必须的，以便所有的人面向同样的目标。期望是人们所愿意看到的一幅图画，描述人、产品、服务、过程、设施、文化、客户。组织中的每一个人必须能够看到和理解所期望的目标，以便所有的决策和行动都使组织朝着那个目标更近一步。没有期望，组织将困惑或不能集中力量。 Skills/技能：技能是人们在新的流程中执行任务所必须的能力。技能包括技术的、领导的、人际关系的能力。没有这些能力，每个人会变得焦虑，并且没有能力达到所期望的表现。 Incentives/激励：没有激励，人们就不会改变或者只做较少的变化。激励包括认可和回报，还有个人将来所在的位置。人们获得激励，组织就能取得变革的目标。 Resources/资源：资源包括人、资金、信息、设施和其它必要设备。没有资源，人们面对变革的命令和期望，束手无策，变革就不现实了。 Action Plan/行动计划：行动计划包括活动、责任和预期时间。没有行动计划，人们就不知道下面该做什么，或者如何使不同的行动趋向同一目标。 Vision 首先为企业战略确定正确的发展方向Get your strategy right first. If you dont know where you are going, any direction will do. Without a strategy, there is no organizational direction or focus for deciding what processes to reengineer for competitive advantage. You may run the risk of solving the wrong problem. 阐释变革的必要性Create the case for action. A case for action is the rationale or the why for reengineering. When communicated, the case for action creates the urgency for the change. It must be both persuasive and factual, and make clear the cost of inaction. 建立为大家所认同的企业目标Develop a concrete, meaningful vision that is shared company-wide. A vision that is not shared is worthless. The vision must be understandable to the entire organization so that each individual will see what he or she must do differently to achieve the new vision. It must focus on operations and be measurable. 将繁重的任务与企业目标紧密相连Set awesome performance targets tied to the entire business unit. You should have two aims in setting goals: Get people to think outside the box and clearly connect what theyre trying to change to a business agenda (dollars). Be sure to include projected financial statements for the organization with and without the results from reengineering. 不要有任何死角Allow no sacred cows. If top management says that some aspect of redesign cant be touched - such as organizational structures or HR systems - then lasting change is unlikely to occur. Dont give people a clean sheet charter if you dont mean it, but realize that reengineering requires a clean-sheet cha