Organizational_Transformation_Strategy.pptx

A ppt for organization improve

1. ORGANIZATIONAL TRANSFORMATION STRATEGY Enabling business transformation & organizational readiness.

2. In our globalized & interconnected economy, organizations deal with continually shifting: ‹#› MARKET CONDITIONS CUSTOMER DEMANDS TECHNOLOGIES INPUT COSTS COMPETITION

3. Organizations must ‹#› ADAPT or DIE

4. ‹#› WE MUST CONTINUALLY RE-EVALUATE OUR BUSINESS MODEL

5. THE ROADMAP ‹#› Business Process Organizational Structure Job Analysis Objectives Strategic Business Plan Manpower Planning Recruitment Strategy Talent Management System

6. ‹#› ROLE PROFILE CAREER PATH COMPETENCY MODEL TALENT MANAGEMENT SYSTEM Written statement that describes activities and responsibilities of job, working condition, and safety and hazard. Individual characteristic and ability to perform a job properly and used to predict expected performance. The process used by an employee to chart a course within an organization for his/ her career path and career development. GRADING SYSTEM System that determines how much and employee to be paid, based on several factors.

7. ROLE PROFILE ‹#› To make a distinction between jobs and jobholder through understanding the function of jobs within organization. As a tools for employee’s competency development. OBJECTIVES

8. ‹#› PURPOSE OF ROLE SERVICE ENGINEER Berperan sebagai layer-1 engineer dalam proses implementasi dan maintenance atas perangkat di customer untuk memastikan kebutuhan customer akan layanan yang diberikan terpenuhi sesuai dengan kontrak yang telah disepakati. KEY ACCOUNTABILITY Melakukan proses staging dan inventaris perangkat. Melakukan instalasi perangkat di customer site. Melakukan konfigurasi dan integrasi perangkat dengan perangkat yang sudah ada (existing). Melakukan uji terima perangkat setelah selesai dilakukan imp le mentasi. Membuat dokumen checklist perangkat atau dokumen uji terima. Melakukan pekerjaan migrasi service atau layanan di customer site. Melakukan kegiatan standby di customer site. Melakukan kegiatan troubleshooting ketika terjadi gangguan pada perangkat. Melaporkan hasil pekerjaan kepada Project Manager, Customer dan Service Management Dept. Head. CHALLENGE OF THE ROLE Memastikan perangkat yang di-deliver berfungsi dengan baik dan semestinya. Memastikan proses implementasi, migrasi atau troubleshooting berjalan dengan baik dan sesuai dengan method of procedure (MoP). Memastikan proses implementasi, migrasi atau troubleshooting berjalan sesuai dengan service level agreement (SLA) yang telah disetujui dengan pihak customer.

9. ‹#› SKILL & KNOWLEDGE CHARACTER & MOTIVE

10. COMPETENCY LEVELS ‹#› LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5 Level in competency show the mastery of each stage. The increment of competency level is increased gradually. Growing Capable Understand Experienced Mastery

11. COMPETENCY LEVELS ‹#› CORE Set of competencies that applied for all employee. Soft competency. GENERAL TECHNICAL Set of technical competencies that applied for all employee. Combination of Soft & Hard competency. SPECIFIC TECHNICAL Set of technical competencies that applied to specific job. Hard competency.

12. CAREER PATH ‹#› Give understanding what knowledge, skills, personal characteristics, and experience are required for an employee to progress his or her career. Give clear guidance for employee to achieve his/ her career goals. OBJECTIVES

13. ‹#› TIER II TIER III TIER IV TIER V TIER I Team Leader Engineer Assistant Manager Manager Consultant Engineer Technical Specialist Solution Architect

14. ‹#› TIER II TIER III TIER IV TIER V TIER I Sales Admin Sales Analyst Sales Manager Account Manager Sr. Sales Manager Sr. Account Manager

15. GRADING SYSTEM ‹#› Establish a logically-designed framework within which equitable, fair and consistent reward policies can be implemented. Determine levels of pay for jobs and people. OBJECTIVES

16. GRADING SYSTEM* ‹#› GRADE DIFF LEVEL TAKE HOME PAY SPREAD MIN MID MAX 1 - Non-staff 3,625,000 4,350,000 5,075,000 40% 2 15% Staff 3,848,077 5,002,500 6,156,923 60% 3 40% Supervisor 5,387,308 7,003,500 8,619,692 60% 4 50% Manager 8,754,375 10,505,250 12,256,125 40% 5 50% Senior Manager 13,131,563 15,757,875 18,384,188 40% 6 60% General Manager 20,170,080 25,212,600 30,255,120 50% *For illustration purpose only, actual may differ according to organization financial capability.

17. “Progress is impossible without change, and those who cannot change their minds cannot change anything” —George Bernard Shaw (1856 – 1950)