Sunday, May 17, 2015

InReGo ©: Design your own career plan…

Career development is the buzz word in corporate world. Employees leave an organization because they think that they don’t have the right career in the organization.  HR professionals have the struggle in designing career path and match aspirations of employees. However the issue is still vivacious in HR world. 

At the other side, employees don't have the right perspective on career development. I have seen employees who leave the organization for the sake of career development, end up just receiving the title change without any role change in next organization. S/he gets the upgraded title without any upgraded role. Sometimes for them tile change is also a career development which is not the real case.    

Let’s see what actually these terms means:

Career is the series of work-related positions a person occupies through life.

Career Paths represent employees’ movements through opportunities over time.

However employees should understand what actually career means for them.  Manager and HR professional need to educate employees and facilitate their real aspirations instead of mere focusing title up-gradation. 

Organization-Centered Career Planning focuses on jobs and on identifying career paths that provide for the logical progression of people between jobs in the organization.

Individual-Centered Career Planning focuses on an individual’s career rather than in organizational needs.

There will be always mismatch between above two.
Before speaking and expecting about career development, employees should focus on their own inclination and their focus in the career which always is missing initially.

There is a test called InReGo© -(©Vinod Bidwaik)

What is InReGo ©?

Everybody can design their own career path!
(In) Insight: Do you have the insight about yourself? Have you done analysis thoroughly what is your potential and at what level you can climb?

(Re) Reality Check: Most of the time, employee does not check the reality. Dreaming is good, but day dreaming is bad. Have you done the reality check about your potential, your qualification, skill sets?

(Go) Goal: Once you have the insight and reality check, it is the time to set right career goals. Set ambitious but realistic goals. During interviews, candidate always mention their career goals like to be the General Manager of the unit etc. Nothing wrong, but when 3 years experienced candidate dreams to be the general manager, I have the doubts if S/he has done the reality check.

Based on the InReGo © decide your career choice assessed on your Insight, Interest, Self-Image and your Background.

You will be more happy with this approach rather than just following the blind competition of career development and your peer pressure.

You can design your own career…don’t rely only on your organization…

Saturday, May 09, 2015

BSC (Balanced Scorecard) Simplified....


First Time in History, BSC (Balanced Scorecard) Simplified....But still hard to implement....

irst thing first,  BSC means aligning every employee towards organizational goals and it starts with vision, mission and strategy of the organization. This is not short term initiative but should be focused long term and beyond the vision. 

Elements of strategy,
  • Ambition of the organization,
  • Arena of operations,
  • Products,
  • How are you going to differentiate your products?
  • How you will operate : alliance , JV  or on your own.

Once the strategy is aligned how are you going to make the strategic map...
You need to make the strategic map of the organization and then deploy the policy...with fixed accountabilities. Be aware that if you do not have the clear vision and strategy and subsequent strategic map BSC has no sense.

Now what is balanced in BSC?

Once the strategic map is ready,  it is converting functional strategic map and then targets....
If you have a five year horizon...what you want to achieve?
Translate it into short term goals...

Based on four perspective
  • Customer
  • Operational
  • Financial
  • And people...

So what is balanced in Balance Scorecard?

  • Short term VS long term,
  • Strategic map vs tactical planning and implementation,
  • Four perspective takes care of whole organizational context.

Based on this once you converted all this in matrix called organizational scorecard and then functional scorecard....which can be assigned to individual employees as KRA and KPI.

Please remember to establish the monitoring system.

BSC fails because when there are some business turmoil. Owners gets panic instead of making changes in strategic plan.

Then it becomes just KRA sheet based on four perspective.

Today most of the organizations says that they have BSC but is just KRA sheet based on 4 perspective without long term strategy, map and key drivers. It is not at all BSC.

Implementation : Let's take step by step

  1. Study of the market, key driver for growth are find out and based on that it is decided where the organization would like to go by 5 years 10 years etc.
  2. What you would like be in the market and how?
  3. Make a strategic intents. This is utmost imp phase.
  4. Few questions should be asked like are we prepared for.
  5. Are we  Serious?
  6. Commitment of top in terms of strategic intents,
  7.  Prepare complex strategic map,
  8. Convert it into long term goals,
  9. Convert it in short term targets,
  10. Make organizational scorecard,
  11. Prepare Functional scorecards,
  12. Convert Scorecards into Individual targets,
  13. Establish monitoring system

What is complete strategy?

·         It is sustainable,
·         It addresses the cross boundaries of functions,
·         It is linked with external environment,

Example: If you have strategy focused to 2020 and targets thereon, how HR can have its own strategy linked to the same. The assessment of the organization is for example you need Intrapreneural skillsets and there is a gap..

Then your HR strategic map should have this element.

This can be linked to other functions as well.

And then with this all you need to work on change management and handle this accordingly.

Review strategy periodically;
Stick to the commitment.

About can have a dedicated business warehouse software...

However moreover from performance point of view...

You can have... proper review mechanism like

  • Business performance review,
  • Operation performance review etc....

The challenge is to extract the right data for discussion in these types of meeting.
It is better to automate high level data through SAP etc.

BSC is change management process.

Somebody senior Management Team member should take the responsibility of policy deployment leader...who also works as a change champion.  Sensitization is also required with right branding and communication associated with strong reward and consequence management policy.

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