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| | CHANGE AND PEOPLE STRATEGY SOLUTIONS |
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Specific Change and People Strategy services are as follows:
Change Management:
The collective set of activities that work to identify and address the organizational and people implications of process and technology change. The objective of such activity is to ensure the realization and sustainability of identified business benefits associated with the process and technology effort. Key activities include: assessing the organizations overall readiness for change and the magnitude of change specific to the effort, developing a business case, articulating the project vision, coaching project sponsors/leaders, developing change agent networks, developing and deploying communications and stakeholder management strategies, preparing teams and individuals for change through training on new processes, technologies and behaviors, understanding and planning for impacts to job design and organizational structure, establishing baseline performance measures and monitoring results.
People Strategy
T.A.P TriGate People Strategy and HR solution teams work with senior HR leaders and overall company executives to develop the HR processes, service delivery model and internal capabilities necessary to create a strategic and efficient HR function as well as develop a unique, sustainable competitive advantage through their people by designing and implementing the optimal organization design and workforce programs.
Specific services include:
HR Transformation and Productivity Improvement:
Enable HR functions to transition focus from one of administrative and transactional to that of strategic business partner. Build and validate the HR service delivery model and develop competencies required for new strategic focus. Identify non-value added HR activities and drive out costs.
Training Strategy and Structure:
Develop a training strategy including the front-end needs assessment, outline of training opportunities, identification of redundancies in training, and an execution model. Build the training delivery model.
Workforce Development:
Build a framework for identifying the behaviors that encompass the knowledge, skills, attitudes, motives and temperament, which distinguish excellent performers. Build assessment, talent development and performance management systems to support business strategies
Leadership Development:
Address the preparation and performance improvement of individuals in leadership positions throughout the organization. Develop competency models for leaders, as well as basics such as succession planning, leadership development programming, and leadership coaching.
Workforce Transitions:
Design and implement plans for redeploying, reducing, and/or retaining workforce resources as a result of organizational initiatives and change. Build processes for identifying, selecting, and exiting of workforce.
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