Introduction:
One of the primary goals of the new model is to align every division, department, team, individual, function, process, plan, product, and service to meeting and exceeding your customers' requirements and your company's performance goals. Once the fundamentals needed to do this are in place, you can turn your attention to less urgent, though equality important, areas of your system.
Action plan for aligning system:
Goal Align compensation and recognition programs with new management model
Participants All employees, particularly human resources professionals.
Steps • Survey employees to understand their expectations and
requirements for compensation and recognition programs.
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Form cross-functional teams that represent your employee base, to assess and improve existing programs and develop and implement new ones.
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Work with the teams to clarify the purpose of such programs; focus first on doing no harm and then on promoting the company's vision, mission, and goals.
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Establish measures of each program's performance and contribution to the company's mission and goals.
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Study the issues affecting compensation, to determine the best course of action for your company.
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Involve employees in running the company's recognition programs.
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Make at-risk pay and formal recognition dependent on measurable performance, preferably team performance.
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Formalize processes for regular review and improvement of all compensation and recognition programs.
Goal Treat employees as the company's most important asset
Participants All employees, particularly senior executives and human resources staff.
Steps Determine from employees what they require and expect in their work environment, to be healthy and satisfied.
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Align the goals for employee health, well-being, and satisfaction with the company's mission and goals.
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Develop ongoing measures of employee health, well-being, and satisfaction.
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Formalize processes for reviewing and improving employee health, well-being, and satisfaction.
Goal Establish a benchmarking program
Participants All employees.
Steps • Involve senior executives and other decision makers in learning
about what benchmarking is and what benefits it offers.
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Formalize your company's benchmarking process; define who is involved, the steps in the process, and the expected results.
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Train employees in the benchmarking process.
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Use input from customers, suppliers, and employees to İdentify benchmarking opportunities, then prioritize those opportunities and assign responsibility.
