1© 2009 PeopleFirm. All rights reserved.© 2009 PeopleFirm. All rights reserved.
Introduction to PeopleFirm
2© 2009 PeopleFirm. All rights reserved.
PeopleFirm: our focus
We’re a consultancy
passionate about our
singular mission:
...
3© 2009 PeopleFirm. All rights reserved.
PeopleFirm: our focus
We are a leader in designing and leading change
management ...
4© 2009 PeopleFirm. All rights reserved.
introduction to PeopleFirm
 A woman-owned consulting firm with 3 founding partne...
© 2009 PeopleFirm. All rights reserved.
People Strategy
6© 2009 PeopleFirm. All rights reserved.
The best Corporate
Strategies define an
organization’s approach
for winning in al...
7© 2009 PeopleFirm. All rights reserved.
what is a People Strategy?
Define, design, and implement a strategic vision
for c...
8© 2009 PeopleFirm. All rights reserved.
connecting your people strategy to your
corporate direction
Business
Strategy
• C...
9© 2009 PeopleFirm. All rights reserved.
Optimization
Differentiation
Foundations
Alignment
PeopleFirm's People Strategy F...
10© 2009 PeopleFirm. All rights reserved.
there is not one right path, just the best
path for your organization
Alignment
...
11© 2009 PeopleFirm. All rights reserved.
Foundation Optimization
Alignment Differentiation
Efficiency
Effectiveness
how d...
12© 2009 PeopleFirm. All rights reserved.
Optimization
Differentiation
Efficiency
Effectiveness
Alignment
Foundation
how d...
© 2009 PeopleFirm. All rights reserved.
Your People = Your Business
Organizational Performance
14© 2009 PeopleFirm. All rights reserved.
organizational performance: helping you build
a high performance teams
Employee
...
15© 2009 PeopleFirm. All rights reserved.
common challenges or needs related to
building high performance teams
 We are e...
16© 2009 PeopleFirm. All rights reserved.
engaging employees is not just nice…
it’s a business imperative
Employee engagem...
17© 2009 PeopleFirm. All rights reserved.
we build customized approaches based
on your organization's unique needs
Common
...
Your People = Your Business
Talent Management
19© 2009 PeopleFirm. All rights reserved.
Foundation Optimization
Alignment Differentiation
Efficiency
Effectiveness
talen...
20© 2009 PeopleFirm. All rights reserved.
status of talent management
Common challenges for many
organizations today:
Unc...
21© 2009 PeopleFirm. All rights reserved.
status of talent management:
multiple vendors
2007 i4CP data
22© 2009 PeopleFirm. All rights reserved.
Alignment Differentiation
Foundations Optimization
efficiency
effectiveness
Focu...
23© 2009 PeopleFirm. All rights reserved.
Our view ensures inclusion of all elements of the
lifecycle for true process def...
24© 2009 PeopleFirm. All rights reserved.
our talent management offerings
TM Foundation Assessment – assess
the current st...
© 2009 PeopleFirm. All rights reserved.
PeopleFirm:
a leader in change management
26© 2009 PeopleFirm. All rights reserved.
the change curve
Choice:
Stay or Go Forward
27© 2009 PeopleFirm. All rights reserved.
how do we move people
from awareness to ability?
awareness access
 build an und...
28© 2009 PeopleFirm. All rights reserved.
our approach:
practical, holistic, responsive, fluid
 Assess
 How big is the c...
29© 2009 PeopleFirm. All rights reserved.
our approach:
PeopleFirm’s 5 core change disciplines
.
Align
Organization
Identi...
30© 2009 PeopleFirm. All rights reserved.
our appraoch:
best practices
Integrate
commitments in
leader and middle
manageme...
Your People = Your Business
www.peoplefirm.com
PeopleFirm, LLC
2201 Sixth Ave. Suite 1516
Seattle, WA 98121
Your People = ...
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Why PeopleFirm

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  • A People Strategy is the translation of a business strategy into a roadmap for implementing organizational and people investment priorities.A People Strategy will create value and drive differentiation.A People Strategy provides the framework for creating talent management initiatives to increase employee engagement and deliver improved financial results.A People Strategy is specific to the needs of a business.A People Strategy evaluates trade-offs and requires specific investment choices.A People Strategy is a multi-year roadmap jointly owned by HR and business leaders.
  • Why PeopleFirm

    1. 1. 1© 2009 PeopleFirm. All rights reserved.© 2009 PeopleFirm. All rights reserved. Introduction to PeopleFirm
    2. 2. 2© 2009 PeopleFirm. All rights reserved. PeopleFirm: our focus We’re a consultancy passionate about our singular mission: helping our clients achieve a competitive advantage through their people. PeopleStrategy Organizational Performance Talent Management Change Management
    3. 3. 3© 2009 PeopleFirm. All rights reserved. PeopleFirm: our focus We are a leader in designing and leading change management and adoption efforts that lower risks and accelerate results. Change Management We help companies design and optimize how they manage talent across the full employee lifecycle from entry to exit, and beyond.Talent Management We assess organizational investment options across all areas related to people and talent management with the goal of selecting the best investment portfolio to drive the organization's strategy. PeopleStrategy Organizational Performance We improve organizational performance using an approach that addresses all aspects of employee engagement and teamwork.
    4. 4. 4© 2009 PeopleFirm. All rights reserved. introduction to PeopleFirm  A woman-owned consulting firm with 3 founding partners:  Tamra Chandler: CEO  Beth Montag-Schmaltz  Marcus Scott  Experienced team averaging 12 – 20 years  75% of team hold advanced degrees in organization development, or industrial/organizational psychology, and business
    5. 5. © 2009 PeopleFirm. All rights reserved. People Strategy
    6. 6. 6© 2009 PeopleFirm. All rights reserved. The best Corporate Strategies define an organization’s approach for winning in all three markets. Capital Customers Labor 1 2 3 every organization is competing in three markets
    7. 7. 7© 2009 PeopleFirm. All rights reserved. what is a People Strategy? Define, design, and implement a strategic vision for competing in the labor market. Establish a prioritized investment plan in the human side of your organization. The specific goal: Achieving your business strategy.
    8. 8. 8© 2009 PeopleFirm. All rights reserved. connecting your people strategy to your corporate direction Business Strategy • Corporate Strategy • Key operational drivers • Key events including product launches / market shifts • Growth plans including acquisitions People Strategy • Desired organizational outcomes including: •Talent needs and impacts by key employee segment •Desired organizational performance and behaviors •Talent process investment priorities and needs •Employee Value Proposition HR Strategy • HR strategic initiatives • HR services and capabilities • HR policies, practices, and activities • HR scorecard a people strategy defines how to enable a corporations unique business strategy and defines the course of action and focus for HR
    9. 9. 9© 2009 PeopleFirm. All rights reserved. Optimization Differentiation Foundations Alignment PeopleFirm's People Strategy Framework Efficiency Effectiveness Alignment Increase the connectedness of your people to your strategic imperatives through improved organizational structures, employee engagement, and enhanced communication, and collaboration. Differentiation Design and implement a portfolio of people investments to further drive your strategic vision and deliver a differentiated experience for your people and your customers Foundations Ensure core Talent Management systems and processes are in place to support effective management of the employee lifecycle. Optimization Improve business and talent related decisions, optimize resource usage and enhance your employee’s careers and experiences.
    10. 10. 10© 2009 PeopleFirm. All rights reserved. there is not one right path, just the best path for your organization Alignment Efficiency Effectiveness Differentiation Foundation Optimization The journey that defines an organization’s culture, employee experiences, talent and HR process and tools will be unique. The key question is -- Will your path be planned or reactionary? PeopleFirm has the tools to help you plan a path that aligns with your corporate strategy and fits your financial and resource capabilities.
    11. 11. 11© 2009 PeopleFirm. All rights reserved. Foundation Optimization Alignment Differentiation Efficiency Effectiveness how do you score against best practices? how should you? how do you get there? Sourcing & Recruiting Performance Management Career Planning Competency Learning Rewards and Recognition Workforce Planning Succession Planning Talent Management Maturity Measuring along the x-axis 1. Measure your organization against talent management best practices. 2. Identify your highest returning talent management opportunities. 3. Support key decisions including technology and resource investments. 4. Build a roadmap to drive improved efficiency in your talent management processes and tools across the full employee lifecycle.
    12. 12. 12© 2009 PeopleFirm. All rights reserved. Optimization Differentiation Efficiency Effectiveness Alignment Foundation how do you score against best practices? how should you? how do you get there? Employee Engagement Collaboration Knowledge Sharing Strategic Awareness & Alignment Leadership engagement Communication Structure and environment Organizational Performance Maturity Measuring along the y-axis 1. Measure your organization against Organizational Performance best practices. 2. Identify the highest returning opportunities to increase your team’s performance. 3. Build a roadmap to drive improved organizational performance across the enterprise.
    13. 13. © 2009 PeopleFirm. All rights reserved. Your People = Your Business Organizational Performance
    14. 14. 14© 2009 PeopleFirm. All rights reserved. organizational performance: helping you build a high performance teams Employee Engagement Collaboration Knowledge Sharing Strategic Awareness & Alignment Leadership engagement Communication Structure and environment Organizational Alignment Maturity Measuring along the y-axis Optimization Differentiation Efficiency Effectiveness Alignment Foundation 1. Measure your organization against Organizational Performance best practices. 2. Identify the highest returning opportunities to increase your team’s performance. 3. Build a roadmap to drive improved organizational performance across the enterprise.
    15. 15. 15© 2009 PeopleFirm. All rights reserved. common challenges or needs related to building high performance teams  We are experiencing high turnover  We need one culture, but we have a history of acquisitions  The majority of our professionals will be retiring in 5-10 years  We can’t seem to make decisions and execute in our organization  We need higher productivity– and we can’t afford more people  We want to become a “Best Places to Work” to attract and retain talent  We need more collaboration and innovation to compete  We want stronger employee engagement, but where do we begin?  Our people question our leaders commitment to key initiatives or our organizational values
    16. 16. 16© 2009 PeopleFirm. All rights reserved. engaging employees is not just nice… it’s a business imperative Employee engagement is the extent to which employees are committed to, believe in and support the company’s values, feel pride in working for their employer, and are motivated to go the extra mile.
    17. 17. 17© 2009 PeopleFirm. All rights reserved. we build customized approaches based on your organization's unique needs Common Organizational Performance Initiatives Sampling of PeopleFirm Assessment Tools ONA (Organizational Network Analysis) Alignment (PeopleFirm Alignment Methodology & Engine) Knowledge Risk Diagnostic Employee Engagement Change Risk Diagnostic Strategy alignment & execution Organizational restructuring & transformation Merger and integration Collaboration & knowledge retention Large change programs
    18. 18. Your People = Your Business Talent Management
    19. 19. 19© 2009 PeopleFirm. All rights reserved. Foundation Optimization Alignment Differentiation Efficiency Effectiveness talent management: making informed investment decisions in process and tools Sourcing & Recruiting Performance Management Career Planning Competency Learning Rewards and Recognition Workforce Planning Succession Planning Talent Management Maturity Measuring along the x-axis 1. Measure your organization against talent management best practices. 2. Identify your highest returning talent management opportunities. 3. Support key decisions including technology and resource investments. 4. Build a roadmap to drive improved efficiency in your talent management processes and tools across the full employee lifecycle.
    20. 20. 20© 2009 PeopleFirm. All rights reserved. status of talent management Common challenges for many organizations today: Unclear priorities Siloed or decentralized efforts Too many tools or divergent technologies Lack of standards / poor data consistency Weak integration Complexity from acquisitions or rapid growth Does your organization have an integrated talent management strategy?
    21. 21. 21© 2009 PeopleFirm. All rights reserved. status of talent management: multiple vendors 2007 i4CP data
    22. 22. 22© 2009 PeopleFirm. All rights reserved. Alignment Differentiation Foundations Optimization efficiency effectiveness Focus Individual Characteristics Standalone, paper-based processes with limited technology Typical components Training, performance reviews, compensation structure Technology HRIS with limited siloed data Focus Group Characteristics Key processes integrated and automated Typical components Competency-based practices, integrated processes and systems, workflow Technology HRIS with talent management solutions Focus Enterprise Characteristics Real-time workforce mgmt and optimization Typical components Continuous workforce innovation, differentiated talent solutions Technology Predictive data, business/scenario modeling Focus Organization Characteristics Fully integrated and automated processes that support your people and business strategy Typical components Strategy alignment, cultural health, workforce alignment, collabrity TM Technology Unified data, fully integrated global talent management suite common talent management attributes
    23. 23. 23© 2009 PeopleFirm. All rights reserved. Our view ensures inclusion of all elements of the lifecycle for true process definition and also incorporates:  Workforce Talent Inventory  Competencies and Skills, Experiences & Aspirations  Environmental Factors  Strategy, Leadership, Culture, Knowledge PF Employee Lifecycle talent management from the employee lifecycle & the architectural perspectives PF Talent Management Architecture
    24. 24. 24© 2009 PeopleFirm. All rights reserved. our talent management offerings TM Foundation Assessment – assess the current state, evaluate best practices, and determine the optimal path to drive value your talent strategy. Tool Selection – define requirements, evaluate available applications and tools, determine the best solution to meet your organizations needs, and plan the implementation of your talent solution. Process Design – design future state processes to support your desired employee experience. Systems Implementation –configure, test. and deploy your talent management systems. Value Enhancement – tune up and optimize the value you receive from your talent management tools and processes.
    25. 25. © 2009 PeopleFirm. All rights reserved. PeopleFirm: a leader in change management
    26. 26. 26© 2009 PeopleFirm. All rights reserved. the change curve Choice: Stay or Go Forward
    27. 27. 27© 2009 PeopleFirm. All rights reserved. how do we move people from awareness to ability? awareness access  build an understanding of the business rationale and industry drivers  build confidence in strategic decisions driving change  begin honestly communicating how people will be impacted access adopt  help them envision future possibilities and opportunities for themselves, their team, and colleagues  share implications of job impact and define new skills required for future success  help people “see” the new process flows or systems –visualize the changes from current to future adopt benefits  teach new ways to work: processes; systems; and role changes  let people take time to apply new skills and processes -- “work-out” the kinks  encourage sharing of lessons learned -- seek and listen to feedback  adjust and continuously improve new processes & systems
    28. 28. 28© 2009 PeopleFirm. All rights reserved. our approach: practical, holistic, responsive, fluid  Assess  How big is the change?  Who is impacted and how?  How much resistance is anticipated?  Is the organization ready for change?  How much investment is necessary?  Approach  Impacts on jobs and the organization  Adoption of new norms and behaviors  Learning of new tools and processes  Customizes activities to the needs of different stakeholder groups  Engages the organization’s leaders and key influencers in the change process  Apply  Execution of customized workplan  Measurement via Adoption & Health Scorecard PeopleFirm’s ACE Methodology
    29. 29. 29© 2009 PeopleFirm. All rights reserved. our approach: PeopleFirm’s 5 core change disciplines . Align Organization Identify impacts to the current organization and develop customized solutions to manage restructuring, roles and responsibility changes, and skill gaps while building the infrastructure for sustainable change. Engage Leadership Arm leaders with the tools and resources to effectively guide their teams through transition. Prepare management teams to actively lead change. Prepare Stakeholders Educate the organization on new processes and technologies to develop the knowledge, skills, and behaviors necessary to enable individuals to successfully perform in the future. Connect People Connect the right people at the right time delivering compelling messages that engage people to ‘answer the call’ for change. Measure Value Measure adoption success throughout the transition, and help capture the full impact of the changes well past completion. The PeopleFirm methodology includes 5 core change disciplines in addressing organization adoption. Our approach applies the right tools and practices from each of these disciplines to address your unique adoption challenges.
    30. 30. 30© 2009 PeopleFirm. All rights reserved. our appraoch: best practices Integrate commitments in leader and middle management review cycles and publically publish  Involve high impacted leaders and middle managers throughout the entire lifecycle of the project  Ensure change effort is tied directly to top business priorities  Align priorities, structure, processes, job roles and performance to successfully enable the change  Move high impact stakeholders through the change curve before training begins  Equip stakeholders with the right tools, skills and motivators perform in the future state  Translate the business case in a way that is compelling to stakeholders (WWIFM)  Create high-touch communication messages from top- level , direct-line supervisors and peers  Incorporate change health statistics in project management scorecards  Assess change health at regular intervals to ensure stakeholders re moving along the curve as intended  Engage Leadership Align Organization Prepare Stakeholders Connect People Measure Value
    31. 31. Your People = Your Business www.peoplefirm.com PeopleFirm, LLC 2201 Sixth Ave. Suite 1516 Seattle, WA 98121 Your People = Your Business www.peoplefirm.com Tamra Chandler e mtc@peoplefirm.com o 206.462.6463 c 206.399.8701 Beth Montag-Schmaltz e bethms@peoplefirm.com o 206.462.6463 c 425.591.3400 Thank You!

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