Our process integrated into a business transformation
Understand the "Why"
Initial consultations must answer:
"Why is your business is changing?"
It is critical to understand the CEO's take on:
- Micro/macro economic impacts.
- Industry trends and disruptors.
- Vision for the company.
- Short and long-term strategies.
- How and where the current initiative fits into the overall plan.
- Being challenged on the expected value gained by transforming.
share knowledge, gain bUY-IN
Facilitated, two-part, group session with representation from every function, geography and/or business unit.
Part One:
- Dive into the proposal, scope, and detailed assumptions used to forecast the anticipated outcome.
- Walk through key milestones and dependencies of each function, geography, and business unit.
- Challenge the proposal and assumptions through the lense of each organization.
Part Two:
- Review all incorrect/unfactored assumptions and misaligned dependencies per organization.
- Communicate the mitigation plans and implications.
- Highlight success metrics.
plan & assign ownership
Each organization's representative is part of the ongoing "Core" team. Transforming HR's Program Lead is the Core team member representing the HR function.
Each Core team member builds out their respective extended team, bringing experts from across their respective organizations.
Detailed, end-to-end activities are listed out along with ownership of delivery.
All detailed organizational plans roll-up to the master plan.*
implement
Follow the plan. Hold people accountable...including us!
Pricing options include holding fees until we reach agreed-to success metrics.
That is how Transforming HR ensures our mutual success!
*Note: All project plans, timelines, and deliverables are part of Transforming HR's value, bringing ready-made templates, scripts, and best practices.