Vincent Thamm - Take-off to transformation

•Download as PPTX, PDF•

0 likes•239 views

A case study of Transavia Airlines, sharing our transformation story with best (and worst) practices. A talk from 2 perspectives: As organizational developer and as Base Lead (head of a 'department'/circle)

Business

Disruption is everywhere
Travel disruptors
Adaptability

6
Critical mass
Customer centricity
Lean startup & scrum teams
Innovation ecosystem

Scaling up
Innovation
Track
(Invent)
Business team
(Improve)Feedback
Agile framework (Create)
Analyze business
ideas
Prepare for
development
Develop & deliver

Deep systems
Structure
Way we work
Culture

New operating model
Organizational
development
Strategy
develop-
ment
Changing
the
business
Resource
allocation
Running
the
business

Product Development Fleet
Data Fleet
Communication Fleet
Transavia Agile Framework (TAF)
Base Core Base Direct Base Partner Base Passenger
Crews Crews Crews Crews
Transformation Platform Strategic Capabilities Platform
Innovation
Lab
Commerce Organization

Invent
CreateImprove
• Customer
value
• Iterative,
incremental
• Cadence,
Speed
• Fact based
Way we Work

Culture
Values
Learning environment
Employee Experience
Empowerment

Transformation journey
Goods
Products
Services
Experiences
Transformations
Cost
Profit
Trust
Value

Back @ home
Start small & validate, iterate
Real change happens @ people & culture
Align ways of working & cadence
“Where we
are today
couldn’t happen
without
the journey
we had”
Put things into your own context
Start your journey now!

Thank you!
@Vincent_Thamm
linkedin.com/in/vincentthamm

This document provides information about the business model of Barwipass.com, an online job portal and recruitment agency. It outlines the establishment and location, 6 employees, and key partners including recruitment agencies. It describes the business model including key activities of creating databases, coordinating with companies and colleges, and providing placements. It also outlines the customer segments, cost structure, and revenue streams including commissions from companies and portal ads. Finally, it provides financial information including operating costs, income/expense statements and an example client - People Consultants.

Vincent Thamm at the Corporate Startup Summit 2017

Corporate Startup Summit

Vincent Thamm gives a presentation on corporate innovation at Transavia Airlines. He discusses how Transavia is adapting to disruption in the travel industry by becoming more customer-centric and experimenting with new technologies. Thamm outlines Transavia's innovation process, which includes exploring ideas from startups and other companies, running experiments to validate concepts, and integrating successful innovations into Transavia's regular processes on an ongoing basis. The goal is to scale innovation across the entire organization.

Frontier Software 'in a nutshell'

Frontier Software

HR Operating Models & the Future of Work

Catalyst Consulting South Africa

QBS Presentation

Raju Packiam

When 4 entrepreneurs came together, they formed Quadruple. Their combined skills, connections, resources and ideas allowed them to grow their business. Starting as a 4 member team, Quadruple has expanded to 75 employees across 3 business domains providing staffing, technology and manufacturing solutions. Through their shared vision and values of ethics, business intelligence, creativity and excellence, Quadruple has achieved annual milestones and growth while remaining committed to their employees and clients.

HR BDM conversation by Microsoft

msentmktgapac

Microsoft's HR mission is to create an empowering environment for employees through culture, talent, leadership and management. HR aims to build a modern corporate culture by increasing productivity through a self-service SharePoint portal, providing employees skills through learning management systems, and modernizing communications with Office 365 for remote workers. Microsoft also seeks to unlock HR's potential through workforce analytics and translating data into business insights. The company embraces innovation by making it "business as usual" and activating social tools for collaboration across teams.

Shop.org 2017 Tech talk do more that just analytics open platforms and sas dr...

National Retail Federation

SAS is a leader in analytics and data science platforms. The presentation discusses how open platforms can fuel innovation by allowing organizations to explore and exploit data through an ambidextrous approach. It promotes delivering fast results with large amounts of data and digital transformation. The SAS platform is presented as an open analytics ecosystem that provides a cohesive, inclusive, dependable and powerful environment for data discovery, modeling, analysis and deployment through its in-memory engine, microservices, programming and visual experiences, and cloud capabilities.

The document discusses creating a "Cloud 1st Standard" by transitioning from a traditional IT model to a cloud-focused model. It outlines mapping traditional IT roles and functions to cloud-focused roles and functions. It then describes some of the key steps organizations can take in their journey to adopting a cloud-first approach, including gaining executive sponsorship, experimenting with the cloud, educating staff, establishing a Cloud Center of Excellence, adopting hybrid cloud strategies, and establishing a cloud-first standard. The overall message is that every organization's journey to the cloud is unique but these steps are commonly seen along the way.

HR BDM conversation by Microsoft

hyejinlee0105

Microsoft's HR mission is to create an empowering environment for employees through a focus on culture, talent, leadership, and management. HR aims to build a modern corporate culture through increased productivity via a self-service portal, providing employees with new skills through learning programs, and modernizing communications to reach all workers. Microsoft uses tools like SharePoint, Learning Central, and Yammer to achieve these goals and help unlock HR's potential to contribute more strategically to business performance through workforce analytics and insights.

Reimagining Human Resources

Microsoft

The challenges facing human resources (HR) executives have changed significantly over the past 10 years. Today, HR is an important part of overall corporate performance. This is driven by several factors, including the growing needs to: attract and retain talent; implement strategic succession planning; access and analyze workforce data; and manage a culture that enables multi-generational workforce expectations. Microsoft has a technology platform that HR decision makers can use to address these challenges and deliver business impact.

An Agile Approach to Accelerate Mass Migration

Amazon Web Services

The complexities of a cloud transformation program that involves the migration of hundreds or thousands of servers can present a significant challenge to program management and the coordination of IT teams tasked with the success and support of migration. This session outlines a highly collaborative agile approach to accelerate migration activities through automation of the iterative capture, sharing, and documentation of decisions and information, incorporated into a common DevOps solution. Speaker: Stephen Liedig, Solutions Architect, Amazon Web Services

Performance through agility generic v2.2 seminar

Robert Twiddy

Workforce People Analytics Strategy 2016

Damien Dellala

1) The document discusses implementing a workforce analytics strategy at an organization to deliver personalized employee experiences through data-driven insights. 2) It outlines how collecting and analyzing employee data can help improve engagement, productivity, retention, and communication by tailoring experiences, learning, and career recommendations for each employee. 3) The strategy involves building analytics capabilities across the employee lifecycle from acquisition to retention in order to better understand and optimize the workforce and realize cost reductions and efficiency gains.

Workforce People Analytics Strategy 2016

Damien Dellala

1) The document discusses implementing a workforce analytics strategy at an organization to deliver personalized employee experiences through data-driven insights. 2) It outlines how collecting and analyzing employee data can help improve engagement, productivity, retention, and communication by tailoring experiences, learning, and career recommendations for individual employees. 3) The strategy involves building analytics capabilities across the employee lifecycle from acquisition to retention in order to optimize the workforce and remain competitive in a changing business environment.

Transforming HR into a Strategic Asset enabled by Oracle HCM Cloud

Cognizant

Today’s Human Capital Management (HCM) market is undergoing a unique shift from the traditional transactional process areas to strategic process areas with increasing focus on: 1. Integrated Talent Management: Employee skill management and development has taken the center stage. What are the emerging trends in this space and how is this important for business growth? 2. Enhanced Usability: More than ever, employees need and demand user friendly, contemporary self-service. How does a good self-service strategy unlock $ value for you. 3. Accessibility: Integrated functionality for Analytics, Mobility, and Enterprise Social is a requirement. What can your organization do to get the best value out of these feature rich frameworks? In this new environment, what are the target options available for HR working on legacy systems? How can CxOs and HR evaluate their current HCM systems and ensure that the technology led HR transformations are not only aligned to the latest HR trends but also provide maximum ROI through increased productivity and automation with lower total cost of ownership? This presentation by Praveen Gupta (Senior Director, HCM Solution Advisor) throws light on the latest trends in HCM marketplace, target options for customers on legacy systems or manual processes and show how HR in leading companies are leveraging the Oracle HCM & Talent Cloud to move from being a transactional unit to a strategic asset in business growth.

Embedding Lean in Skipton Building Society

IIBA UK Chapter

Marketing strategy - skills build lecture

Stephen Thompson

This document summarizes a presentation about digital marketing strategies and best practices. It discusses key principles like understanding the customer journey across channels. It also covers topics like using data and testing to improve campaigns, creating content for different devices and platforms, and adapting working practices and tools to focus on continuous learning and collaboration. Emerging trends mentioned include automation, artificial intelligence, and the internet of things changing user interfaces and expectations.

Atmosphere Preparing hr for the changing world of work

Burke Turner

Speeding Up Innovation

DevOpsDays DFW

KEYNOTE TALK What does it take to innovate quickly? I’ll address how blockers to innovation – including culture, skills, antiquated processes, and board level concerns – can stand in the way of business agility. We’ll map out a pathway to digital transformation including new metrics for success, integrating real-world best practices from enterprises, and the most effective organizational patterns, as we integrate the business with development and operations.

SuccessFactors - Loud in the cloud succession reference slide book

Tony Santoro

The document discusses SuccessFactors Succession & Development solution and how it helps companies identify and develop talent, ensure talent continuity, increase employee engagement, leverage workforce insights, and create effective succession plans. It provides examples of several companies that use SuccessFactors solutions to standardize goals and performance assessment, introduce regular feedback, digitize HR processes, and gain insights into their talent and workforce.

Leveraging the AWS Sales Methodology and Partner Best Practices aws-partner-s...

Amazon Web Services

Similar to Vincent Thamm - Take-off to transformation

Creating a Cloud First Standard

Amazon Web Services

HR BDM conversation by Microsoft

hyejinlee0105

Reimagining Human Resources

Microsoft

An Agile Approach to Accelerate Mass Migration

Amazon Web Services

Performance through agility generic v2.2 seminar

Robert Twiddy

Workforce People Analytics Strategy 2016

Damien Dellala

Workforce People Analytics Strategy 2016

Damien Dellala

1) The document discusses implementing a workforce analytics strategy at an organization to deliver personalized employee experiences through data-driven insights. 2) It outlines how collecting and analyzing employee data can help improve engagement, productivity, retention, and communication by tailoring experiences, learning, and career recommendations for individual employees. 3) The strategy involves building analytics capabilities across the employee lifecycle from acquisition to retention in order to optimize the workforce and remain competitive in a changing business environment.

Transforming HR into a Strategic Asset enabled by Oracle HCM Cloud

Cognizant

Embedding Lean in Skipton Building Society

IIBA UK Chapter

Marketing strategy - skills build lecture

Stephen Thompson

Atmosphere Preparing hr for the changing world of work

Burke Turner

Speeding Up Innovation

DevOpsDays DFW

SuccessFactors - Loud in the cloud succession reference slide book

Tony Santoro