Process or Practice led HR transformation: insights from trenches ......Browne & Mohan
HR transformation can be pursued by two broad approaches: process or practice. In process led HR transformation, the emphasis is to align the HR process to best-in class benchmark process. In practice led HR transformation the emphasis is on building HR process in an organic evolutionary way. In this presentation, Parjanya and Indu Priya share their insights on how companies can create HR transformation using the two approaches, the frameworks and difference in approaches and what considerations must be borne while choosing any one of these approaches.
Process or Practice led HR transformation: insights from trenches ......Browne & Mohan
HR transformation can be pursued by two broad approaches: process or practice. In process led HR transformation, the emphasis is to align the HR process to best-in class benchmark process. In practice led HR transformation the emphasis is on building HR process in an organic evolutionary way. In this presentation, Parjanya and Indu Priya share their insights on how companies can create HR transformation using the two approaches, the frameworks and difference in approaches and what considerations must be borne while choosing any one of these approaches.
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
EFQM Sustainable Excellence -Primer and Good PracticesChris Hakes
Primer on the 2010 EFQM Excellence Model.
Examples of International good practices for Leadership, Strategy, People, Process and Resource Management.
Examples of sound of measurement practices for People, Customer, Societal and Business results.
Employee Engagement for Outstanding PerformanceMcCauleyS
Employee Engagement drives performance, productivity and builds trust in any organisation. It is at the centre of organisational culture and at the heart of behaviour and attitude
Organisation Competitiveness Index All India Report_2014Indresh Saluja
What % of your managers truly believe your organisation will do well in the future and is competitive ?
Do you know that 63% organisation initiatives fail to achieve expected results wasting millions each year ?
In the statistically most reliable and valid study done across over 1186 Indian managers we found just 35% Indian managers strongly agreeing that their organisation will achieve success in future. Only 29% Indian managers strongly agreed that their organisation is competitive.
Astonishing it is to find out such low belief factor which results in lack of commitment, passion and involvement by managers in the organisational initiatives leading to their failure
Pre assess Belief of your managers. Find out the reasons for low belief factor.
The An Introduction to Operational Excellence v9.0 presentation is free-of-charge and includes:
1. MS PowerPoint Presentation including 41 slides covering an Introduction to the 4 Building Blocks of Operational Excellence - Strategy Deployment & Hoshin Planning, Performance Management & Balanced Scorecards, Process Excellence & Lean Six Sigma, and High Performance Work Teams.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
EFQM Excellence Model, with a special focus on its relation with ISO 9001:2015,
Presented by Ahmed Shoukri, in the Operational Excellence Society - Egypt Chapter Monthly Meeting, April 2017
Building a Business Case for a Talent Management SuiteSaba Software
This is a pre-recorded webinar session. Join us live! Visit www.saba.com/us/about/events.
Integrated talent management solutions, referred to as talent management suites are the most rapidly growing area within human capital management (HCM) software today, replacing the disparate siloed applications that proliferated in many organizations.[1] These separate standalone products, often considered the leaders at the time of purchase are increasingly becoming displaced by single vendor solutions that are integrated or at least modular and easy to integrate.
Key takeaways include:
1. Software management issues facing HR today
2. The value of the single suite
3. Getting started: Business case planning and preparation
In this webinar, conducted by Dr. Katherine Jones, VP of HCM Technology Research at Bersin by Deloitte, Deloitte Consulting LLP, you will have the opportunity to learn the issues and drivers for this accelerating movement today and how to create the business case to drive investment decisions for unified talent software architecture.
Register here to join us on August 7th at 1:00pm ET to learn key steps in creating a compelling business case for talent suite acquisition.
[1]Talent Optimization for the Global Workforce: The Market for Talent Management Systems 2014. Katherine Jones. Bersin by Deloitte. 2014.
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
Originally presented to the Austin Human Resource Management Association for its Stepping Stones program, which prepares senior HR professionals for their next elevation into management or strategy, this program looks at the People, Processes and Tools required, in detail, for each stage of the Integrated Talent Management lifecycle.
These slides compliment the webinar titled "People Culture - Whats it all about" presented by Paul Addy from Positive People HR.
Withing the webinar, Paul explores:
* What company culture is and how to better define it
* Articulating what the drivers of an engaged team are
* Some of the tools available to measure your employee engagement and your people culture
To listen to the full webinar recording, please visit http://shorebird-rpo.com/free-webinars/item/people-culture-whats-it-all-about
EFQM Sustainable Excellence -Primer and Good PracticesChris Hakes
Primer on the 2010 EFQM Excellence Model.
Examples of International good practices for Leadership, Strategy, People, Process and Resource Management.
Examples of sound of measurement practices for People, Customer, Societal and Business results.
Employee Engagement for Outstanding PerformanceMcCauleyS
Employee Engagement drives performance, productivity and builds trust in any organisation. It is at the centre of organisational culture and at the heart of behaviour and attitude
Organisation Competitiveness Index All India Report_2014Indresh Saluja
What % of your managers truly believe your organisation will do well in the future and is competitive ?
Do you know that 63% organisation initiatives fail to achieve expected results wasting millions each year ?
In the statistically most reliable and valid study done across over 1186 Indian managers we found just 35% Indian managers strongly agreeing that their organisation will achieve success in future. Only 29% Indian managers strongly agreed that their organisation is competitive.
Astonishing it is to find out such low belief factor which results in lack of commitment, passion and involvement by managers in the organisational initiatives leading to their failure
Pre assess Belief of your managers. Find out the reasons for low belief factor.
The An Introduction to Operational Excellence v9.0 presentation is free-of-charge and includes:
1. MS PowerPoint Presentation including 41 slides covering an Introduction to the 4 Building Blocks of Operational Excellence - Strategy Deployment & Hoshin Planning, Performance Management & Balanced Scorecards, Process Excellence & Lean Six Sigma, and High Performance Work Teams.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
EFQM Excellence Model, with a special focus on its relation with ISO 9001:2015,
Presented by Ahmed Shoukri, in the Operational Excellence Society - Egypt Chapter Monthly Meeting, April 2017
Building a Business Case for a Talent Management SuiteSaba Software
This is a pre-recorded webinar session. Join us live! Visit www.saba.com/us/about/events.
Integrated talent management solutions, referred to as talent management suites are the most rapidly growing area within human capital management (HCM) software today, replacing the disparate siloed applications that proliferated in many organizations.[1] These separate standalone products, often considered the leaders at the time of purchase are increasingly becoming displaced by single vendor solutions that are integrated or at least modular and easy to integrate.
Key takeaways include:
1. Software management issues facing HR today
2. The value of the single suite
3. Getting started: Business case planning and preparation
In this webinar, conducted by Dr. Katherine Jones, VP of HCM Technology Research at Bersin by Deloitte, Deloitte Consulting LLP, you will have the opportunity to learn the issues and drivers for this accelerating movement today and how to create the business case to drive investment decisions for unified talent software architecture.
Register here to join us on August 7th at 1:00pm ET to learn key steps in creating a compelling business case for talent suite acquisition.
[1]Talent Optimization for the Global Workforce: The Market for Talent Management Systems 2014. Katherine Jones. Bersin by Deloitte. 2014.
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
Originally presented to the Austin Human Resource Management Association for its Stepping Stones program, which prepares senior HR professionals for their next elevation into management or strategy, this program looks at the People, Processes and Tools required, in detail, for each stage of the Integrated Talent Management lifecycle.
“Quality is never an accident; it is always the result of high intention, sincere effort, intelligent direction and skillful execution; it represents the wise choice of many alternatives”.
William A. Foster
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
Evaluating the Organizational development in ODL by BSC ModelShahram Honarmayeh
My speech outlines cover the following concepts:
ODL, Organization, Organizational Structure, The balnced scorecard, Stakeholders, Scorecard, Performance
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
In the Adani-Hindenburg case, what is SEBI investigating.pptx
OPI Presentation
1.
2.
3. OUR CORE VALUES
Excellence: To champion, promote and advocate for individual and
institutional excellence in Kenya, Africa and beyond, in everything that
we think, say or do.
Integrity: To be a pillar and beacon of good governance; to maintain
the highest ethical and professional standards, honesty, truthfulness
and decorum in all our dealings with our staff, customers and the
community. To champion a free, just and fair community.
Innovativeness: To encourage and promote an environment that
nurtures individual and institutional innovativeness and creativity,
freshness of thought and the spirit of exploration and discovery.
Entrepreneurship: To champion and support creation of new wealth
and employment, through the spirit of entrepreneurship.
Collaboration: To seek and reach out to likeminded individuals and
institutions for collaborative and synergistic initiatives for the universal
good of humankind.
4. OUR OFFER
Organizational Performance Index (OPI)
Professional Certification/Diploma
Lean Six Sigma
Membership Services
SME Solutions
Executive Training Services
Human Capital Advisory Services
Management Magazine
5.
6. OUR STRENGTH IN
CAPACITY BUILDING
A wealth of experience and knowledge in
management, leadership and governance
training and consultancy
Strong relationship with industry, collaborations
and partnerships
Highly experienced core staff and team of over
200 faculty and associate consultants
Strong branch network (21) in Kenya and a
subsidiary office in Rwanda
9. WHAT IS OPI?
9
• Business Excellence Framework that drives
performance and competitiveness in
organizations following a thorough & exciting
assessment of business processes and results
based on global benchmarks
12. EIR
Fundamental Approach of OPI
12
Existence
•Establishes the existence of approaches for each process/determinant and
ascertains the extent of deployment
•EXISTENCE-Policies-Plans-Frameworks-Guidelines-Structure-Resource
Implementation
•The level to which the existing processes are implemented
•Measures level of integration and evidence of continuous improvement of
processes - learning culture
•IMPLEMENTATION-Records-Meetings-Minutes-Reports-Reviews-On going -Activities
Results
•Effectiveness & efficiency of existing processes
•Measures Trends, Current performance and performance within industry
• RESULTS-Impact-Benefits-Changes-Trends-Growth-Sustained ‘Culture’
14. Leadership & Management
Leadership and
Management
• Examines top leadership’s ability to create and sustain
clear and visible organizational Vision, Mission and Core
Values to guide all the activities of the organization
towards sustainable business performance excellence.
• Explores relationships between the organization’s
management and its stakeholders as well as the
practices of risk management in the whole spectrum of
the organization’s operations.
Factors
• Brand Promise (VMCVs)
• Innovation and new idea generation
• Governance policies
• Strategic focus
• Risk Management
15. Human Resource Focus
Human Resource
Focus
• Considers how an organization manages, develops
and utilizes the full potential of employees in
alignment with its overall mission, processes, strategies,
action plans and prevailing legal & statutory
obligations.
Factors
• Talent & Performance Management/Contracting
• Work Environment : Employee Satisfaction,
Motivation & Retention
• Employee Welfare & Safety
• Value Proposition
16. Customer Orientation & Marketing
Customer
Orientation &
Marketing
•Examines how an organization uses customer and
market information as a means of understanding
their current and future needs.
•It also examines how the organization builds
relationships with customers and determines the key
factors that lead to customer acquisition, satisfaction,
loyalty and to business sustainability/expansion
Factors
• Customer Knowledge & Focus
• Customer Satisfaction & Loyalty
• Competition Management
• Marketing Communication
• Product / Service Quality
17. Financial Management
Financial
Management
• Reviews an organization’s financial management
and performance by examining the financial
planning process, financial ratio analysis and
trends over a three year period
Factors
• Financial Planning & Control Systems
• Statutory & Regulatory Compliance
• Revenue Growth, Profit Growth, General Financial
Health
18. Innovation, ICT &
Knowledge Management
Innovation, IT
& Knowledge
Management
• Focuses on how an organization invests in
research & development activities that
bring added value to the business through
innovation
Factors
• Research & Development
• Innovation and adoption
• Information Management & Technology
• Knowledge Management
19. Corporate Citizenship &
Environmental Focus
CCE
• Examines how an organization is involved in Corporate
Citizenship activities that relate with society and how it
contributes to, and improves the quality of life in the
society.
• Evaluates organization’s sense of responsibility,
sensitivity and responsiveness towards the community
and environment (ecological, economic and social), in
which it operates, draws resources from and that
provides for its sustenance
Factors
• Corporate Citizenship
• Environmental Focus
20. Productivity & Quality
Productivity
&
Quality
• Examines measures undertaken by an
organisation to improve productivity and
quality, and the mechanism followed by
an organisation to enhance the
productivity and quality of processes.
Factors
• Strategy for productivity & Quality
Improvement
• Productivity in Internal Processes
• Financial Impact of Productivity
21. OPI deliverables
OPI is a powerful excellence model for your organisation
that will :
• Identify successes and opportunities for improvement
• Jump-start a change initiative or energize current initiatives
• Energize the workforce and focus the organization on common goals
• Empower you to develop world class processes and innovation capability
to sharpen your competitive edge at global level
• Enable you to benchmark your performance with industry peers and
against international standards
• Provide a forum for participants to share proven best practices
• Equip organisations with the tools and insight to influence the
development of sectors
• Deliver world-class results
21
22. OPI TESTIMONIALS
“ We have seen great change
in our strategy and now
reaping results. Our bottom
line has grown by 20%
because of OPI. Each
employee now knows what to
do. I can guarantee you of
results - whether you win
COYA or not”
Rakesh Rao
Group CEO- Crown Paints
Kenya Ltd
23. OPI TESTIMONIALS
“As Optiven, we were impressed by the COYA
awards in Safari Park. Everything was planned
very well. The awarding was transparent and very
authentic; You get an Award after one year
rigorous checks on key organization performance
Indicators based on 7 determinants Such as
Leadership, HR Focus, Financial Management,
Innovation and ICT, Customer Orientation and
Marketing, production and output and Corporate
citizenship. The team leaders are also trained on
how to take the participating companies through
the process and before you get an award, the
learning is more than what you get in an MBA. The
logistics was just amazing and the event was
excellent. I urge many other such organizations to
learn from KIM. As Optiven, We shall keep
partnering with KIM and we urge all SMES we
mentor to join the nomination in 2016 COYA
awards”
Mr. George Wachiuri – Founder/ CEO Optiven
2015 COM Winner and Top 100 2014 Winner
24. OPI TESTIMONIALS
“OPI provided us a
roadmap for growth in our
business. By implementing
their recommendations, we
have aligned our business
to our vision. So if you want
to create a remarkable
business you can be proud
of, sign up for OPI”
Justus Kirigua
MD- Pewin Cabs
25. OPI TESTIMONIALS
“OPI has helped us in our
journey of good to great. We
have improved systems and
processes thus projecting
positively in our operations.
OPI is also a great marketing
tool since it encompasses great
organizations that are keen to
invest in their employees,
enhancing growth”
Dinesh Tembhekar
Founder & MD-
Lean Energy Solutions Ltd
(2015 SMOYA LM WINNER & 2013 TOP 100
WINNER)
26. OPI TESTIMONIALS
“Excellence has been defined
in a whole new way for our
company. The OPI process,
from Training to Self-
Assessment has motivated
staff to pursue and achieve
high standards of
performance in all sectors of
our business. The 2014 overall
SMOYA award attests to this”
Sam Kihara
MD- Cube Movers
(2013 SMOYA WINNER)
28. ISO 9001:2008
Emphasizes on the need to document policies and procedures for
meeting global quality standards of products/services.
Prescriptive framework
Emphasis on process, customer and measurement, and provides a sound
framework for process management
Relevant for Process control.
Lean Six Sigma Concentrates on measuring product quality and improving process
engineering. Drives process improvement and cost savings.
Integrates 4 elements; Customer, Process, Manpower and Strategy to
provide Management Innovation.
Relevant for Process improvement.
Other examples include BPR, TQM
Needed if there are large gaps in process performance
Balance Score
Card
Expresses an organisation’s strategy as a set of measurable goals from the
perspectives of owners/ investors, other external stakeholders, and the
organisation itself.
Focuses on strategy execution to achieve the desired results and
realization of the organisations’ strategic vision.
The Balanced Scorecard is a prescriptive framework.
It is a process that a company uses to foster consensus, alignment and
commitment to the strategy by the management team and the people
within the organisation at large.
Relevant for Strategy and business planning
29. The OPI Journey
Steps to joining the OPI Process:
1. OPI Presentation to Senior Management Team by KIM - free
2. The organisation registers and create a team of “OPI Champions”
3. The OPI Champions complete a comprehensive training program on OPI
implementation “The Business Excellence Program”
4. Organization conducts self-assessment backed up by comprehensive.
documentary evidence
5. Desk analysis by certified OPI assessors
6. Site visit to the organisation by OPI assessors
7. Consolidation of analysis into an advisory report, submitted to OPI
Technical Committee (OTC) for validation.
8. OTC issue the validated advisory report to the participating organisation,
which includes the OPI rating score
9. Presentation of Feedback Report
10. Company of the Year Award (COYA)….4th November 2016.
29
31. PROFESSIONAL FEE (COYA)
(Annual Turnover: Ksh. 400mn +)
• Kshs. 713,500 + VAT
INVESTMENT
• OPI Registration
• 3 Days Business Excellence Training 7 OPI champions
max.. Extra pax @ 50,000 plus VAT per person
• OPI Self Assessment tool
• External Assessment (1 day site visit)
• Feedback Report and Presentation
• CEO of the year award participation – for COYA finalists
• Manager of the Year Award (MOYA)
FOR
31