HR的角色在管理变化-小型化(2).pptx

HR的角色在管理变化-小型化(2).pptx

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HR的角色在管理变化-小型化,UlrikeKaepplerHRDirector-SCJohnsonGreaterChina,TheRealitiesofChange,TypicalcycleofchangeinanyorganizationUnderstandthespecificchallengesandopportunitiesthattheorganizationandtheiremployeesfaceHoworganizationsbegintoaddressthehighsandlowsofthechangecycleHaveaplantoexploittheenablersandeliminatethebarrierstochange,CHANGE,ChangeGeneratesFormidableChallenges,HowtoGetDesiredResults,HowtoMaintainandIncreaseEmployeeCommitment,HowtoMaintainBusinessContinuityDuringtheProcess,HowtoKeepCustomers/MultipleConstituenciesSatisfiedDuringtheProcess,ManyRestructuringEventsDontResultInSubstantialGainsfortheOrganization,Createdsubstantialreturns,Createdsomereturns,Erodedsubstantialreturns,Erodedreturnsmarginally,ChangeTheory,Changetheoryhastaughtus:

SignificantchangeisalwaysdrivenbyexternalforcesAllchangeinvolvesalossTheprocessofchangefollowsasequenceattheorganizationandpersonallevelResistanceandconflictarenaturalcompanionsofchangeEverymemberoftheorganizationisaffectedbychange,buttheeffectisnotequaloratthesametimeforallmembers,ChangeTheory,Changetheoryhastaughtus:

Real,sustainablechangewillnottakeplaceunlessthereisdissatisfactionwiththestatusquoavisionofthefutureaplanforatleastthefirststepinmovingtowardsthefutureagroupofsponsorsofthechangeeffortcriticalmassofsupportforthechange,PeopleRequireTimeAndSensitivityToAcceptChange,Time,OrganizationRespondFollowingAnEffectiveChangeSequence,LeadingChange,UnderstandthephasesofacceptancethatretainedemployeeswillgothroughBeawareoftheirroleswhenleadingthechangeprocessBefamiliarwiththecompetenciesneededasaleader,SurvivorsSyndrome,CurrentState,FutureState,EmotionEnthusiasmTrustAcceptanceBusinessImpactCommittedemployeesHappycustomersThrilledstockholders,EmotionFearAnxietyConfusionBusinessImpactSub-optimalperformanceLackofcommitmentLackofcustomer/marketfocus,ValleyofDespair,EmotionAngerFrustrationCreativityBusinessImpactReducedproductivityLackoftrustinmanagementOrganizationalconflict,LeadingChange,EnablingStaff,Focusingtheeffort,Individualeffort,OrganizationalCompetencies,DriveforResults,Displayspassion,energy,andenthusiasmforaccomplishinggoalsandobjectivesMeasuresandtrackskeybusinessresultsandprogressagainstestablishedbenchmarksPushesboundariesandlooksforwaystoaccomplishbetterresults,VisionCommunication,CommunicatesthechangesrequiredoftheorganizationinconcretetangibletermsBuildsenthusiasmandsupportbyconsistentlycommunicatingthroughavarietyofmediumsArrangesforinteractiveexchangestoensurethatothersunderstandwheretheorganizationisheadedandwhatthechangedorganizationwilllooklike,StaffCompetencies,TeamCommitment,ReadilyplacestheneedsandgoalsoftheorganizationaboveonesownpersonalneedsandagendaActivelyandpubliclysupportsteam/organizationdecisionseveniftheyareunpopularTakespersonalactionstobreakdownorganizationalbarriers,Influence&Persuasion,Takethetimetoensureothersunderstandonesgoals,objectives,andvisionSellsownideasbyrelatingthemtothevaluesandgoalsofothersAnticipatespotentialobjectionsandobstaclesandpreparesalternativeargumentsandcoursesofaction,StaffCompetencies,Developing&Empowering,Personallyworkstodevelopthecompetenceandself-confidenceofdirectreportsthroughregularfeedback,reinforcement,andpersonalsupportWithdrawsfromdecision-makingandimplementationassoonasfeasibleinordertoletotherstakechargeandassumeresponsibilityDemonstratesgenuinerespectforandtrustintheabilitiesofothers,IndividualCompetencies,RoleModel,ModelswordsandbehaviorswhichsupporttheethicsandvisionoftheorganizationOpenlysupportstheorganizationanditsemployeesEmbracesthechangeprocessandtakesactiontomovetowardfutureinitiatives,RiskTakingSelf-Confidence,WillingtotakeactionwhichissoundbutmaynotalwaysbesafeChallengesboththesystemandothersevenwhenconflictislikelyDemonstratesarealisticandbalancedsenseofconvictionregardingonesskillsandabilities,IndividualCompetencies,PersonalIntegrity,Behavesinamannerthatisconsistentwiththelaw,ethics,andcultureoftheorganizationReadilyassumespersonalresponsibilityforoneswonbehaviorandtheoverallbehaviorofhis/herorganizationPersonallyfollowsthroughtoensurecommitmentsarekeptandpromisesfulfilled,IntroductiontoJohnsonPyramidAwarenessUnderstandingBeliefCommitment,EffectiveCommunicationDuringProcessChange,AWARENESS,UNDERSTANDING,BELIEF,OPTIMALPERFORMANCE,COMMITMENT,Trust,Involvement,Consistency,Evidence,Clarity,Dialogue,Simplicity,Relevance,TheJohnsonPyramid,Iheardit,ThePyramid,AWARENESS,Simplicity,Relevance,ToAchieveRelevance,KnowYourEmployee!

Howmuchdotheyknowaboutthetopic?

Whyshouldtheycareaboutit?

Whatstheirprimaryareaofinterestorconcernaboutit?

Dotheyhaveanypreconceivednotionsaboutit?

Anypastexperienceswithit?

What3questionsaretheymostlikelytohave?

Arethereotherburningissuesthatneedtobeaddressedbeforetheycanopentheirmindstothemessage?

Considertheirreactiontosimilarcommunicationsinthepast,KeepItSimple,StartwiththemainpointthatwayiftheydontpassthefirstsentencetheyllstillgetthemessageEmphasizehowdoesthisaffecthimorher?

Whatmusttheydoinresponse?

Usesimple,everydaylanguageavoidjargon,slangandcomplexsentencesOrganizedetailslogicallyusebulletpoints,graphs,columns,chartsandpicturestomakeinformationeasiertodigest,AWARENESS,UNDERSTANDING,Clarity,Dialogue,Simplicity,Relevance,Igetit,Iheardit,ThePyramid,C.L.E.A.R.CommunicationProvides,CContextLLinkstotheReceiverEExamplesAAnalogiesRRepresentativePictures,Understanding-Dialogue,ReflectiveListeningConsistsOfListeningwithanon-judgmentalattitudeListeningforthepurposeofunderstandingthetopicfromthespeakerspointofviewStatinginyourownwordsyourunderstandingofboththecontentandthefeelingsbeingexpressed,ReflectiveListeningIsHelpfulWhenTheemotionalcomponentofthemessageseemssignificantTheissuesareofgreatimportancetothespeakerYouarepreparedtoinvestthenecessarytimeandenergy,Understanding-Dialogue,ListenActivelyStayneutral;avoidjudgingthespeakersstyleormessage.Givecompleteattentiontothespeakerandbepreparedtospendasmuchtimeastheyneed.Listenforideas,notjustforfacts.Watchnon-verbalcommunication.,Understanding-Dialogue,Understanding-Dialogue,ListenactivelyUsesilencetoletbothsidesmentallyreviewwhathasbeensaidandwherethediscussionisgoing.Listenempathetically.Showthroughfacialexpressionsthatyouareunderstandingthepersonswordsandemotions.Usequestionstoclarifyortocheckunderstanding.,WhenReflectingBebriefUseyourownwordsTellwhatcorethemesyouarehearingTellwhatemotionyouarehearing（whenpossible）,Understanding-Dialogue,Dialogue-EffectiveQuestioning,OpenCannotbeansweredbysimple,1-or2-wordanswersWhatisyourplanforimprovingqualityintheplant?

ClosedAnsweredwithshort,simpleanswers;meantforconfirmationnotinformationgatheringDoyouthinkweshouldhirethiscandidate?

LeadingSuggestsdesiredanswerinthequestionDontyouagreethisisthebestidea?

AWARENESS,UNDERSTANDING,BELIEF,Consistency,Evidence,Clarity,Dialogue,Simplicity,Relevance,Ibuyit,Igetit,Iheardit,TheJohnsonPyramid,Belief,EvidenceExternalReferencePointsInternalLogicConsistencyWhatyoudo=WhatyousayConsistencyovertime,AWARENESS,UNDERSTANDING,BELIEF,COMMITMENT,Trust,Involvement,Consistency,Evidence,Clarity,Dialogue,Simplicity,Relevance,Iwanttomakeithappen,Ibuyit,Igetit,Iheardit,TheJohnsonPyramid,DownsizinginSCJ,Historicalbackground,Headcountreducedbyapprox.1000employeesfrom1992to20011999:

89employeesvianonrenewalofemploymentcontractsFrom1992-1997:

approximately800employeesreturnedtothejointventurepartnerwithgenerousseparationpackage,andpartnerdealtin1997withtheindefiniteemploymentcontract.1995Earlyretirementprogramstipulatedbygovernmentimpactedaround130employees,BackgroundofSCJFactoryConsolidationProject,CURRENTSTATUS:

SeparatebusinesslocationswithadministrativeofficeinPudongandmanufacturingplantinNandaOBJECTIVESCOSTSAVINGSGrossprofitimprovement,resultingfromheadcountreduction,increasingproductivityandeliminatingofcontractmanufacturingfees.Othersavingsincludeareductioninaverageworkingcapitalandavoidingbuilding/utilityupgrades.PRODUCTIVITYdoubledproductmakeroutput/asinglebuildinglayoutversus19buildingsCAPACITYThenewfactoryresolvespeakproductioncapacityissuesandwillcoverChinafive-yeargrowthprojections.S/H/ECompliance,OrganizationalObjectives,ImproveefficiencyandorganizationalhealthNomajordisruptionsofbusinessRemainingworkforcecommittedandmotivatedResolveheadcountreductioninaccordancewithlaborlawinlinewithprinciplesofourcompanyphilosophyofThisWeBelievebyincreasingflexibilityofworkforce,andimprovingagestructurereducingheadcountby11%via2projects,BackgroundofWorkForce,TurnoverzeroAverageageofcompany38.7Numberofemployeesoverageof40:

Operations:

56%Administration:

70%Over60%ofemployeeshaveindefiniteemploymentcontract,WhoWillBeImpacted?

OurStrategiesToReduceHeadcount,NaturalAttritionNonrenewalofdefiniteemploymentcontractsWaitforretirementprogramNewIndefiniteContractTerminationContingencyOldIndefiniteBuyoutTransfer,ThoroughPreparationBeforeActualIndividualCommunication,Involveenablers（i.e.tradeunion,LaborBureauandpartner）Learnfrombestpracticein