Remind The 7 habits of Highly Effective People

I am sure that you have very familiar or may be some of you already to be of Guru of this concept.

How ever do you have most experiences success that impacted by practicing this philosophy ?

If yes, kind please share ? If not yet it better you go through and start to refresh again by sharing it to other people who not yet familiar.

Remember the concept three person learning concept.

Best regard

Managing Change

Step by Step Managing Change Process

Step-1. Identify/Accept the Need for Change:

• List the issues, indicators or symptoms
• Ask stakeholders to confirm the issues, indicators or symptoms
• Decide whether change is necessary
• Set up change team(s)/support mechanisms (implementation, transition, communication etc.)
• Clarify Roles (Sponsor, Implementer, Agent, Advocate)

Step-2. Assess and Define the Change Required:

• Identify the preferred future state
• Assess the current state
• Identify the gap or difference
• Clearly define what must be changed
• Establish measures of success

Step-3. Analyze the Impact of Alternatives and Select the Best:

• List reasonable alternatives (including making no change)
• Assess the cost/benefits, pros/cons, outcomes/risks and potential side effects
• Choose the best alternative
• Identify restraining and supporting forces (i.e. people, events, rules and policies

Step-4. Develop the Plan and Strategies:

• Explain the change and rationale
• Describe the current situation vs. the desired future
• Explain the options considered and decision
• Describe objectives, action plans, and measures of succes
• Develop strategies

1. Operational (Physical/Plant Legal, Financial, and Service Issues
2. Training and Learning
3. Human Resource (HR/LR, Staff Transfer, Selection)
4. Communication
5. Transition
   
6. Team Development and Budget Implications
   

If you need the next step explanation and the detail implementation, please contact us.

Improve HR Strategies through HR Score Card

HR STRATEGY IS THE VITAL STRATEGY IN THE COMPANY

To measure your strategies , we have to set the HR Score Card as measurement.

Below is the sample.

HR Balanced Scorecard Dashboard
	Perspective		Performance
	Employee turnover		54%
	Recruiting		66%
	Retention		72%
	Training and Development		26%
	Total Performance		54.5%
	Help
	-	You can change the values in "weight" column, the value must be between 0 and 10;
		"10" value means that the perspective or goal is the most valuable
	-	You can change the values in "Performance" column;
	Strategy tree and scorecard details:
	Perspective	Goal	Weight (x of 10)	Description	Performance (%)
	Employee turnover		2		54%
		Cost per Hire	1	Calculation of advertising, agency fees, employee referrals, relocation, recruiter pay and benefits costs and the number of hires	30%
		Turnover Cost	3	Calculation of termination, new hire, vacancy and learning curve costs	70%
		Turnover Rate	1		80%
		Time to Fill	3		40%
		Length of Employment	2		50%
		Total Performance in group		Employee turnover	54.0%
	Recruiting		4		66%
		Vacant Period	2	Number of overall days the positions were vacant	80%
		New Hires Performance Appraisal	4	Average performance appraisal of new hires, compared to previous period	90%
		Manager Satisfaction	1		20%
		Turnover Rates of New Hires	1		80%
		Financial Impact of Bad Hire	2		20%
		Total Performance in group		Recruiting	66.0%
	Retention		2		72%
		Preventable Turnover	4	This indicator considers the reasons the employee left the organizations and what measures may be taken to prevent it	80%
		Diversity Turnover	2		40%
		Financial Impact of Employee Turnover	4		80%
		Total Performance in group		Retention	72.0%
	Training and Development		2		26%
		Learning and Growth Opportunities	4	Percentage of employees who are satisfied with the learning and growth opportunities in the organization	20%
		On-the-job learning Contentment	3		30%
		Opportunities for New Hires	3		30%
		Total Performance in group		Training and Development	26.0%
		The total Performance in	HR Balanced Scorecard Dashboard		54.5%

If you need more guideline and consultation please contact wayancarma@hotmail.com