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Retail transformation proposal
The document outlines an organization development plan with the goal of helping an organization sustain growth. It discusses 8 factors critical for business success: strategy, execution, culture, structure, talent, leadership, innovation, and mergers & acquisitions. 16 modules are proposed to address these factors, focusing on areas like strategic planning, performance management, leadership development, and improving productivity. The plan aims to increase profitability, engagement, and capabilities over a 4-year period through initiatives relating to strategy, talent management, and culture change.
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Retail transformation proposal
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- 2. Outline A. OD andScope B. Business Sustainability C. Strategy Management D. Business Process Reengineering E. Performance Management F. Organization Culture G. Organization Structure
- 3. Outline I. Innovation andContinuous Improvement Culture J. Problem Solving and DM K. Effective Meeting and Facilitation L. Leadership Development M. Talent Management and Succession Planning N. Merger and Acquisition for Cultural Integration
- 4. A. DEFINITION ANDSCOPE
- 5. Definitition • Organization development(OD) is the study of successful organizational change and performance.
- 6. Balanced Growth Growth Profit Productivity Engagement Capability People Business Organization development(OD) is the study of successful organizational change and performance. The growth of the business involved people and business
- 7. Dilemma 1: GrowingPains
- 9. Dilemma 2 Changes isFocused on Skills and Staff o
- 10. Dilemma 3 Company isExpanding With Roadblock
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- 13. 4 Primary SuccessFactors Strategy Execution Culture Structure Make Your Strategy Clear and Narrowly Focused Execute Flawlessly Build a Performance Based Culture Make Your Organization Fast and Flat Self Assessment 1-10 Rank 1 to 4
- 14. 4 Secondary SuccessFactors Talent Leadership Innovation M&A Make Talent Stick Around and Develop More Make Your Leaders Committed to Your Business Make Industry-Transforming Innovations Make Growth Happen With Mergers and Partnerships Self Assessment 1-10 Rank 1 to 4
- 15. Results Strategy Execution Culture Structure Talent Leadership Innovation M&A Total Return to Shareholders 943% (Winners) vs 62% (losers) Sales 413% (Winners) vs 83% (losers) Operating Income 326% (Winners) vs 22% (losers) Return on Invested Capital (%) +5.45% (Winners) vs -8.52% (losers) Engagement Talent Productivity Profit
- 16. C. DIAGNOSTICS ANDSOLUTIONS
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- 18. Selection of Criteria WORKIN PROGRESS
- 19. Factor 1 Strategy(1, 4)
- 20. Factor 2 Execution(1, 2, 3)
- 21. Factor 3 PerformanceCulture (1, 2, 3, 4)
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- 23. Factor 5 Talent(1,2,3,4)
- 24. Factor 6 Leadership(1,2,4)
- 25. Factor 7 Innovation(1,2)
- 26. Factor 8: Merger& Acquisition (2,4)
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- 29. Six Needs ofOrganizationSustainable Growth Model Profit and Productivity Strategy Execution Structure Merger and Acquisition People and Culture Performance Culture Talent Leadership Continuous Improvement and Innovation
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- 32. Target Growth 1Strategy Objectives Build a strategies based on customer needs Communicate and review strategies regularly Action 1 Strategy Review, Planning and Communicating for Corporate Action 2 Department Strategy Management Action 3 Town Hall Communication and Strategic Rewards
- 33. TARGET GROWTH 2 PRODUCTIVITY TARGETGROWTH 2 EXECUTION FOR PRODUCTIVITY
- 34. Target Growth 2Execution Objectives Deliver Products and Services meeting customers’ expectations Improve productivity and eliminate wastes Action 1 Productivity thru Lean Process Action 2 Speed thru Supply Chain Action 3 Job Improvement and Job Training Action 4 Event and Process Collaboration
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- 36. Target Growth 3 PerformanceCulture Objectives Reward Achievement Create a motivated and fun environment Develop company Values Module 1 Performance Management Module 2 Coaching and Feedback Culture Module 3 Encouragement Culture Module 4 Sustain Company Culture Module 5 Employee Engagement Module 6 CSR
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- 38. Target Growth 4 Fastand Flat Structure Module 1 Corporate culture Module 2 Employee Engagement Module 3 Team Development Module 4 Organization Structure Review
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- 40. Target Growth 5Talents Objectives Build a strategies based on customer needs Communicate and review strategies regularly Action 1 Strategy Review, Planning and Communicating for Corporate Action 2 Department Strategy Management Action 3 Town Hall Communication and Strategic Rewards
- 41. TARGET GROWTH 2 PRODUCTIVITY TARGETGROWTH 6 LEADERS
- 42. Target Growth 6Leaders Objectives Deliver Products and Services meeting customers’ expectations Improve productivity and eliminate wastes Action 1 Productivity thru Lean Process Action 2 Speed thru Supply Chain Action 3 Job Improvement and Job Training Action 4 Event and Process Collaboration
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- 44. Target Growth 7 Innovation Objectives RewardAchievement Create a motivated and fun environment Develop company Values Module 1 Performance Management Module 2 Coaching and Feedback Culture Module 3 Encouragement Culture Module 4 Sustain Company Culture Module 5 Employee Engagement Module 6 CSR
- 45. Target Growth 8 Merger& Acquisition
- 46. Target Growth 8 Merger& Acquisition Module 1 Corporate culture Module 2 Employee Engagement Module 3 Team Development Module 4 Organization Structure Review
- 47. Timeline: Profit andProductivity 50 1st Year 2nd Year 3rd Year 4th Year ExecutionStrategyStructureMerger
- 48. Timline: People andCulture 51 LeadershipTalent Performan ceCulture Innovation 1st Year 2nd Year 3rd Year 4th Year
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- 50. ANNUAL ACTIVITIES Strategy andChange Planning Team Bonding and team Building Leadership Training Soft Skills Training Coaching Consulting
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- 52. Results and Matrix Strategy Companyand Employee Alignment 100% Execution Lean drive 30% productivity Supply Chain improve 50% speed deliver and reduce 25% cost Improve 80% work processes Performance Culture Create a motivated culture by scoring 80% Reduction of underperformer 20% Coaching and contact time 30% Talent Pipeline Training Hours – 16 hours Create Trainer pool 200% Strengthen Talent pipeline 40% achieve ready in 1 year Leadership Development Leadership training hour 16% Innovation Increase 20% Work Process Improvement and Innovation annually
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- 54. 29% 62% 19% EmployeeEngagement
- 55. Organizations investing in ModernDevelopment • 8x greater bench strength than those not investing in modern Learning and Development • 6x improved engagement • 7x better business results
- 56. Team of Experts DrYulin Asia Pacific Turn Around Solution Ramesh Victor Global Lean Enterprise and Productivity Solution Laurence Yap Asia Pacific OD, People. Leadership Solution 59
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- 63. Target Growth 1Profit Strategy, Customers and Leadership Module 1 Strategy Planning for Change Module 2 Performance Management + Module 3 Coaching + Module 4 Leadership Development + Module 5 Talent Management and Succession Planning Module 6 Growing Your Customer +
- 64. Strategy Planning forchange Consulting 67 Objectives Explore the desirable organization changes Blueprint and Challenges Outline The success story Next level of development Profit, Productivity, Dev & Engagement Possible Action Plan Benchmark Internal Talent and structure Change Process – challenges, communication, partnership, learning community, Change Council and Reward
- 65. Strategy Planning Facilitation 68 Objectives Develop Stretch Goals and Strategies Communicate to employees for engagement Quarterly review Outline Facilitate Review and Stretch Goals with Senior Leadership Team Facilitate Strategy Planning Session HR Communicate to Employees Facilitate Alignment of Department Goals Facilitate SLT reviews of HOD Strategies Quarterly Review 2-8 Day
- 66. 69 Objectives Understanding Talent ManagementProcess Succession Planning for Business Continuity Leadership Pipeline Outline Part I: Introduction to Talent Management Part II: Performance and Potential Criteria Part III: Talent Review, Talent Development. Talent Evaluation, Talent Actions Part IV: Succession Panning Part V Leadership Pipeline Part VI Implementation Consideration Talent Management and Succession Planning Consulting
- 67. Leadership Management Consulting 70 Objectives UnderstandingLeadership Management Process Succession Planning for Business Continuity Leadership Pipeline Outline Part I: Senior Leadership Part II: Performance and Potential Criteria Part III: Succession Planning Part IV: Leadership Pipeline Part V Implementation Consideration
- 68. Leadership for JuniorManagers 71 Objectives • Discover your role as a people manager •Learn to manage yourselves as people manager •Apply principles and practices to engage, manage and develop your employees Outline Part I: Introduction Part II: Profiling Part III: Manage Yourself Part IV: Manage Others 3 Day
- 69. Leadership for MiddleManagers 72 Objectives Building Personal Leadership Capabilities Strategies to developing and Managing Team •Sustaining Team Momentum for higher performance Outline Part I: Personal Leadership Part II: Developing Team Part III: Motivating Team Part IV: Sustaining Team 3 Day
- 70. Leadership for SeniorManagers 73 Objectives Setting Management Culture for your organization Growing Your Influence and communication effectiveness Developing Your Strategy and Business Acumen Dealing with Management Team Outline Part I: Management Culture Part II: Growing Your Influence Part III: Business Acumen and Strategies Part IV: Managing Your Supervisors and Management Team 3 Day
- 71. Six Thinking Hats 74 Objectives SettingManagement Culture for your organization Growing Your Influence and communication effectiveness Developing Your Strategy and Business Acumen Dealing with Management Team Outline Part I: Management Culture Part II: Growing Your Influence Part III: Business Acumen and Strategies Part IV: Managing Your Supervisors and Management Team 2 Day
- 72. Motivate and EncourageYour Employees 75 Objectives •Identifying methods of Employee Motivation •Describing the theories which pertain to Employee Motivation •Identifying personality types to motivate different employees •Ways to motivate employees in managing their goals •Ways to encourage your employees Outline 2 Day • Module One: Getting Started •Module Two: A Psychological Approach •Module Three: Object-Oriented Theory •Module Four: Using Reinforcement Theory •Module Five: Using Expectancy Theory •Module Six: Personality’s Role in Motivation •Module Seven: Setting Goals •Module Eight: Motivation on the Job •Module Nine: Encouragement Your staff •Module Ten: Keeping Yourself Motivated
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- 74. Target Growth 2 Productivity Executionand Innovation Module 1 Work Process Improvement + Module 2 Lean + Module 3 Core Business Skills + Module 4 Managing Events + Module 5 Project Management+
- 75. Work Process Improvement 78 Objectives Learning Process Improvement Tools Developing Facilitation Skills Acquiring Rehearsing and Following Up Outline 1 Days Process Mapping Appreciative Work Process Performance Consulting Facilitate Discussion Brainstorming, Creativity and Selection
- 76. Managing events 79 Objectives ManagingProjects and Events with minimum errors Engaging and Empowering Team Members Facilitating Event Outline 1 Days Vision and Goals Beginning of Projects Job Function Empowerment Time Flow Mapping Rehearsal Control of Event Action Review Post Mortem
- 77. Lean Productivity forOffice and Operations and Suppliers 80 Objectives Reduce eight wastes Reduce Operating Expense Reduce Excess Inventory Increase output Outline 5 Days Consultant led Approach – 30% productivity improvement Diagnosis organization in lean context Conduct projects with employees Train employees on the jobs Report results
- 78. 6S Consulting andTraining 81 Objectives Reduce eight wastes Reduce Operating Expense Reduce Excess Inventory Increase output Outline Consultant led Approach – 30% productivity improvement Diagnosis organization in lean context Conduct projects with employees Train employees on the jobs Report results
- 79. Shop Floor Management 82 Objectives Reduce eight wastes Reduce Operating Expense Reduce Excess Inventory Increase output Outline Consultant led Approach – 30% productivity improvement Diagnosis organization in lean context Conduct projects with employees Train employees on the jobs Report results
- 80. Account Management 83 Objectives Differentiate thecustomer base. Potential growth of each segment. Key focus areas that will drive success for each segment. Develop specific action plan and strategy to enhance business growth. Outline Part I: RAD Concept Part II: Calculation of Potential Growth Vs Target R = Existing Business A = Potential Opportunity D = Establishment of Score Card Part III: Develop Strategies for Each Segment to Promote Revenue Growth Part IV: Establish Key Imperatives 1 Day
- 81. Improving Core BusinessSkills (TWI) 84 Objectives • Delivering operational process training more effectively. • Analysing and Improving work processes • Manging effective employee relations in the shop floor Outline Day One: Training Within Industry Job Instructions Day Two: Training Within Industry Job Instructions Day Three: Training Within Industry Job Method Improvement Day Four: Training Within Industry Job Method Improvement Day Five: Training Within Industry Job Relations 5 Days
- 82. Performance Management 85 Objectives ManagingCorporate and Department Goals Able to conduct performance appraisal fairly Managing performance of employees Outline Part I: Understand of the Concept of Performance Measurement Part II: Designing the Performance Plan Part III: Reviewing Draft Performance Plans Part IV: Tying Performance Appraisal Rating with Merit Increment, Bonus and / or Other Compensation Packages Part V: Communicating to Employees on the New Performance Measurement System 2 Day
- 83. Coaching for Performance 86 Objectives •Understanding the coaching concept • How to coach and mentor •Understand their work expectations, beliefs and behaviors. •Learn how to manage and lead employees Outline Part I: Working Phenomena of the 21st Century Part II Different Generation Cohort Worker in Malaysia Part III: The Concept of On-The-Job Coaching Part IV: 8-Unique Steps of Coaching Model Part V: Managing Performance 2 Day
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- 85. Target Growth 3 EmployeeDevelopment Talent Module 1 Training and Development Module 2 Career Development Module 3 Critical Soft Skills Development + Module 4 Train the trainers +
- 86. 89 Objectives . Identifying currentsand long terms needs of competencies Improving training system Establishing investment parameter Outline Current Needs Part I. Business Needs Analysis CEO Needs, Core Business, BSG Model Part II: Department Needs Part III: Job Needs TRAINING AND DEVELOPMENT CONSULTING
- 87. 90 Outline Long Term Needs PartI: Identify Core Business and Technical Development Part II: Business continuity: succession, transfer skills, manuals Part III: Identify Core Values and soft skills development Part IV Organization Continuity: succession, culture, development Training System Part I: Vendor Management Part II: Internal Training and Trainers Part III Investment, ROI and ROE TRAINING AND DEVELOPMENT CONSULTING (CONT.)
- 88. 91 Objectives Differentiate the customerbase. Potential growth of each segment. Key focus areas that will drive success for each segment. Develop specific action plan and strategy to enhance business growth. Outline Part I: Job Description and Competencies Part II: Career Development Conversation Part III: Performance Development Conversation Part IV: Personal Development Plan Part V: Development Activities Part V: Follow Up: Contact, Feedback, Coaching and Mentoring CAREER DEVELOPMENT CONSULTING
- 89. Critical Business Skills 92 Objectives DevelopingSeven Critical .Skills as Individual Contributor Building better relationship with your managers Applying ways to deal with people Outline Part I: Effective Work Habits: Motivation, Thinking and Emotions Part II: Work Effectiveness: Time, Priorities, Information Management Part III: Project Management Part IV: Communication: Feedback, Meeting and Convey info Part V Critical Thinking and Creative Thinking Part VI People Skills Part VII: Working with Your Managers 7 Day
- 90. Train the Trainers:Instruction Design 93 Objectives Analyzing Training Needs Designing Training Programs Evaluating Training Programs Engaging Internal Customers Outline • Part I Instructional Goals • Part II Researching the Problems: Instructional Analysis • Part III Designing a Training Program • Part IV Choosing the appropriate intervention and Media • Part V Structuring the content for the course • Part VI Evaluating the content 2 Day
- 91. Train the Trainers:Training Delivery 94 Objectives Understand Effective Adult Learning and communication styles Delivery and facilitating training Enhancing training with various tools Ending the training with impacts Outline Part I Adult Learning Principles Part II Communication Styles Part III Creating the learning environment Part IV Enhancers: Ice Breaker, Games, Music and Videos Part IV Facilitation and Training Part V Role Play and Feedback Part VI Flipchart Part VII End with Purpose 2 Day
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- 93. Target Growth 4 Engagement Culture,Structure and M&A Module 1 Corporate culture Module 2 Employee Engagement Module 3 Team Development Module 4 Organization Structure Review Module 5 Onboarding
- 94. Corporate Culture Consulting 97 Objectives UnderstandingFour types Corporate Corporate Implementing cultural changes Outline Part I: Understand Background of Corporate Culture Part II: Survey Part III: Findings Part IV: Discussion Part V Implement Changes Part VI Monitor Progress
- 95. Employee Engagement Consulting 98 Objectives Understandingemployee engagement Implanting employee engagement strategies Outline Part I: Employee Engagement WIFI Part II: Explore Seven Reasons of Disengagement Part III: Survey Part IV: Findings Part V Implement Changes Part VI Monitor Progress
- 96. Team Bonding Workshop 99 Objectives Improve team relations Reduce conflicts Understand Corporate Direction and Strengths Outline Key Point 1 Communicate Development to convey meaning Key Point 2 Know Your Team to foster Understanding Key Point 3 Knowing Team Dynamics through personality Key Point 4 Seeking Opportunities to make things better Key Point 5 Create sense of belonging 1 Day
- 97. Team Development 100 Objectives UnderstandingTeam Process Applying Team work principles Productive Communication Outline • Part I Definition Team • Part II Team Development • Part III Team Meeting •Part IV Team Conflict • Part V Team Profiling • Part VI Team Communication • Part V Team Collaboration 2 Days
- 98. Organization structure Consulting 101 Objectives Understandingemployee engagement Succession Planning for Business Continuity Leadership Pipeline Outline Part I: Basic Structure Level Part II: Level of Management Part III: Span of Control Part IV: Departmentalization Part V: Centralization and Decentralization Part Vi: Delegation Part V Abnormality Part VI Cross Function Teams
- 99. Onboarding Consulting 102 Objectives Understanding effectiveonboarding process Implanting new onboarding process Outline Part I: Assess Onboarding Process Part II: Preparation Part III: First Day Experience Part IV: Team Bonding Part V Senior Leadership Part VI Learning Environment Part V Department Orientation Part VI Manager Roles
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