Human Capital and Change management – performance improvement service – us

© Grant Thornton. All rights reserved.
Human Capital Management Overview

What is Team Development?
Team Development is a formal and informal training and professional
development program designed for diverse work teams. This program is
leveraged to assist teams in navigating the 4 phases of group development
by helping team leaders and members with communication, knowledge,
and cooperative skills necessary to realize the full potential of work team
synergy.

What is Leadership Development?
Leadership Development is the formal and informal training and
professional development program designed for management and
executive-level employees to assist with developing the essential
leadership skills and individual character traits that make successful
leaders.

Human Capital Management Overview
Grant Thornton's Human Capital
Management (HCM) team focuses
on a consistent approach to
delivering the right solution for each
individual client situation integrating
people, processes, & technology
with the business strategy.
Human
Capital
Process
Strategy
Technology

January 16, 2016
Combined Training Method
• Lecture Method
• Demonstration Method
• Practical Exercise (Practice Method)

Training Objectives
It is best if objectives are:
• Specific (regarding what needs to be learned) e.g. Asset
Management, Debtors, Creditors etc.
• Measurable (regarding how will learning be assessed)-Outcome
• Sequenced for optimal learning ( Service delivery target)
• Consistent with the Departmental needs, goals, and capabilities
(e.g., resources)

“Hands-on” Training Methods
(A) On-The-Job Training (OJT)
•Training is specific to the job tasks ( e.g. may refer to AGSA Audit findings)
• Easy transfer of learning back to the job
• Training content associated to knowledge requirements-re performance improvement.etimes
used as an assessment of ability during a probationary period
(B) Job Rotation (or Cross-Training)
•Employees can perform more that one set of job tasks (allows for easier coverage of jobs
in case of absences)
• Employees are more able to assist others in specific job duties
• Jobs usually need to be relatively similar in the KSAs that they require
(C) Apprentice Training
(Learn job skills from a qualified employee across time)

“Hands-on” Training Methods (cont)

© Grant Thornton. All rights reserved.January Methods of
Lecture Method
• Lecture method: LM is a trainer centered training in that the trainer is the sole
dissemination of information. The best method is when the trainer presents a
segment of training, questions the student frequently, and provides periodic
summaries or logical point of development.
• Advantages: Students are encouraged to ask questions about points which are not
clear, and the trainer is free to take the necessary time to answer these questions.
Good for auditory people.
• Limitations: The major limitation of this method is that only limited discussion is
possible because of larger classes and greater amount of material to be covered.
Not good for VK.

Demonstration Method
• Demonstration method: DM is one in which the student observes the portrayal of
procedure, technique, or operation. The demonstration method shows how to do
something or how something works. It may or may not introduce new methods.
• Advantages: It sets standards by showing exactly how a thing is to be done and
the degree of proficiency required to meet objective. The demonstration appeals
both to the sense of sight and hearing. The method saves time since principles,
theories, and operations can usually be shown more quickly then they can be
explained. Good for VA
• Limitations: Since student do not actively participate in all demonstration, there is
less reinforcement of teaching points if this method is used alone. Thus, this
method should be followed with a practical exercise in which the students do
participate. DM is not good for Kinesthetic people.

Practical Exercise
• Practical Exercise: PE is a method of training in which the student actively
participates, either individually or as a team member. He does this by applying
previously learned knowledge or skills. This method may take several forms: team,
pupil, and independent practice.
• Types of practice methods: Team practice, role play, case study, brain storming,
discussion, games and competition.
• Advantage: Students learn by practicing role. PE encourages learners to think
about the subject from various perspectives. Students learn from each other. Also,
learners become eager to learn in order to ‘beat the competition’ as competition
creates enthusiasm. Good for VAK.
• Limitations: If not handled properly may create conflict among the learners
because of competition. Learner’s confidence can be damaged if they are told their
idea is ‘wrong’ or if they face aggressive opposition. Disadvantage for shy people.

Prepare & Train the Workforce
Prepare & Train activities include
development of a training strategy, plan,
and curriculum
Depending on the need, Grant Thornton
can partner with clients to:
• Transfer knowledge for supporting a client
providing training “in-house”
• Jointly deliver classroom training and/or
eLearning
• Manage an out-sourced training provider
Objectives for managing “end-to-end” training:
• Project Team Training – Equip the team with
functionality knowledge, process improvement tools, and
effective project management.
• Knowledge Transfer – Reinforce knowledge transfer &
comprehension across sites by employing a “Train-the-
Trainer” approach, involving key local users.
• Business-Focused Delivery – Use the business
processes as the driver for teaching new system
concepts and transactions to end-users.
• Role-Based Training – Train employees on what they
need to know and do to carry out their jobs in the new
environment by matching learning to job roles.
• User Interaction – Implement instructor-led, self-paced,
and technology-based training vehicles to promote
effective, timely, and cost-efficient learning.
• Competency Evaluation – Confirm that employees
display competency in their areas of responsibility by
meeting performance and learning objectives.
• Continuous Improvement – Establish ongoing skills
development through post Go-Live Education and
Training plans.

Prepare & Train the Workforce
Analysis
• Conduct Initial
Data Collection:
 Gather general
client
information
 Gather general
project
information
 Understand
your constraints
 Audiences
analysis
• Understand
Processes, Sub-
processes, Tasks
• Complete Needs
Assessment &
Job Impact
Template
• Define Training
and Support
Strategy
Design
• Define Learning
Objectives
• Create Course
Curriculum and
Lesson Plans:
 Identify
audience
 List objectives
and activities
 Choose
instruction
methods
 List timing
 List materials
• Begin developing
the
Implementation
Approach
Develop
• Identify Training
Development
Team
 Grant Thornton
 Grant Thornton
coaching client
 3rd party
• Develop & Test
Materials
• Develop
Evaluation
Approach
• Train-the-Trainers
• Finalize
Implementation
Approach:
Material
Reproduction,
Delivery Logistics,
etc.
Implementation
• Deliver Training
Program
• Implement
Evaluation
Approach
• Identify Post
Implementation
Support Needs
Evaluation
• Revise Training
Materials based
on Evaluation
• Roll-out post
implementation
support activities
(help-desk, job
aids, targeted
communications)
• Integrate Final
Training Program
into Client Course
Curriculum
Project Management

Training Evaluation Criteria
1) Reaction criteria (e.g., via Participant Reaction
Forms)
• Assessment of how participants felt about the
training program (e.g., adequacy of content
coverage, usefulness of material, how material
was delivered)
2)Learning criteria (assessment of what was
learning immediately following training)
3)Behavioral criteria (did learning that occurred

Measuring Training Effectiveness
1) Did any change occur?
2) Was the change due to training? (Internal validity)
3) Was the change consistent with the organization’s goals?
4) Can the change that occurred generalize to other people
and locations? (External validity)

Characteristics of Successful Business Initiatives
HUMAN
CAPITAL
STRATEGY
An Integrated Human Capital
Management approach is required to
achieve business results.
Human
Capital
Process
Strategy
Technology
 Technology Supporting
Processes
 Human Capital Enabled to
Deliver Results
 Well Defined Work Processes
 Clearly articulated Strategy

Talent Management
Talent Management is the implementation of integrated strategies or
systems designed to increase workplace productivity by developing
improved processes for Attracting, Developing, Retaining and Utilizing
your Human Capital with the required skills and aptitude to meet current
and future business needs.

Grant Thornton's Talent Management
We provide consulting services to develop a proactive, customized
approach to forecast staffing needs, select proper employees and cultivate
and retain top talent within your organization. Our experts provide proven
methodologies and tools to address the people and organizational issues
inherent in today’s rapidly changing business environment, whether its
rising competition for talent, recruiting and selecting qualified employees
and addressing generational diversity.
85% of HR executives state, “the single greatest challenge in
workforce management is creating and maintaining their companies’
ability to compete for talent”.
- Source: Lockwood, N.R. (2006). Talent Management: Driver for Organizational Success. SHRM.

Grant Thornton's Talent Management Solutions
Recruitment
& Selection
Onboarding
Attracting the
Best Talent
Coach/
Mentor
Training &
Development
Performance
Feedback
Leading the
Best Talent
Succession
Planning
Reward,
Motivate &
Promote
Attitude
Surveys
Keeping the
Best Talent
Improved
Organizational
Performance

Team Leadership Development Approach
Grant Thornton’s Team Leadership Development approach is predicated
on the concept that coaching needs to be directed toward improving
organizational, as well as team and individual performance with an
emphasis on results. We bring a practical focus to provide executives and
managers with plans to align and achieve personal and organizational
performance objectives called Team and Individual Leadership Plans.
Like athletes who set a vision and plan to achieve success, we help
leaders formulate a future vision that includes business, essential team
leadership characteristics, and personal goals and objectives. We help
leaders isolate obstacles and remove barriers to enhanced performance.
Our coaches are highly experienced and use a wide variety of assessment
and planning tools to develop and analyze the gaps in the individual’s and
team’s current performance and the (company/department/function’s)
vision for success. Our coaches work to insure the plans are executed.
Progress is measured to sustain performance.

What is Change Management?
Issue
Identification
Agreement &
Action
Implementation
Focus
• Addresses the "people" issues and risks to promote
successful implementation of major organizational,
process and technology transformations
• Accelerates and increases the probability of successful
implementation by:
• Helping people reach understandings and agreements
that result in unified, decisive action
• Preparing and equipping the leadership and workforce to
thrive in the new environment
• Focusing on helping people accomplish a critical
initiative together
Effective Change Management enhances the probability of
success and reduces risk when implementing major initiatives.

Change Management Framework
Assess
Readiness for
Change
Mobilize &
Align
Sponsors
Engage &
Communicate
with
Stakeholders
Align
Organization
Prepare &
Train
Workforce
Our Change
Management
approach mitigates
risk and aligns the
organization across
the enterprise to
successfully
implement and
sustain change.

Change Management Framework
Grant Thornton’s training program will take a systematic approach to
Instructional Systems Design to ensure that the end user community
knows how to leverage this tool in their day-to-day jobs and that LFG’s
desired performance objectives are achieved. In general, software training
should be based on how the application is used to perform the job vs.
based on the features & functions of the software, including:
• Context in process & business scenario
• Modular training curriculum design to address role-specific needs
• Hands-on training exercises where appropriate

Performance Management
Performance Management is the process of assessing progress toward
achieving predetermined goals. Managing that process is adding the
relevant communication (i.e. coaching, counseling, continuous feedback)
and action on the progress achieved against these predetermined goals.

Performance Management
Grant Thornton’s Performance Management services provide specialized
expertise to manage the process of employee assessment and goal
achievement and align them to the organization’s vision through the
following tools and processes:
• 360 Degree Feedback
• Continuous Feedback
• Appraisal Criteria
• Employee Development
• Goal Setting
• Performance Management Systems

Communication Planning and Execution
Grant Thornton believes that an integral part to successfully achieving any
business transformation requires careful communication planning and
execution. Our team of seasoned professionals use proven methodologies
and techniques to:
• Assess the Current State of Communication
• Create a Communication Strategy
• Enable a Communication Infrastructure
• Develop a Communication Plan
• Implement and Execute the Communication Plan and Strategy
• Monitor and Measure

Communication Planning and Execution
Planning and execution of program communications designed to build
awareness and accelerate acceptance of the new business processes and
supporting technology.
Understand
Communications
Environment
Define
Audience
Disseminate
Select
Media
Craft
Messages
Project Start-Up Communications
Detailed Communication Plan
Refined Communication Plan
Gather Feedback

Selected Experience

Selected Experience
Types of Clients Industry Specialization
• Large domestic and
multi-national companies
• Middle-market companies
• Closely-held and
family-owned businesses
• Start-ups of all sizes
• High net worth individuals
• Insurance and Financial
Services
• Higher Education
• Healthcare
• Life Sciences – Biotech/
Pharmaceutical
• Public Sector – state and local
• Real estate

Contact Information
Adam Taicher
Adam.Taicher@us.gt.com
O – 215-376-6012
M – 484-432-3937

Human Capital and Change management – performance improvement service – us

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