Planning for transformationhttp://www.heartsolutions.co.za/wp-content/uploads/2017/11/3f19d0f.jpg 1010 675 Amanda Amanda http://1.gravatar.com/avatar/a42289d62a67f4247ca0875d5599d1de?s=96&d=mm&r=g
For some people, transformation means a drastic change in whom they appoint or how decisions are made. The mere thought of change brings on many negative feelings and emotions. Change is hard and uncomfortable but without change, we can fall behind. Competent employees who remain more knowledgeable than the employees of your rivals are a competitive advantage.
True transformation starts from within with a conscious choice followed by the right actions.
The legislation that governs transformation can be used as a vehicle to proactively develop all people within an organisation, be socially responsible and ensure business growth. A well-functioning skills/employment equity committee plays an important role in the process of defining the opportunities and driving the implementation process ethically.
The steps in the process are:
|Identify||Gather and analyse the relevant data to find the facts and define the needs and opportunities for implementing and funding structured learning and development interventions that are recognised.
Important questions to ask and answer are: What is our employment equity numerical targets; how many points do we want to obtain for the skills development component in the BBBEE scorecard; what are our scarce and critical skills; what are the pathways for career progression; how can we use the SARS learnership and tax incentives for funding and how can we ensure accountability.
|Develop||The next step involves developing SMARTER goals with an implementation plan. Spending time to consult widely and document clear roles and responsibilities, measurements and risks will alleviate and prevent problems later. The plan must be sold to the stakeholders through effective communication. Ensuring and checking understanding necessary.|
|Execute||The successful implementation of the plan is reliant on every stakeholder taking ownership and responsibility for their tasks. The leaders should drive performance and results throughout the implementation phase and be held accountable for the outputs of their teams.|
|Assess||Any worthwhile process involving people will require adjustments for continuous improvement purposes. When assessing the actual achievements against the planned goals all the achievements must be celebrated and the lessons learned used to inform growth and future change.|
The journey itself is important and must be enjoyed and valued. In the end, we all want for the same things for ourselves, others and the environment.