Requirements Jonathan Lo T E Advisory Services › content › dam › kpmg › cn › pdf › en...
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The information contained herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. Although we endeavour to provide accurate and timely information, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation. © 2019 KPMG Advisory (Hong Kong) Limited, a Hong Kong limited liability company and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative (“KPMG International”), a Swiss entity. All rights reserved. Printed in Hong Kong. The KPMG name and logo are registered trademarks or trademarks of KPMG International. kpmg.com/cn Contact us People and Change Advisory Services Peter Outridge Partner Head of People & Change Advisory, KPMG China T: +852 2847 5159 E: [email protected] Jonathan Lo Partner HR Transformation Advisory, KPMG China T: +852 2913 2986 E: [email protected] Gillian Waite Director People & Change Advisory, KPMG China T: +852 3927 5445 E: [email protected] People and Change Advisory Mega trends and challenges… Regulation Disruptive Technology Globalisation Changing Customer Requirements Demographics Environment In an environment of emerging global trends and challenges, an organisation’s ability to transform its workforce is central to its survival and growth. Effective delivery of the people agenda is becoming more critical than ever in driving the success of business strategy in today’s complex, competitive and fast- changing world, and delivering benefits through people. delivered through our core People and Change capabilities. TALENT MANAGEMENT A comprehensive approach to attract, develop and retain talent and capability to deliver a competitive advantage ORGANISATION DESIGN FOR PERFORMANCE An approach to design and re-design organisations to achieve specific performance objectives BEHAVIOURAL CHANGE MANAGEMENT A proactive structured approach to make complex change happen HR TRANSFORMATION A strategic approach to transforming HR functions through process, technology and operating model innovation As evidenced through client demands, Workforce Transformation Enterprise-wide Change Management Digital HR Transformation Learning Solutions Cultural Transformation People change and leadership capability Skills & capabilities Shaping the future of the workforce Predictive insightful people analytics Value driving efficient and cost effective HR powered by technology Digitally-enabled employee engagement Agile organisation and workforce are heightening the focus on the people agenda.
Transcript of Requirements Jonathan Lo T E Advisory Services › content › dam › kpmg › cn › pdf › en...
The information contained herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. Although we endeavour to provide accurate and timely information, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation.
© 2019 KPMG Advisory (Hong Kong) Limited, a Hong Kong limited liability company and a member firm of the KPMG network of independentmember firms affiliated with KPMG International Cooperative (“KPMG International”), a Swiss entity. All rights reserved. Printed in Hong Kong.
The KPMG name and logo are registered trademarks or trademarks of KPMG International.
kpmg.com/cn
Contact us
People and Change Advisory Services
Peter Outridge
Partner
Head of People & Change Advisory, KPMG China
T: +852 2847 5159
Jonathan Lo
Partner
HR Transformation Advisory, KPMG China
T: +852 2913 2986
Gillian Waite
Director
People & Change Advisory, KPMG China
T: +852 3927 5445
People and Change Advisory
Mega trends and challenges…
Regulation Disruptive
Technology GlobalisationChanging Customer
RequirementsDemographics Environment
In an environment of emerging global trends and challenges, an organisation’s ability to transform its workforce is central to its survival and growth. Effective delivery of the people agenda is becoming more critical than ever in driving the success of business strategy in today’s complex, competitive and fast-changing world, and delivering benefits through people.
delivered through our core People and Change capabilities.
TALENT MANAGEMENT
A comprehensive approach to attract, develop and retain
talent and capability to deliver a competitive
advantage
ORGANISATION DESIGN FOR
PERFORMANCE
An approach to design and re-design
organisations to achieve specific performance
objectives
BEHAVIOURAL CHANGE
MANAGEMENT
A proactive structured approach to make
complex change happen
HRTRANSFORMATION
A strategic approach to transforming HR functions through
process, technology and operating model
innovation
As evidenced through client demands,
Workforce Transformation
Enterprise-wide Change Management
Digital HR Transformation
Learning Solutions
Cultural Transformation
People change and leadership
capability
Skills & capabilities
Shaping the future of the workforce
Predictive insightful people
analytics
Value driving efficient and cost effective HR powered
by technology
Digitally-enabled employee
engagement
Agile organisation and workforce
are heightening the focus on the people agenda.
Our point of view
We help organisations proactively mitigate organisational risks, and drive behaviourchange to enable sustainable transformation.
Our Behavioural Change Management methodology provides a clear, structured and proven approach to delivering successful change.
Our differentiators
Behavioural Change Management
Early and committed engagement is key to surface and address resistance early
Change Leadership makes a difference in today’s VUCA world –sponsorship is not enough
To ensure change sticks, change leaders need to focus on eight key leadership capabilities underpinned by four core leadership behaviours
Clear Aware Ready Willing
Understand underlying behaviours,
assumptions and required shifts
Make it Clear
Determine and communicate the change vision and case for change
Make it Known
Translate the change vision into reality for people in
the organisation and define what it means for them
Make it Real
Move the organisation
towards the end state
Make it Happen
Ensure the change is sustainable in
the long-term and benefits are
realised
Make it Stick
Able
Our point of view
We help organisations develop a comprehensive, planned approach to attract, develop and retain the right people to deliver your business strategy.
Our Tune Into Talent methodology considers the context in which our clients are working, helps define Talent Strategy by working through key considerations, and assists in determining what to focus on in order to drive real business impact.
Our differentiators
Talent ManagementOur point of view
Organisations are social systems, not machines –design elements should include culture and values
Robust organisation design is data driven
Organisation design is an iterative process –as an organisation’s context changes, design needs to evolve with it
Organisation structure is the vehicle of performance – form always follows function
We help design organisations to achieve specific performance objectives.
Our Organisation Design for Performance methodology challenges clients to move beyond a ‘box and wire’ approach, and provides a structured way to design organisations to meet objectives.
Our differentiators
Organisation Design for Performance
State the current business context and
future aspirations, opportunities, and
critical success factors
STATE ITSee how the future state
vision comes to life through detailed design, transition planning and
impact assessments for all roles
SEE ITShape the future design by analysing the current design, identifying root causes of performance, and developing the high-
level design
SHAPE ITSustain the integrity of
the design through detailed transition
execution, monitoring and measurement
SUSTAIN IT
Our point of view
HR should align strategy and operating model to business objectives
Firms should measure the impact of HR practices and policies on the delivery of business benefits
We create fit-for-purpose people functions by aligning HR and business strategies and embedding the required structures, capabilities and systems to deliver real value.
Our HR Transformation Journey consists of a holistic approach that facilitates businesses to complete complex HR transformation programs. We combine this approach with our Powered HR approach to accelerate deployment of leading practice technologies and operating model design.
The primary objective of HR Transformation is to seamlessly build HR capabilities which drive scalable and sustainable business value. We assist businesses to uniquely configure the HR model to align to the business strategy and drive strategic value for the organisation.
Our differentiators
HR systems are there to support the strategy and operating model, not to drive
Focus should be on “My HR” instead of “Me Too HR”
HR Transformation
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Business should treat talent as a strategic board-level agenda
People join and stay with an organistaion because they connect with the employee value proposition
Successful organisations deliver on multi-generational needs
•Employee value propositions
•Hiring•Onboarding•Mobility•Flexible workforce
ACQUIRE AND PLACE DEVELOP AND CONNECT ENGAGE AND RETAIN
•Performance Management
•Reward strategy•Leadership•Communication•Cultural alignment
•Technical and professional training
•Business and leadership development
•L&D Function optimisation•Academies•Competency/capability frameworks
•Career paths•Succession planning
•High potential programmes
•Diversity and inclusion
•Social media
•Sourcing• Internal movement
•Employee value propositions
•Retention strategy
•Exit and alumni
1 Culture change
2 Cultural integration
3 Culture audits
4 Regulatory alignment
5 Remediation programmes
Cultural TransformationLearning Solutions
As part of driving behavioural change, we support organisations to understand, measure and shape culture ranging from driving new ways of working to implementing risk control frameworks associated with people and conduct.
Culture change can be achieved and sustained by:
•Addressing basic assumptions, actively engaging employees through a series of ‘nudges’ to drive behavioural change
•Clearly articulating the new norms and values, and connecting them to business objectives
•Reinforcing values by aligning roles, systems, procedures and policies
As part of our Talent Management approach, we provide end-to-end learning solutions, comprising of Strategy and Transformation; Content Curation and Creation; Learning Services; and Learning Technology.
We support organisations to design and implement these culture change initiatives:
Strategy and Transformation
Strategy and transformation methodologies and tools available centrally
Content Curation and Creation Digital
learningBlended learning
Face-to-face learning
Academies
Mechanisms in place to share content globally
3) Learning ServicesSupport functions for the deployment and delivery of content and programmes
Platform enables back office automation
4) Learning Technology
Globally enabled platform
Overarching content strategy in place globally to manage content creation and pipeline
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4Service Centre delivery through local member firm PMO, local service Centre or regional hub
