Nakisa Transformation Accelerator for Strategic Organizational Design

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© 2015 Nakisa Inc. All rights reserved. Strategic Organizational Design Accelerator

Transcript of Nakisa Transformation Accelerator for Strategic Organizational Design

2 © 2015 Nakisa Inc. All rights reserved.

Ideal for

Mergers, Acquisitions & Divestitures

Strategic Organizational Design

HCM offerings Transformation Accelerator

Overview

• Efficiently manage change with best-practice templates and step-by-step guides

• Accelerate the time to integrate and normalize data in the processes of mergers, acquisitions and divestitures

• Communicate change effectively and gain stakeholder buy-in

• Measure the expected impact of the change process through dedicated KPIs

3 © 2015 Nakisa Inc. All rights reserved.

Strategic Organizational Design Accelerator

Strategic organizational changes today

• 2/3 of reorganizations fail

• Poorly managed change results in:

1700% increase in unproductivity 235% increase in disengagement

The view from the top

• Synchronize design with strategy

• Increase transparency & info flow

• Communicate change

Culture

People

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People

Strategic Organizational Design Accelerator

Benefits

• Create & compare org structures • Merge, cleanse & align data • Rearrange org units & positions • Gain deep analytical insight in real-

time • Set staged integrations • Share & automate approvals

ROI Value-accelerated HR

Realize value of M&A faster

Improve clarity of talent strength & quality

Reduce uncertainty & flux, enhance retention

Reduce integration time & resources

Improve stakeholder buy-in

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Analyzing the gap between present & future business reality

Current Business Model

New Business Model

Strategic Human Resource Plan

Change

Gap Analysis

{

{ Ex

tern

al

Fact

ors

Internal Factors

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Leading change From minor to major transformation

Department alignment

New management Consolidations

New retail stores Consolidation of

development offices Opening new

markets

Consolidation of supply chains

Realign to new culture

Moving to new operating model

Right sizing of major levels

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Leading change Change impacts the entire business

Process

People

Structure Culture

What do you need to

accelerate this process?

What do you need to ensure the result is

accurate?

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