国外工业PPT模板(1).ppt

* [MM/DD/YYYY] * [MM/DD/YYYY] * To protect the confidential and proprietary information included in this material, it may not be disclosed or provided to any third parties without the approval of Hewitt Associates LLC. Creating Sustainable Change through Organizational Alignment and Managing an Increasingly Diverse WorkforceFebruary 18, 2008 NASSCOM India Leadership Forum 2008 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,