Solving the Productivity Puzzle: Work Smarter to Drive People Engagement, Innovation & Performance
This dynamic, interactive workshop will give you concrete solutions, tools, and action plans to improve people productivity and performance in your organization.
Course Introduction
For ten consecutive years now, economists around the world have measured declining people productivity which is creating a drag on business performance. The reasons for this are varied and complex, however, the COVID 19 crisis is emerging as a catalyst to fix these issues. Crises often knock us onto a different path, and some argue that when it comes to the workplace, the current crisis has changed the world of work forever, and for the better.
Changes in the way we work – where, when, how – have come quickly and will drive a more digital and integrated working experience. This workshop will give you the tools, models, and capabilities to get the right people, in the right place, at the right time, with the right skills and motivation to permanently improve workforce engagement and performance. Solutions based on proven methods and tools by the world’s most successful companies. This workshop uses up to date case studies of those organizations who have solved the productivity puzzle.
Based on Tim Ringo’s award-winning new book, Solving the Productivity Puzzle, (Kogan Page) – Winner of Business Book Award 2021 – HR and Management, this workshop will explore linking people productivity to business strategy, and results, and give you the tools and ideas to take back to your workplace to make lasting change.
Key Competencies
- Mapping people productivity challenges to business improvement imperatives
- Linking people productivity to business performance measures
- Strategic workforce planning principles, design, and implementation
- Change management principles in the context of people and organizational change
- HR operating model design and implementation
- Business case modelling for people change
- Organization structure re-design and modelling
- IT selection, architecture, and design
- Business change road mapping and risk mitigation
- HR and finance analytics
- Benefits definition and measurement
Learning Style
Four half-days, interactive, workshop with:
- compelling presentations with the latest research
- live polling
- real life case studies of successful companies
- group exercises with digital participant guide, to take away and use back on your job
- group discussion and debate
Course Trainer
Tim Ringo, Chartered FCIPD, is an author, speaker and executive board advisor on topics related to HR and Human Capital. His latest book, Solving the Productivity Puzzle, published August 2020 on Kogan Page, recently won Business Book of the year (HR and Management), by the prestigious, Business Book Awards. Tim is a former senior executive in Accenture, IBM and SAP. He has over 30 years’ experience as a senior executive in the HR Consulting and HR Software industry. He has architected and led some of the largest and most successful HR change programs in North America, Europe, Asia and the Middle East.
Learning Objectives
Develop a clear understanding of the challenges causing people productivity decline in the global economy
Create an approach to define challenges causing people productivity issues in your organization
Create an approach to methodically and measurably improve people productivity
Adapt your HR Operating model to help the organization focus on improving people performance
Develop an understanding of the importance of workforce wellness and diversity in people performance
Develop an understanding of the role of the new technology in making people more productive at work
Build a roadmap for change and a business case for change, to make the financial case in your company
Who Should Attend?
This course is based on Tim Ringo’s latest award-winning book, Solving the Productivity Puzzle, (Winner, Business Book of the Year – HR & Management, May 2021) and is designed for anyone involved in organization change and driving improved people productivity and business performance. Particularly, leaders in HR, Operations, IT and Finance who all need to work together as a team to drive effective and sustainable change.
Roles: HR, IT and Finance managers, and heads of departments as well as CHRO, COO, CFO and CIO.
Detailed Agenda
Session 1: The New Normal
How to leverage emerging trends to create positive change in the workplace:
- 21st Century motivation techniques
- The machines are coming; are you ready?
- Workforce Well-being takes center stage
- Diversity and Inclusion is not optional
- From Big Data to Smart Data
- Flexible working
- Solving the Productivity Puzzle
Exercise 1: What emerging trends create new opportunities for you?
What Does Good Look Like When Solving the Productivity Puzzle
– Case Study: IBM
How top companies define and implement people productivity and performance solutions.
- The integrated talent management mindset: key to define it in your organization
- The integrated human capital lifecycle
- Strategic workforce planning is key
- Integrated people processes and technology
- The human experience; what does good look like?
Session 2:
Linking Business Strategy to People Performance Strategy
The key to transformation is tying People Strategy to overall Business Strategy:
- Translating the CEO’s business strategy to people performance initiatives
- The importance of Integrated Talent Management strategy, processes, and technology.
- Where to begin?
- Developing talent management priorities
- Implementation and measurement
Exercise 2: Define Integrated Talent Management for Your Organization
Session 3:
People Performance Best Practices for the 21st Century
Tap into peoples’ intrinsic and extrinsic motivation for maximum performance.
- The “carrot and stick” does not work anymore
- People are motivated by what they do as much as by what rewards they get
- Time to transform rewards and benefits to match today’s work
- Performance management is becoming performance development
Flexible working can be very productive and motivational
Exercise 3: Getting CEO, CFO, COO & CHRO on the same page
Session 4:
Changing Organization Structure
– Case Study: Spotify
19th and 20th century organizations structures do not work in a digital world; what needs to change?
- Spotify was faced with an existential crisis
- The CEO threw out the hierarchical organization structure
- The change saved the organization and earned the trust of employees.
Session 5:
Day Two Wrap-up
Answer any questions, discuss what we learned.
Session 6:
What Role Does Technology Play in People Performance
Technology is key, but should it be the top priority in implementing people performance solutions? Where does it fit?
- Integrated human capital experience is a mindset and a set of processes first
- Third, comes technology; these are not IT projects
- Once the foundation is place, it is key to choose the right technology
- Where and how to start?
The Evolution of Modern People Performance Systems
How did technology evolve for the workplace and what does the future hold for intelligent talent and people performance systems?
- HRIT has been around since the 1950’s
- There have been several technology inflection points
- The latest innovation is cloud HR with AI and machine learning
- Where is HR technology going next?
Session 7: Making the Case for Change
Once you know what the new people performance strategy does, and it is linked to business strategy the next step is to make a business case for investment in transformation and technology
Exercise 4: Where are you on the People Performance Tech Maturity Spectrum?
Developing a RoadMap for Change
How to get from A to B for implementing organization changes to improve people performance
- An effective change programme has a roadmap to show the way forward that everyone agrees to
- Must be a balance between time, risk and business priorities
Exercise 5: Create Your Own Change RoadMap
Session 8:
Developing a Business Case for Investment in People Performance Solutions
How to convince your CEO and CFO to invest in people performance change and technology
Exercise 5: Create a Case for HR Change
Bring it All Together: A Complete Case for Change
– Case Study: a Large Media Company
Tim will present and actual Case for Change prepared for a Media company
Session 9:
Certificates and Goodbyes
