oleg afanasyev. management of results. training. 2013
DESCRIPTION
TRANSCRIPT
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Corporative School of Management
Module 3
MANAGEMENT OF RESULTSPresenter : Afanasyev Oleg
Participant : ________________
on October 17-18
Training Studio Business Systems
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Purpose:
Equip managers with new technologies of the personnel productivity management.
Tasks :
Analyze performance of employees.
Describe business processes of subdivision.
Develop regulations of the organization of work for departments.
Master the technology of controlling the behavior of subordinates.
Learning how to manage the productivity of employees.
MANAGEMENT OF RESULTS
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Day 1.
10.00 Introduction to training: minute of boasting, analysis of the results of previous module.
11.30 Coffee break.
11.45 Theme 1. People.• Analysis of the effectiveness of subordinates.• Distribution of subordinates into categories based on their levels of performance.• Identify effective strategies for individual work with employees of different categories.• Development of the Program to improve productivity.• The implementation of the program to improve productivity.
13.00 Lunch.
14.00 Theme 2. Business Processes.• Description of the output product of the units and definition its quality parameters.• Definition of Internal Customers and Internal Suppliers of subdivision.• Description of the Input and Output of key business process of subdivision.
15.30 Coffee break.
15.45 • Description of Key business process of subdivision.
17.15 Coffee break.
17.30 • Identification and description of the Providing business processes of subdivision.
18.3019.0020.00
Summary of the day.End of working time.The movie.
PROGRAM
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ExpectationsName, title Potential for the development
1.
2.
3.
4.
5.
Task of increasing employee productivity My expectations for this training
1.
2.
3.
4.
5.
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Speaks only one
Gangway
Autumn
Shoulder loops
I am – utterance
A piece of Cake
A cup of Tea
Group rules
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COFFEE BREAK
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1. People1. Analysis of the effectiveness of subordinates.
2. Distribution of subordinates into categories based on their levels of performance.
3. Identify effective strategies for individual work with employees of different categories.
4. Development of the Program to improve productivity.
5. The implementation of the program to improve productivity.
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Increasing of the productivity
1. People
2. Business Processes
3. Organization
4. Valuables
5. Management
Key Factors for Success
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KFS Aspects of the improving economic efficiency of the personnel Points Total+
%
People
1. Analysis of the effectiveness of subordinates.2. Distribution of subordinates into categories based on their levels of performance.3. Identify effective strategies for individual work with employees of different categories.4. Development of the Program to improve productivity.5. The implementation of the program to improve productivity.
1. 2. 3. 4. 5.
5
Business Processes
1. Description of the output product of the units and definition its quality parameters.2. Definition of Internal Customers and Internal Suppliers of subdivision.3. Description of the Input and Output of key business process of subdivision.4. Description of Key business process of subdivision.5. Identification and description of the Providing business processes of subdivision.
1. 2. 3. 4. 5.
5
Organization
1. Definition or clarification of the organizational structure of the subdivision.2. Creating Maps of activity for every job or Role position in a typical project.3. Definition of the КPI.4. Definition mechanism for monitoring and statistics control.5. Statistics control in real time.
1. 2. 3. 4. 5.
5
Valuables
1. Identification of key principles of behavior in the team.2. Analysis of the loyalty of subordinates.3. Description of the loyalty control.4. Upbringing the desired behavior in employees. 5. Monitoring and control of deviations.
1. 2. 3. 4. 5.
5
Management
1. Certification: Effectiveness, Competence, Loyalty.2. Personal development planning.3. Monitoring of development plans and efficiency dynamic.4. Management decision making.5. Implementation of management decisions.
1. 2. 3. 4. 5.
5
Total 25
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Test “The potential of improvements”
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5. Leader_______
4. Excess maker
(>110%)_________
3. High potential
(>100%)__________
2. Reliable (=100%)
___________
1. Moaner
(< 100%) __________
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Analysis of the effectiveness of subordinates
LEVEL OF PERSONAL RESPONSIBILITY IS MEASURED BY ACHIEVEMENT OF THE OBJECTIVES STATISTICS
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Categories Co-workers
1.MOANER
2.RELIABLE
3.HIGH POTENTIAL
4.EXCESS MAKER
5.LEADER
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Distribution of personnel by category
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Categories Strategies for performance improving
1.MOANER
2.RELIABLE
3.HIGH POTENTIAL
4.EXCESS MAKER
5.LEADER
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Effective strategies of manager behavior
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Purpose - SMART
№ Major obstacles Course of action
1
2
3
4
5
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Improvement program for employee productivity of subdivision
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Purpose - SMART
№Course of
action№ Steps Results
TermsResponsible
Start End
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Improvement program for employee productivity of subdivision
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Purpose - SMART
№Course of
action№ Steps Results
TermsResponsible
Start End
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Improvement program for employee productivity of subdivision
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Purpose - SMART
№Course of
action№ Steps Results
TermsResponsible
Start End
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Improvement program for employee productivity of subdivision
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Purpose - SMART
№Course of
action№ Steps Results
TermsResponsible
Start End
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Improvement program for employee productivity of subdivision
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Purpose - SMART
№Course of
action№ Steps Results
TermsResponsible
Start End
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Improvement program for employee productivity of subdivision
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Lunch
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2. Business Processes1. Description of the output product of the units and definition its quality parameters.
2. Definition of Internal Customers and Internal Suppliers of subdivision.
3. Description of the Input and Output of key business process of subdivision.
4. Description of Key business process of subdivision.
5. Identification and description of the Providing business processes of subdivision.
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Output product of the company
Company
For whom? What do we do? What is the result of activities?
The quality criteria of the result?
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Customers and Suppliers
External customers External suppliers
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The Key Business Process
Input Output
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COMPANY
EXPECTATIONS REACTIONS
DESIRE FOR FURTHER APPLY
EXTERNAL CUSTOMER
IMPLEMENTATION OF APPLICATION
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The output product of subdivision
Subdivision
For whom? What do we do? What is the result of activities?
The quality criteria of the result?
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Customers and Suppliers
Internal Customers Internal Suppliers
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The Key Business Process
Input Output
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SUBDIVISION
EXPECTATIONS REACTIONS
DESIRE FOR FURTHER APPLY
INTERNAL CUSTOMER
IMPLEMENTATION OF APPLICATION
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The Key Business Process
Input Output
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ПОДРАЗДЕЛЕНИЕ
EXPECTATIONS REACTIONS
DESIRE FOR FURTHER APPLY
INTERNAL CUSTOMER
I. Stages
1 2 3 4 5
II. Algorithms
III. Procedures
1.1 1.2 1.3 1.4 1.5
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Decomposing of The Key Business ProcessThe Key Business Process
Customer
KPI
Algorithms of actions
ApplicationImplementation of
applicationFeedback Correction of actions
1. 1. 1. 1.
Ans. Ans. Ans. Ans.
2. 2. 2. 2.
Ans. Ans. Ans. Ans.
3. 3. 3. 3.
Ans. Ans. Ans. Ans.
4. 4. 4. 4.
Ans. Ans. Ans. Ans.
5. 5. 5. 5.
Ans. Ans. Ans. Ans.
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COFFEE BREAK
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Providing Business Processes
Input Output
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SUBDIVISION
EXPECTATIONS YES REACTIONS
DESIRE FOR FURTHER APPLY
INTERNAL CUSTOMER
PROVIDING BUSINESS PROCESSES
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Providing Business Processes
Subdivision
№ Providing Business Processes Suppliers KPI
1
2
3
4
5
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Decomposing of Providing Business Processes
Providing Business Processes
Supplier
KPI
Algorithms of actions
ApplicationImplementation of
applicationFeedback Correction of actions
1. 1. 1. 1.
Ans. Ans. Ans. Ans.
2. 2. 2. 2.
Ans. Ans. Ans. Ans.
3. 3. 3. 3.
Ans. Ans. Ans. Ans.
4. 4. 4. 4.
Ans. Ans. Ans. Ans.
5. 5. 5. 5.
Ans. Ans. Ans. Ans.
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Day 2.
10.00 Subject 3. Organisation. • Determination and specification of the department organizational structure.• Development of Function Maps for each Workplace.• KPI Determination.
11.30 Coffee Break.
11.45 • Development of Function Maps for each Role position in a typical project.• KPI Determination.• Specification of the monitoring mechanism and statistic control. • Real-time statistic control
13.00 Lunch.
14.00 Subject 4. Core Values.• Determination of key team -behavior principles.• Subordinates’ allegiance Evaluation.• Specification of an Allegiance control mechanism.• The desired employees' behavior development. • Deviations Monitoring.
15.30 Coffee Break.
15.45 Subject 5. Performance Management.• Appraisal: Performance, Competence, Allegiance.• Personal development planning.
17.15 Coffee Break.
17.30 • Monitoring of development plans and achievement progress.• Management decision-making.• Execution of Management decisions.
18.3019.00
Recapitulation.Closing-up.
AGENDA
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3. Organisation1. Determination and specification of the department organizational structure.
2. Development of the Function maps for each workplace or a Role position in a typical project.
3. KPI Determination.
4. Specification of the monitoring mechanism and statistic control.
5. Real-time statistic control
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ORGANIZATIONAL STRUCTUREDepartment
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SCRUM
Scrum in a rugby game between Newport and London Welsh in 1904
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It is a project management methodology , which is actively applied in the information systems development for the agile software development.
Scrum clearly emphasizes on a quality control of the development process.
Besides the software development project management, Scrum can be also applied in ◦ A work of software support teams, or ◦ As an approach to the management of program development and
maintenance: Scrum of Scrums.
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SCRUM
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SCRUM Model
Project Backlog Sprint Backlog 24 hours 30 days Functioning SW with Sprint new opportunities
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This approach was originally introduced by Takeuchi Hirotaka and Ikudjiro Nonaka in the article “The New Product Development Game “(Harvard Business Review, January-February, 1986).
They noted that the projects, where small cross-functional teams are involved, usually produce better Deliverables, and they explained it as “RUGBY APPROACH”.
In 1991 deGrace and Stahl in their book “Wicked problems, righteous solutions” referred to this approach as SCRUM , sport term, mentioned by Takeuchi and Nonaka in their article .
At the beginning of 1990-s Ken Schwaber used the approach that has brought Scrum into his company.
For the first time ever the Scrum has been widely introduced аs a documented and described method by Schwaber and Jeff Sutherland at OOPSLA’96 in Austin.
Later on, Schwaber and Sutherland used to work together in order to process and describe their experience and the industry best practice and integrate them in a methodology known today as Scrum.
In 2001 Schwaber united his efforts with Mike Beedle in order to describe the method more specifically in the book “Agile Software Development with SCRUM”.
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История возникновения SCRUM
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Is a set of principles on which the development process is based. It enables
1. In a fixed limited-in-time interactions , called sprints,
2. to deliver to an end-user functioning software with advanced features, to which the greatest priority has been determined.
3. Software features for the production in the following sprint are determined during planning at the sprint primary stage, and cannot be changed during its duration.
4. The fact that sprint is strictly fixed and limited in time makes the development process predictable and flexible.
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Scrum
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Project Team Roles
Roles
________________
________________
________________
________________
________________
________________
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Mission Roles
The major goal (performance indicator)
Key Tasks (activity indicators)
Script Task Performance (Algorithms, Deadlines)
Competence Sets(Knowledge, Skills and Experience)
Behaviour(core values)
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Role Map
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Decomposition Levels Content KPI
1. Mission
2. The major goal
3. Key Tasks
KPI
4.Algorithms
1 2 3 4 5
Deadlines
1
2
3
4
5
6
7
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Role Map
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Algorithms 1 2 3 4 5
5. Competence ЗУН ЗУН ЗУН ЗУН ЗУН
1
2
3
4
5
6
7
6. Corporate culture values
What are the key-factors for this Role implementation??
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Role Map (cont.)
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Coffee break
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4. Core Values1. Determination of key team behavior principles.
2. Subordinates' allegiance Evaluation.
3. Specification of an Allegiance control mechanism.
4. The desired employees' behavior development.
5. Deviations Monitoring.
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Company core values
Department employees Total
Sum Rating
1.
2.
3.
4.
5.
Total
Score
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Allegiance Supervision
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Lunch
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5. Management1. Appraisal: Performance, Competence, Allegiance.
2. Personal development planning .
3. Monitoring of development plans and achievement progress.
4. Management decision-making.
5. Execution of Management decisions.
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Performance
AllegianceCompeten
ce
Appraisal
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EMPLOYEES’ PERFORMANCE EVALUATION
№ Employees Types of Employees
Downer Regular fellow
Candidate Pool
Batman Leader
Performance < 100% = 100% Up to 110% > 110% each –min 100%
Level 1 2 3 4 5
1 1 2 3 4 5
2 1 2 3 4 5
3 1 2 3 4 5
4 1 2 3 4 5
5 1 2 3 4 5
6 1 2 3 4 5
7 1 2 3 4 5
8 1 2 3 4 5
9 1 2 3 4 5
10 1 2 3 4 5
Total
Average score
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EMPLOYEES' COMPETENCE EVALUATION
№ Employees Professional training received from the company
Knows working
standards by heart
Has been trained at a workplace
Instructed as to a problem-
solving algorithm
Works without
mistakes
Performs assigned
tasks fast and in a good manner
Competence 1 2 3 4 5
1 1 2 3 4 5
2 1 2 3 4 5
3 1 2 3 4 5
4 1 2 3 4 5
5 1 2 3 4 5
6 1 2 3 4 5
7 1 2 3 4 5
8 1 2 3 4 5
9 1 2 3 4 5
10 1 2 3 4 5
Total
Average score
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EMPLOYEES’ ALLEGIANCE EVALUATION
№ Behaviour Employees Total Rating
1 1 1 1 1 1 1
2 1 1 1 1 1 1
3 1 1 1 1 1 1
4 1 1 1 1 1 1
5 1 1 1 1 1 1
6 1 1 1 1 1 1
7 1 1 1 1 1 1
8 1 1 1 1 1 1
9 1 1 1 1 1 1
10 1 1 1 1 1 1
Total
Average score
Total points
Allegiance Level
«1»1-2 scores
«2»3-4 scores
«3» 5-6 scores
«4»7-8 scores
«5»9-10 scores
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APPRAISALS' STORY
№ Employees Evaluation Aspects Average score Rating
Performance competence Allegiance
1 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
2 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
3 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
4 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
6 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
7 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
8 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
9 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
10 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5
Total (as per an aspect)
Average score (as per an aspect)
Sum of average scores (as per a team)
Average score (as per a team)
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Coffee break
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Implementation Plan
№ Steps Deadline
Accountable Deliverables Ок
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Has this training met my expectations?
What is my major finding in this training?
What would I like to wish the team?
Workshop review
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www.profilesinternational.comwww.profilesinternational.com.uawww.businessystem.comwww.gmcua.comwww.gmc.in.uawww.ukrinnovation.com
[email protected]@profilesinternational.com.ua(+38067) 401 31 71skype: oleg.afanasyev2
OLEG AFANASYEVDirector of Business Systems,Managing Partner of Profiles International Ukraine (USA)Partner of Global Management Ukraine (Portugal)
www.businessystem.com