Organization Design Project support overview Presenter's Name

Organization Design Project support overview Presenter's Name
UPDATED 30 AUGUST 2018 Project support overview

We’ll help you to tackle your critical challenges
Sample projects Typical questions your peers seek to answer Mapping key workflow activities What are the formal and informal activities that exist within this business unit? How do responsibilities align with each activity of the identified workflow? Measure role clarity and collaboration to assess performance Are individuals’ responsibilities and workloads appropriate and manageable? Do individuals’ responsibilities align with their decision-making authority? Analyze workflow map and identify performance barriers What barriers exist to limit employee’s performance? How does each activity drive overall employee performance in contributing value to the broader organization? Defining job levels and titles aligned to the organizational structure How should we define job levels to ensure clear scope within each level and the appropriate differentiation across levels? How do we create titles that match a non-hierarchical organizational structure? Design compelling career paths aligned to the organizational structure How do we help employee development through internal career moves? If upward mobility is restricted, how do we help employees navigate a career path that still prepares them well for future roles?

Benchmark Your Approach Against Peers’ Stay Ahead of the Latest Trends
Tailored expertise and resources deliver impact in the areas crucial to your success Benchmark Your Approach Against Peers’ Upgrade Your Approach Stay Ahead of the Latest Trends Assess how your organization's spans of control compare to others‘ with our Span of Control Benchmarking. Understand how to effectively design and manage your change strategy by reading our research in Open Source Change: Making Change Management Work. Learn how to understand high-level workflows and identify inefficiencies in the Simplified Business Process Mapping (PETCO) case profile. Receive feedback from Executive Advisors™ on how to improve your strategy and program documents. Put technology trends in context and make technology decisions quickly through access to Gartner Technology Analysts. Mitigate risks and costs by soliciting technology contract review support from analysts with deep knowledge of providers, terms, and pricing. Identify key areas of organization design improvement using our suite of step-by-step Ignition Guides for: Global Job Leveling Conducting Employee Focus Groups for Human Resources Assessing Corporate Culture Redesigning HR Org Structure Designing Career Paths Determine optimal organization design based on business drivers with the Organization Redesign Workbook. Evaluate human capital and business metrics throughout the change management process to assess progress against redesign goals with the Organizational Redesign Metrics Template. Receive project support and targeted recommendations from Executive Advisors™ as you plan your Organization’s Design. Explore how to design motivate, market, and manage career experiences by reviewing our research in The New Path Forward: Create Compelling Careers for Employees and Organizations. Discover how to involve your employees in change initiatives by enabling them to influence the strategy of the change through volunteer projects and opportunities in Open Sourcing Organizational Change Through Employee Volunteers. Review latest trends and insights in our magazine for Chief Human Resources Officers and their teams, The CHRO Quarterly. Network with peers and learn from Executive Advisors™ about our latest research by attending an in-person Executive Briefing.

Sample 90-day engagement plan
Month 1 Month 2 Month 3 Written research Compare your current spans of control for various employee levels with the Span of Control Benchmarking Tool. Evaluate your organizational structure using our Ignition Guide to Assessing Your Organization Structure. Learn how to simplify your business process mapping following the example of PETCO,. Learn how to involve employees in organization redesign efforts using the example of Allstate . Develop a plan for redesigning your organizational structure using our CEBTM Ignition Guide to Designing Your Organization Structure Evaluate your approach to job leveling using our Ignition Guide to Global Job Leveling Explore how job titles impact the organizations' ability to compensate, attract, and retain senior talent in Job Titling at the Top Levels. Service associate support Kick-off this initiative with your service associate to discuss your challenges and align key resources. Review progress with your service associate and create a forward engagement plan. Review progress to ensure continued delivery of the right resources at the right time. Expert inquiries Discussion: How should I assess our current organizational structure? How do I know if we need to redesign it? Discussion: What are some leading approaches for job leveling and titling? Discussion: How do our business practices relate to both current and future strategy? Live events In-Person Meeting: Open-Source Change: Making Change Management Work

D&I Global Strategy Project support overview Presenter's Name

Sample projects Typical questions your peers seek to answer Plan and create global D&I strategy Whose support is needed to advance D&I as a priority? What is our business case for developing our D&I strategy? Determine D&I objectives and initiatives Where does D&I align with the strategic business goals? How do I select the right metrics to track the success of D&I initiatives? Identify sourcing requirements for diverse candidates How can I address constraints to sourcing diversity candidates? How can I engage with hiring managers to reframe job requirements? Finalize and communicate D&I strategy Are there specific trainings that may help push forward the D&I objectives at my organization? How can I ensure stakeholder support and buy-in? Monitor effectiveness of global D&I strategy What are the risks that may prevent the success of this strategy? How can I ensure that business leaders accept accountability for driving D&I success?

Tailored expertise and resources deliver impact in the areas crucial to your success
Benchmark Your Approach to D&I Against Peers’ Upgrade Your Approach to D&I Stay Ahead of the Latest Trends See how to create enduring, sustainable cultures that drive results in our 2017 D&I Trends and Opportunities Report. Compare how procurement organizations define and certify diverse suppliers in our report on Supplier Diversity and Sustainability Benchmarking. Review how your legal department can advance D&I initiatives at the organizational and functional level in Fostering D&I in Legal. Explore financial services professionals’ perspective on the state of D&I within their industry in Diversity & Inclusion in Financial Services. Receive feedback from Executive Advisors™ on how to improve your strategy and program documents. Measure D&I performance across critical functional objectives and activities with the Ignition Diagnostic for Diversity & Inclusion. Build the business case for diversity and inclusion with our customizable presentation templates. Design more impactful D&I communications with our tool for Making a D&I Statement. Ensure your next board presentation on the state of organizational D&I leads to impact with our D&I Board Presentation Toolkit. Access executive training materials designed to help you independently coach employees and teammates through a workshop on Advancing Inclusion by Overcoming Unconscious Bias. Gauge employees’ thoughts on D&I and other topics using our IgnitionTM Guide to Conducting Employee Focus Groups. Create an inventory of D&I activities, stakeholders, and other obligations across the enterprise with our D&I Planning Tool During a Merger or Acquisition. Learn how your organization can improve the effectiveness of your D&I activities with our research on Creating Competitive Advantage Through Workforce Diversity. Understand Sodexo’s process for Inclusion Competency Interviewing to screen prospective employees for inclusive behaviors. Engage leaders to understanding and proactively contribute to the organization’s D&I goals by reading our case profile on Volvo’s Composite D&I Index and Scorecard. Optimize your ability to take action on metrics by watching our Driving Diversity & Inclusion Outcomes Through Analytics webinar. Discover how to translate organization D&I objectives into business unit-specific D&I objectives in BAE Systems: Incremental D&I MBOs.

Month 1 Month 2 Month 3 Written research Understand the most important and challenging priorities for Heads of D&I using D&I Trends and Opportunities Report. Build a case for D&I that links to business outcomes and financial benefits using our research. Personalize diversity metrics and integrate local cultural norms into D&I strategy using case studies from GS4 and Gap. Compare your current D&I strategy to other organizations using our benchmarking report. Assess the current state of D&I at your organization using our Ignition Guide. Create an outreach strategy to attract diversity candidates with our Diversity Recruitment Ignition Guide. Service associate support Kick-off this initiative with your service associate to discuss your challenges and align key resources. Launch the Ignition Diagnostic benchmark your D&I strategy. Review progress with your service associate and create a forward engagement plan. Review progress to ensure continued delivery of the right resources at the right time. Expert inquiries Discussion: What is our business case for developing our D&I strategy? Discussion: Where does D&I align with the strategic business goals? Ignition Diagnostic Results Review: Which areas are high-priority to ensure our program’s success? Discussion: How can I ensure that business leaders accept accountability for driving D&I success? Live events Executive Meeting Accelerating Your Organization’s Culture through D&I

L&D Manager Development
Presenter's Name L&D Manager Development UPDATED 30 AUGUST 2018 Project support overview

Sample projects Typical questions your peers seek to answer Benchmark manager development initiatives How much budget and staff should be dedicated to developing managers? What are some popular programs and technologies used for manager development? Create a manager development strategy How do we streamline learning offerings to target only those highest-priority skills? How do we connect development planning to our broader organizational needs and strategy? Evaluate manager effectiveness at employee development What are the most important manager-led development activities? How do I accurately measure effectiveness while ensuring action plans are consumable and actionable? Select the right manager How do we identify employees with management potential? How do we align management selection criteria with our business strategy? Measure and communicate program impact How do we measure training application and hold managers accountable to both business unit and talent outcomes? What are the best ways for HR to convey the value for business stakeholders?

Benchmark Your Leader Development Programs Upgrade Your Manager Strategy Stay Ahead of the Latest Trends Compare your organization’s manager development initiatives against a global benchmark by reviewing our 2017 Manager Development Benchmarking Report. Measure your organization’s leadership development initiatives against a global benchmark with our Leadership Development Annual Report. See how IBM equipped employees and managers with tools to adopt coaching mechanisms in Just-in- Time Coaching and Feedback Support. Explore how Amdocs incorporated managers' own work processes into their employee development program in Manager Self-Discovery Analysis. Review how eBay enables managers to coach employees on the right topics and at the right moments for them in our case profile on their Performance Success System. Improve your manager and leader development capabilities with our suite of step-by-step Ignition™ Guides for: Designing a Leadership Development Program Conducting an Effective Needs Analysis Building a Manager Coaching Program Evaluating Manager Effectiveness at Employee Development Build an effective leadership development program with our step-by-step Playbook. Integrate critical activities into direct reports’ on-the- job experiences using our High Impact On-the-Job Activity Map. Access executive training materials designed to help you independently coach employees and teammates through a workshop on Advancing Inclusion by Overcoming Unconscious Bias. Learn why continuous coaching is out and managers connecting employees to development opportunities is in, using our research on the need for a New Manager Mandate. Discover how to form the most effective leaders for today’s work environment in Developing Enterprise Leaders. Prepare the next generation of leadership by reviewing our research on Developing Millennials as Future Leaders. Understand how learning channels are being adopted, their impact on employee development, and where L&D professionals plan to invest in the future in the L&D Innovations Bullseye. Network with peers and learn from Executive Advisors™ about our latest research on the new manager mandate by attending an in-person Executive Briefing.

Month 1 Month 2 Month 3 Written research Build or refine your manager criteria or competency model using our latest research on A New Manager Mandate Compare your current approach to other organizations using our benchmarking report Evaluate your managers’ effectiveness and prioritize development needs (at the individual level and program level) using this Ignition Guide. Design a manager development program using our Ignition Guide and framework. Follow transformation lessons learned from case studies by Amdocs and BP. Service associate support Kick-off this initiative with your service associate to discuss your challenges and align key resources Launch the Skills Readiness Diagnostic to managers to gather their initial feedback Review progress with your service associate and create a forward engagement plan. Review progress to ensure continued delivery of the right resources at the right time. Expert inquiries Discussion: Which best practice approaches are best for my organization? Discussion: How do we align manager development and business strategy? Skills Readiness Diagnostic Results Review: Where do managers feel they need more development? Discussion: How do we prepare frontline managers for transition into middle mgt.? Discussion: How do we make manager development an effortless experience? Live events Annual Executive Retreat: The New Manager Mandate

Workforce Planning Project support overview Presenter's Name

Sample projects Typical questions your peers seek to answer Engage with business leaders to understand strategic objectives How does HR contribute to the larger organization’s business objectives? What are our organization’s major strategic risks, and how can we address those with talent? Identify the capabilities needed to execute business strategy What specific workforce requirements are needed to execute business strategy? What critical and non-critical capabilities, as defined by strategic priorities, already exist within the organization? Identify talent risks to business strategy Does HR have an understanding of the quality of talent available in the labor market? What are the critical, existing talent alignment and availability gaps within our organization? Develop a workforce plan to address talent risks and gaps How will we close the workforce planning gaps we have prioritized? How should we balance external hiring with internal mobility and staff development to close our talent gaps? Track workforce plan relevance and execution What indicators should we review regularly to assess the impact of our current workforce plan? How will HR track and communicate progress against workforce plan objectives?

Benchmark Your Workforce Planning Efforts Upgrade Your Workforce Planning Strategy Stay Ahead of the Latest Trends Understand the biggest opportunities to enhance workforce planning effectiveness by reading Benchmarking Current Approaches to Workforce Planning. Review quarterly workforce insights on global and country-level changes about what attracts, engages, and retains employees in the Global Talent Monitor. Understand how executives are currently thinking about and responding to workforce trends in The CEO 20 Pulse on the Future of Work. Receive feedback from Executive Advisors™ on how to improve your strategy and program documents. Put technology trends in context and make technology decisions quickly through access to Gartner Technology Analysts. Mitigate risks and costs by soliciting technology contract review support from analysts with deep knowledge of providers, terms, and pricing Improve your workforce planning function, identify the most critical capabilities, and create a workforce plan using our CEB Ignition™ Guide to Strategic Workforce Planning. Translate business strategy into workforce strategy using the Strategic Workforce Planning Playbook. Identify key workforce planning interventions and activities with our Overview of the Strategic Planning and Workforce Planning Processes tool. Prioritize the most critical employee segments in order to better allocate workforce planning resources with the Guide to Prioritizing Critical Employee Segments for Workforce Planning. Learn about segmented workforce planning framework in our webinar replay Aligning Business Strategy into a 90 Day Workforce Plan. Receive project support and targeted recommendations from Executive Advisors™ as you design your Workforce Planning strategy. Understand how progressive organizations plan for future leadership need by reading our research in the Needs Assessment Strategy. Learn how to align succession plans with future needs with the MTS India: Future Critical Role Creation case profile. Explore Corning's talent segmentation-based workforce planning strategy in our Corning: Strategic Talent Segmentation case study. Network with peers and learn from Executive Advisors™ about our latest research on Workforce Planning by attending an in-person Executive Briefing.

Month 1 Month 2 Month 3 Written research Compare your current approach to that of other organizations using our Benchmarking Current Approaches to Workforce Planning report. Explore trends changing the future and how CHROs and CEOs are planning on addressing these disruptive trends in The CEO 20 Pulse on the Future of Work. Learn how to identify critical talent segments based on their importance to strategy execution based on our case profile of Corning. Explore how to create a more inclusive and flexible approach to identifying high-potential successors for future leadership roles following the example of Philips. Create a strategy-aligned and inclusive workforce plan with our Ignition Guide to Strategic Workforce Planning Service associate support Kick-off this initiative with your service associate to discuss your challenges and align key resources. Launch the CEB IgnitionTM Diagnostic for Human Resources to identify the best opportunities to mature your workforce planning process. Review progress with your service associate and create a forward engagement plan. Review progress to ensure continued delivery of the right resources at the right time. Expert inquiries Discussion: How should we align our workforce planning with business goals and strategic priorities? Ignition Diagnostic progression: What are realistic business scenarios where workforce gaps may need to be addressed? Discussion: How often should we reevaluate our workforce plan? Live events Executive Meeting: Preparing Employees for Shifting Skill Needs Annual Executive Retreat: The New Manager Mandate

Pay for Performance Project support overview Presenter's Name

Sample projects Typical questions your peers seek to answer Establish rewards differentiation strategy How much should I differentiate between high performers and core performers? How do I maximize ROI on STIs? Define performance criteria How do I ensure employee evaluations reflect business impact? How do my peers structure their performance processes? Assess employee performance What criteria should we use to identify top performers? How can I best equip my managers to consistently evaluate performance? Train business partners to support the line How do I best equip my team to support managers and employees? What barriers and challenges should my business partners be ready to address? Equip managers for pay conversations How do we ensure that managers can have effective pay conversations? How centralized/decentralized should pay decisions be with managers and senior leaders?

Benchmark Your Rewards Strategy Upgrade Your Compensation Plan Design Stay Ahead of the Latest Trends See how Cigna achieved significant differentiation for top contributors by reviewing Cigna Corporation: Pay for Contribution Approach. Review how Pfizer structures pay discussions around employee personal narratives in Pfizer: Narrative- Based Compensation Conversations. Align your performance management and rewards by reviewing our case profile on BP Lower 48: Contribution-Focused Approach to Performance and Rewards. Evaluate your strategy to identify top talent by reviewing our case profile on Cisco and Deloitte: Question-Based Contribution Assessment. Compare key compensation and talent metrics with peers by accessing our comprehensive Unified Benchmarking Platform. Receive feedback from Executive Advisors™ on how to improve your pay for performance strategy Improve your rewards strategy using our suite of step-by-step CEB Ignition™ Guides for: Preparing Managers for Pay Conversations Developing a Total Rewards Strategy Planning Total Rewards Integration During M&A Increase base pay differential without additional enhancement by using our Cost-Neutral Base Pay Differentiation Calculator tool. Enhance your organization’s ability to assess, reward, and communicate employee performance with our Pay for Performance Playbook. Assess the effectiveness of your current incentive plan design using our Incentive Plan Diagnostic tool. Receive project support and targeted recommendations from Executive Advisors™ as you reevaluate your pay for performance model. See how progressive companies are reimagining pay for performance in Rewards in the Era of Performance Management Transformation. Maximize employee performance while staying within budget through our research on Optimizing the Design of Incentive Plans. Discover the impact of removing ratings on talent outcomes with our research on The Real Impact of Eliminating Performance Ratings. Learn how to increase the impact of pay transparency through more focused communication by watching our webinar replay on Talking Pay. Understand how to improve employee perception of benefits relevance with our research on Making Benefits Communication Relevant. Network with peers and learn from Executive Advisors™ about our latest research by attending an in-person Executive Briefing.

Month 1 Month 2 Month 3 Written research Understand how to optimize your pay for performance strategy using our latest research, Rewards in the Era of Performance Management Transformation. Optimize levels of pay differentiation using our Cost-Neutral Differentiation Calculators Adjust your pay strategies using our step-by- step Pay for Performance Playbook Evaluate your managers’ effectiveness and prioritize development needs (at the individual level and program level) using this Ignition Guide. Follow transformation lessons learned from case studies by Cigna, Pfizer, and BP Lower 48 Service associate support Kick-off this initiative with your service associate to discuss your challenges and align key resources Review progress with your service associate and create a forward engagement plan. Review progress to ensure continued delivery of the right resources at the right time. Expert inquiries Discussion: Which best practice approaches are best for my organization? Discussion: How do we optimize our incentives while differentiating for performance? Discussion: How do we prepare frontline managers to deliver pay decisions? Live events Annual Executive Retreat: Building a Strategic Total Rewards Operating Model & Addressing Pay Equity

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Organization Design Project support overview Presenter's Name

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