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Integrating people data into as-is phase

Integrating people data into as-is phase. Background During redesign week in the pilot, the people ‘as-is’ data and storyboard were reviewed and presented separately to the overall as-is picture.

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Integrating people data into as-is phase

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  1. Integrating people data into as-is phase Background • During redesign week in the pilot, the people ‘as-is’ data and storyboard were reviewed and presented separately to the overall as-is picture. • How can we integrate the people as-is insights more fully to give an as-is picture against the 5 Lean Lenses that will lead to a deeper understanding and more rounded implementation and sustainability plan for all 5 Lean lenses? Approach: What • Be clearer about what data is available to support the 5 lean lenses (slide 2) • Involve operational change agents in gathering data based on insights from Who & when • OD lead and HRBP to contract with Navigator by morning of day 2 in kick off week to share what data is available (analysis unlikely to be complete at this stage) • Operational Change Agents briefed during kick off meeting on 3-5 themes to be looking for impact of – Navigator & OD lead/HRBP How • Use slide 2 to prompt conversation about what people data is available • HRBP/OD lead produce brief summary of key themes (e.g. impact of measures, role of managers, interactions between teams) to help Navigator and OCAs understand what they can be looking for during as-is phase • Update RBWA template to enable OCAs to capture insights

  2. Making processes more efficient Managing our performance Managers Objectives Team member job standards Listening to our customers Organising our people and developing their skills Having the right mindset Org charts & org size Spans & Layers Locations Skills information (how well defined & understood – what skills do people have?) Role mapping & Job titles Job Descriptions Info on managers spend their time Integrating as-is people data to as-is phase CARE agile – insights about perspective on customers OCI – does culture culture encourages CAREagile – levels of engagement & key themes EEI, PCI & LSI baseline Bullying & harassment Job standards – how clear are behaviours OCI & any focus group information

  3. As-is state: Having the right mindset & Organising our people & developing their skills • Themes change agents can help gather data on: • Manager time: • What interactions do the team have with their manager? How do they interact? What about? What is the impact? • Interactions between teams • What interactions do people have with other teams? What about> What is the impact of this? • What is recognised and rewarded in the team: • What measures do individuals pay attention to? • Why? • What is the impact of this?

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