Institutional Services Department: functions and responsibilities, organizational structure, KRAs, strategy implentation process, long term plan, medium term and short term, programs and projects
Organisational Management: Objectives & Case Studiesguest67a84a02
This project talks more about the different objectives in group decision-making & managing teams.
The slides also touched on case studies of good & bad organisational manangement & how they can be applied
Organisational Management: Objectives & Case Studiesguest67a84a02
This project talks more about the different objectives in group decision-making & managing teams.
The slides also touched on case studies of good & bad organisational manangement & how they can be applied
Putting Succession Planning into Practice – Talent Assessment and DevelopmentThe HR Observer
The session will start with the complexities organisations face when it comes to succession planning. Who do we develop, why and how? We will talk through the use of performance data, adherence to values, engagement and other dimensions in the talent identification process ultimately debating 'Potential'. How do we measure potential? What does it mean? Once organisations have a 'long list' of candidate nominations, how and what do we assess; leadership behaviour, cognitive agility, learning agility and emotional intelligence. We will then close by making the link between the diagnostic development activities and L&D curriculum design.
Amanda White, Managing Director, Innovative HR Solutions
Chris Ryan, CEO, CRSystems
Succession Planning and the Development of Your High Potentials | Webinar 11....BizLibrary
Succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of succession planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
• Selection of participants
• Building effective development plans
In this webinar we will discuss:
Emerging thought leadership on the organizational/strategic perspective of succession planning
The selection of participants – deciding whom to groom
Practical tips and suggestions for creating a development plan for your own high potential employees
www.bizlibrary.com
Performance Evaluation Process PowerPoint Presentation Slides SlideTeam
Highlight the performance evaluation process with this presentation deck. Performance evaluation is the crucial aspect of business management as you need to understand your strengths and weaknesses which you can analyze once you assess your performance. Evaluating the employee performance helps the businesses to assess their contribution in the business growth. There are certain metrics on which you analyze the performance of the employee and ensure that the individual gets complete value for his efforts. Our PPT deck contain some valuable information related to performance evaluation process such as establish performance standard, employee communication, employee self-evaluation, feedback, improvement plan etc. If you have to create a presentation sharing the above-mentioned aspects then you may have to study and do lot of research. With our presentation deck, you can ensure to save your time as all slides are designed with professional approach and are completely editable that gives you liberty to amend and share them as per your business need. Download performance evaluation process PowerPoint deck to share the details related to performance evaluation process. Our Performance Evaluation Process PowerPoint Presentation Slides attract bigger crowds. A lot of folks find them greatly appealing.
Strategic Planning, Execution Frameworks & Organizational Health – Executive Summary
There are many frameworks and components for strategic management, planning, and execution; like a Ferrari, a BMW, or a Volkswagen, they all do the job – just differently. Ultimately, every business needs to answer some key questions:
Where are we? Where are we going? How do we get there? How are we doing? How do we function effectively? How can we influence what we cannot control? How should we appear to Customers (BtoB, BtoC)? How do we look to our investors? How do we look to our workforce? How do we sustain, and continuously learn & improve? What must we excel at to satisfy stakeholders? How do we become The Employer of Choice, and the Provider of Choice in the markets we serve?
Led by an internal team (which frequently includes the CEO, CFO, COO, CHRO, sales & marketing, IT/IS, and other represented disciplines), and sometimes also key stakeholders (customers, suppliers), the output is practical & tactical, helping to enable sterling execution & organizational health.
Strategic management is a method by which leaders conceive of and implement a strategy that leads to a sustainable competitive advantage.
Strategic planning is a systematic, organizational effort that includes initial assessment, thorough analysis, strategy formulation, its implementation and evaluation, leading to the achievement of business goals, and competitive advantage. Continuous improvement / continuous learning includes benchmarking, best practices, change management, and performance excellence. Input frequently comes from senior management, and may also come from lead investors, the workforce, key customers, suppliers, and distributors.
Execution frameworks help align the organization’s talent, organizational structure, programs, projects, tasks, processes, and technology, to ensure strategy is executed on time, on budget, as required, meeting (and exceeding) business goals. In many instances, an execution framework has few strategic objectives, numerous (enabling) tactical initiatives, measures, and targets, plans operations, monitors and learns, validates & adapts, supported by budget & resources.
Organizational health is about making a company function effectively by building a cohesive leadership team, establishing real clarity among those leaders, communicating that clarity to everyone within the organization, and putting in place enough structure to reinforce that clarity going forward, and aligning rewards, metrics, and resources.
Putting Succession Planning into Practice – Talent Assessment and DevelopmentThe HR Observer
The session will start with the complexities organisations face when it comes to succession planning. Who do we develop, why and how? We will talk through the use of performance data, adherence to values, engagement and other dimensions in the talent identification process ultimately debating 'Potential'. How do we measure potential? What does it mean? Once organisations have a 'long list' of candidate nominations, how and what do we assess; leadership behaviour, cognitive agility, learning agility and emotional intelligence. We will then close by making the link between the diagnostic development activities and L&D curriculum design.
Amanda White, Managing Director, Innovative HR Solutions
Chris Ryan, CEO, CRSystems
Succession Planning and the Development of Your High Potentials | Webinar 11....BizLibrary
Succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of succession planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
• Selection of participants
• Building effective development plans
In this webinar we will discuss:
Emerging thought leadership on the organizational/strategic perspective of succession planning
The selection of participants – deciding whom to groom
Practical tips and suggestions for creating a development plan for your own high potential employees
www.bizlibrary.com
Performance Evaluation Process PowerPoint Presentation Slides SlideTeam
Highlight the performance evaluation process with this presentation deck. Performance evaluation is the crucial aspect of business management as you need to understand your strengths and weaknesses which you can analyze once you assess your performance. Evaluating the employee performance helps the businesses to assess their contribution in the business growth. There are certain metrics on which you analyze the performance of the employee and ensure that the individual gets complete value for his efforts. Our PPT deck contain some valuable information related to performance evaluation process such as establish performance standard, employee communication, employee self-evaluation, feedback, improvement plan etc. If you have to create a presentation sharing the above-mentioned aspects then you may have to study and do lot of research. With our presentation deck, you can ensure to save your time as all slides are designed with professional approach and are completely editable that gives you liberty to amend and share them as per your business need. Download performance evaluation process PowerPoint deck to share the details related to performance evaluation process. Our Performance Evaluation Process PowerPoint Presentation Slides attract bigger crowds. A lot of folks find them greatly appealing.
Strategic Planning, Execution Frameworks & Organizational Health – Executive Summary
There are many frameworks and components for strategic management, planning, and execution; like a Ferrari, a BMW, or a Volkswagen, they all do the job – just differently. Ultimately, every business needs to answer some key questions:
Where are we? Where are we going? How do we get there? How are we doing? How do we function effectively? How can we influence what we cannot control? How should we appear to Customers (BtoB, BtoC)? How do we look to our investors? How do we look to our workforce? How do we sustain, and continuously learn & improve? What must we excel at to satisfy stakeholders? How do we become The Employer of Choice, and the Provider of Choice in the markets we serve?
Led by an internal team (which frequently includes the CEO, CFO, COO, CHRO, sales & marketing, IT/IS, and other represented disciplines), and sometimes also key stakeholders (customers, suppliers), the output is practical & tactical, helping to enable sterling execution & organizational health.
Strategic management is a method by which leaders conceive of and implement a strategy that leads to a sustainable competitive advantage.
Strategic planning is a systematic, organizational effort that includes initial assessment, thorough analysis, strategy formulation, its implementation and evaluation, leading to the achievement of business goals, and competitive advantage. Continuous improvement / continuous learning includes benchmarking, best practices, change management, and performance excellence. Input frequently comes from senior management, and may also come from lead investors, the workforce, key customers, suppliers, and distributors.
Execution frameworks help align the organization’s talent, organizational structure, programs, projects, tasks, processes, and technology, to ensure strategy is executed on time, on budget, as required, meeting (and exceeding) business goals. In many instances, an execution framework has few strategic objectives, numerous (enabling) tactical initiatives, measures, and targets, plans operations, monitors and learns, validates & adapts, supported by budget & resources.
Organizational health is about making a company function effectively by building a cohesive leadership team, establishing real clarity among those leaders, communicating that clarity to everyone within the organization, and putting in place enough structure to reinforce that clarity going forward, and aligning rewards, metrics, and resources.
Developing and implementing a strategy for Posadas Amazonas in Peru so that the local community and the business can co-exist through a mutually beneficial relationship.
Even the best strategy is worthless without successful strategy implementation. However, most strategy implementations fail. This presentation helps organizations plan and implement and manage their strategy but also monitor, learn and adapt their strategy implementation to achieve sustainable organizational success. This way, organizations can achieve succesful strategy implementation.
Risk leadership - implementing a risk strategy that worksClarkson Alliance
Understanding how to manage risk will greatly improve the success of your project. By mitigating project risks you are more likely to achieve the project objectives
Emerging Trends and Foresight by Maggie GreysonMaggie Greyson
How might we plan for the future if the future is blurry, menacing and unknowable? Using foresight methodology, we can survey the landscape to look for emerging trends. This is one of the fundamentals of futures work. We take a strategic approach to evaluating interesting projects, policies, businesses, products, etc. to identify relevant opportunities or threats. We also consider things that many not at first seem relevant, but that could really throw a wrench into things.
Futurists sometimes build scenarios to help you understand the concept of an uncertain future. These stories can be brought to life with design fiction -- artifacts and experiences that help you to visualize something that doesn't yet exist -- they are prototypes of the future.
Feel the future, don't fear the future.
STRATEGY IMPLEMENTATION: TURNING GREAT STRATEGY INTO GREAT PERFORMANCETANKO AHMED fwc
Strategy in human affairs is vested more in the process of leading following and doing things with specific ends, goal or objects in mind. Great strategies precipitate great performance by means of sound strategic management process including strategy formulation and implementation. This paper discusses the process of turning great strategy into great performance by means of inspiration. The paper seeks to arouse the daring spirit of extraordinary performance founded on sound strategy formulation and implementation. This is in contribution to a thematic course for middle and senior executive on policy, leadership and strategy. The paper also dedicates a simulation exercise to the implementation of new national health policy in Nigeria. The British popular phrase of ‘who dares win’ is captured as the battle cry of the exercise.
Many organizations will have clarity on their strategic direction and exactly ‘WHAT’ changes are needed to drive growth, but they are unclear on ‘HOW’ to operationalize new strategies across every sales channel and make the change sustainable.
Priority Based Budgeting - How to respond to Downturn and AusterityMalcolm Anthony
Priority Based Budgeting [PBB] is a robust, participative process that enables organisations to achieve a balanced financial plan, even in the most challenging environments.
PBB has been helping organisations achieve challenging financial and operational goals for over thirty years. Unsurprisingly it has seen a significant resurgence in interest and uptake since 2008 as organisations, around the world, have sought to manage the implications of downturn and fiscal austerity.
PBB teaches managers, at all levels in an organisation, to manage their own destiny and deliver change that they and their teams truly believe in. Change which also, collectively, results in the achievement of the organisations wider goals.
Strategy Implementation of Financial and General Services Development (FGSD) jo bitonio
Electric Cooperative; Strategic Implementation; Framework for Strategic Implementation; Structure and Governance; Role and Importance of Financial Management;Cash Budget and Its Importance to the Role of Management
Relocation of Us headquarters Technology firmJi Pete.docxcarlt4
Relocation of Us headquarters:
Technology firm
Ji PeteNortheastern University
Executive Summary
The company is a global leader in threat detection and screening technologies for military, transportation, homeland security, and resilience applications.
The focus for this relocation:
Close the former headquarters.
Relocate numerous operations including customer service, accounting and finance, and research and development laboratories.
Create a program to retain and rehire key employees.
The technology company hired a project and finance manager to manage the project
Already announced closures and moves to employees, customers, and the public.
Cost and saving expectations were announced to the board of the company.
Some other challenges they faced are state laws regarding human resources notifications, HQ moving to one place while other services move to another, relocation and removal of hazardous materials, and major SAP changes in accounting and operations.
Scope Management Processes
Plan
Plan Scope Management: Creating the Scope Management Plan
Collect
Collect Requirements: Defining and documenting the stakeholder’s needs.
Define
Define Scope: Developing a detailed project scope statement.
Create
Create WBS: Subdividing project deliverables into smaller work units.
Validate
Validate Scope: Formalizing the acceptance of the deliverables.
Control
Control Scope: The ongoing process of monitoring and managing changes to the project scope.
Requirements Collection
Gathering Process
Document Analysis
Interviews
Brainstorming
Benchmarking
Gathering Team
Project Manager
Finance Manager
Senior Project Manager
Human Resource Manager
SME’s
MethodScheduleInterviewMonday-Friday: 5 Interviews a day
(if needed) Document Analysis5 Days Monday-Friday (Maximum)Brainstorming
2 Days Max (Any day during the week that is free)3 DaysBenchmarking
Scope Statement
This project is designed to help the technology company with its relocation efforts. They have hired a project and finance manager, alongside the senior project manager for the company to oversee the project. The main objectives is to close the former headquarters, relocation management of numerous operations including customer service, accounting and finance, and research and development laboratories, and creating a program to retain and rehire key employees. The closure and moves have been announced to employees, customers, and the public already. Also cost and saving expectations were announced to the board.
Proper closure will include moving all necessities, closing contracts, removing signage, and cleaning the workspaces. Management of numerous relocation areas will oversee different department transfers and the hiring for the new locations. Lastly, the employee retention and rehiring program will be designed to include numerous features like employee relief benefits, healthcare and insurance, and competitive pay to keep key employees.
Scope S.
Relocation of Us headquarters Technology firmJi Pete.docxdebishakespeare
Relocation of Us headquarters:
Technology firm
Ji PeteNortheastern University
Executive Summary
The company is a global leader in threat detection and screening technologies for military, transportation, homeland security, and resilience applications.
The focus for this relocation:
Close the former headquarters.
Relocate numerous operations including customer service, accounting and finance, and research and development laboratories.
Create a program to retain and rehire key employees.
The technology company hired a project and finance manager to manage the project
Already announced closures and moves to employees, customers, and the public.
Cost and saving expectations were announced to the board of the company.
Some other challenges they faced are state laws regarding human resources notifications, HQ moving to one place while other services move to another, relocation and removal of hazardous materials, and major SAP changes in accounting and operations.
Scope Management Processes
Plan
Plan Scope Management: Creating the Scope Management Plan
Collect
Collect Requirements: Defining and documenting the stakeholder’s needs.
Define
Define Scope: Developing a detailed project scope statement.
Create
Create WBS: Subdividing project deliverables into smaller work units.
Validate
Validate Scope: Formalizing the acceptance of the deliverables.
Control
Control Scope: The ongoing process of monitoring and managing changes to the project scope.
Requirements Collection
Gathering Process
Document Analysis
Interviews
Brainstorming
Benchmarking
Gathering Team
Project Manager
Finance Manager
Senior Project Manager
Human Resource Manager
SME’s
MethodScheduleInterviewMonday-Friday: 5 Interviews a day
(if needed) Document Analysis5 Days Monday-Friday (Maximum)Brainstorming
2 Days Max (Any day during the week that is free)3 DaysBenchmarking
Scope Statement
This project is designed to help the technology company with its relocation efforts. They have hired a project and finance manager, alongside the senior project manager for the company to oversee the project. The main objectives is to close the former headquarters, relocation management of numerous operations including customer service, accounting and finance, and research and development laboratories, and creating a program to retain and rehire key employees. The closure and moves have been announced to employees, customers, and the public already. Also cost and saving expectations were announced to the board.
Proper closure will include moving all necessities, closing contracts, removing signage, and cleaning the workspaces. Management of numerous relocation areas will oversee different department transfers and the hiring for the new locations. Lastly, the employee retention and rehiring program will be designed to include numerous features like employee relief benefits, healthcare and insurance, and competitive pay to keep key employees.
Scope S ...
Optimum utilization of funds through the year, minimizing liability of return...ICRISAT
The financial planning process and executing the finance strategy to maximize the utilization of all financial support received within the bounds of ethics and regulatory compliance.
Evolution of budgeting system in malaysia presentation (3 nov 3pm edit)Mohd Hasim Ujang
A group presentation slide for the subject 'Budget Administration', Master of Public Policy, University Malaya. The subject was taught by Tan Sri Sulaiman Mahbob, former Director-General of Economic Planning Unit, Prime Minister's Department and current Chairman of Felda Global Ventures (FGV).
Strategy, budgetary planning and expenditure managementTonderayi Chikanda
Explore how enhancing your strategic planning skills, budgetary planning and expenditure management can significantly transform your organization's effectiveness, efficiency and excellence.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
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.
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.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
"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."
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
2. Institutional Services Department
by Engr. Darwin I Gabriel
Financial Services Department
by Engr. Leo P. Aquino
Engineering Services Department
by Engr. Rodrigo C. Cabigas II
3. Strategy Implementation
• Strategy implementation is the translation of
chosen strategy into organizational action so
as to achieve strategic goals and objectives.
• Strategy implementation is not possible
unless there is stability between strategy and
each organizational structure, reward
structure, resource-allocation process, etc.
4. Step to Implementation
1. Translate Strategic Goals into Actionable
Initiatives
2. Create a Blueprint for Change
3. Mobilize the Team
4. Align Finances to Support Implementation
5. Monitor Progress
6. Revisit Your Strategy and Repeat the Process
By Jacquelyn Hadley, Laura Lanzerotti, Adam Nathan
5. Organizational Success of Strategy
Implementation: Six Key Supporting Factors:
1. Action Planning
2. Organization Structure
3. Human Resources
4. The Annual Business Plan
5. Monitoring and Control
6. Linkage.
Bill Birnbaum, CMC (2000-2009)
6. Top 10 Checklist on Strategy Implementation
• Commitment of top management
• Involve middle manager’s valuable knowledge
• Communication is what implementation is all
about
• Integrative point of view
• Clear assignment of responsibilities
7. • Preventive measures against change barriers
• Emphasize team work activities
• Respect the individuals different characters
• Take advantage of supportive implementation
instruments.
• Calculate buffer time for unexpected incidents
Top 10 Checklist on Strategy Implementation
11. an organizational plan should begin with goal-
setting and investment projections. From
there, the organization makes the proper
adjustments to their current financial budget
to achieve a more particular innovative and
successful working standard in the future.
12. It involves a window planning of five
years of longer with a broader set of
guidelines and preparation
13. MEDIUM TERM PLAN
Refers to the “
plans that may
take anywhere
from a year to
five years to
implement and
complete.”
14. SHORT TERM PLAN
• Addresses goals that
can be obtained within
a short period of time.
• Usually refers to
anything that can be
done within a week to
a year.
15. Key Result Areas
• The employee is given certain responsibilities
which will be his/her key result areas.
• Key Result Areas are the areas of performance
outlining the tasks that the employee has to
perform and define the work that is expected out
of him.
• Key Result Areas or KRAs refer to general areas
of outcomes or outputs for which a role is
responsible. KRAs are also known as key work
outputs
(KWOs).
16. Individuals who identify their KRAs typically:
· Work with those they report to,
those they work along with,
and those who report to them
to identify their KRAs so all on
the team have clarity regarding
outputs.
· Develop specific goals and
objectives, and plans to reach
them.
· Take control of their time/work
management strategies.
17. Institutional Services Department
Function and Responsibilities
• Responsible in planning development and
implementation of promotional-image-building
programs, training and information strategies
and general membership affairs and meeting as
well as to assist in the orderly conduct of BOD
election
• Primarily responsible in achieving a high level of
efficiency in processing of applications, revenue
generation/collection and reconnection while
ensuring excellent consumer service.
18. Institutional Services Department
Function and Responsibilities
• Responsible in ensuring prompt and proper
handling of consumer complaints and requests in
accordance to the required Costumer Services
standards towards the achievement of utmost
satisfaction.
• Responsible for the monitoring of Distribution
sizing, load voltage and energy monitoring to
consumer’s point of view
• Responsible for the safekeeping of all consumers
energy contract.
19. Programs are the aggregate activities
undertaken by the cooperative in a
regular and continuous manner in
pursuance to its mandate, mission, and
vision as defined.
ImageBuilding
Program
Membership
Affairs
Trainingand
Information
Revenue
Generation
20. ‘
• Projects are activities that represent a
component of a program that are usually
undertaken for a specific purpose and within a
specific period of time, usually a minimum of
one year. However, a project may progress in
becoming a regular program when assessed to
have continuing direct impact on the
development of the intended beneficiaries.
21. Institutional Services Department
Programs and Projects
1. Systematization Project.
– To establish an updated electronic record of the
Member-Consumer in compliance to CDA MC No.
2012-16 ( Policy Guidelines Prescribing the
Minimum Registry of Cooperatives).
– To have an updated data of the Distribution Line
System for Technical/Engineering analysis.
– To have an updated data of in service KWH
meters.
22. Institutional Services Department
Programs and Projects
2. Corporate Social Responsibility (CSR) Programs
A. Image-Building Programs
Scholarship Programs
Educational assistance for indigent relatives of the
registered member consumer.
Academic Incentive Award
Grants medals to the first three outstanding
graduates of public and secondary schools.
23. Institutional Services Department
Programs and Projects
To support DENR’s National Greening
Program (NGP)
Poster-calendar give-aways
Give away to member-consumers every
yuletide season as tokens of their continued
support and cooperation to the Coop.
Lantern Making Contest
Showcased the artistic talent and skills of
member-consumers during the Christmas season.
24. Institutional Services Department
Programs and Projects
B. Networking with other Agencies
– To preserve and Strengthen relationship with other
agencies.
– Accepting On-the-Job Trainees
– Provides manpower/financial assistance in times of
calamities to affected Electric Coop.
C. Senior Citizen’s Discount on Electricity
Consumption.
D. Amnesty for the Updating of membership Status
– Request for the Change of Account Name
– Change of Membership Status
25. Institutional Services Department
Programs and Projects
3. Conduct of Membership Meetings.
– Annual General Assembly Meeting (AGAM)
– Election and Appointment of Committees
– Election of BODs
4. Customers Satisfaction and Delight
– Prompt and Speedy Resolution of Requested
Complaints
– Intensify Information Drive
– Updating of Website
5. Service Connection Standard
– Conducted weekly seminar to newly applicant
– Issuance of membership certificate
26. EXPECTED
• Suppose, the IT Manager failed
to arrange the conduct of a
Training Program. The failure
will reflect the KRA of IT.
Manager (Finance), Manager
(Finance), CFO, IT Manager
(Training), Manager (Training),
and CPO, COO, and CEO.
• Key Result areas- The measure
of employees performance
27. "If you don't set your goals
based upon your Mission
Statement, you may be climbing
the ladder of success only to
realize, when you get to the top,
you're on the WRONG
BUILDING."
-- Stephen Covey, 7 Habits of
Highly Effective People
28. References
• PANELCO III Handbook 2012 Edition.
• PANELCO III Functional Chart.
• Strategy implementation By Bill Birnbaum
• Strategy implementation by Jacquelyn Hadley,
Laura Lanzerotti, Adam Nathan
• Strategy implementation process by Dr. Sally Mounts
• Stephen Covey, 7 Habits of Highly Effective People
Businesses, careers, and the workplace are rapidly changing, and the skills that you have or plan for today may not be in demand years from now. Long-range planning should be more about identifying and developing core skills that employers will always value while developing your personal and career goals in broad strokes.