The 6D Approach to The 6D Approach to
Organizational TransformationOrganizational Transformation(An HRD Perspective)(An HRD Perspective)
Created & DevelopedCreated & Developed
byby
Murad Salman MirzaMurad Salman MirzaSVP (Client Advocacy & Organizational Effectiveness)SVP (Client Advocacy & Organizational Effectiveness)
APAC & EMEA RegionsAPAC & EMEA Regions
EPIC Software CorporationEPIC Software Corporation
Table of ContentsTable of Contents
�� ObjectiveObjective
�� IntroductionIntroduction
�� Pictorial Depiction of 6D FrameworkPictorial Depiction of 6D Framework
�� Brief Explanation of 6D PhasesBrief Explanation of 6D Phases
�� ConclusionConclusion
ObjectiveObjective
�� This presentation is geared towards This presentation is geared towards
providing a basic understanding of the 6D providing a basic understanding of the 6D
approach to organizational transformation approach to organizational transformation
from a HRD perspectivefrom a HRD perspective
IntroductionIntroduction
�� The 6D approach is a systematic The 6D approach is a systematic
methodology for organizational methodology for organizational
transformation to ensure that the existing transformation to ensure that the existing
workforce is readily able to face business workforce is readily able to face business
challenges in an uncertain economic challenges in an uncertain economic
environment and provides a viable option environment and provides a viable option
for the senior management to retain for the senior management to retain
desired talent while minimizing the impact desired talent while minimizing the impact
of right sizing and avoiding unnecessary of right sizing and avoiding unnecessary
costs of new hiringcosts of new hiring
The 6D FrameworkThe 6D Framework
Distinguish
Desire
Develop
Deploy
Due Diligence
Disseminate
‘‘DistinguishDistinguish’’ PhasePhase
�� This phase involves the identification of This phase involves the identification of impacted employees and administering of impacted employees and administering of the appropriate psychometric test to them the appropriate psychometric test to them for determining the additional for determining the additional skills/positions that complement the skills/positions that complement the professional strengths of the employee professional strengths of the employee from a HRD perspective within the overall from a HRD perspective within the overall organizational transformation initiativeorganizational transformation initiative
�� Document used = Organizational Transformation Plan, Document used = Organizational Transformation Plan, Psychometric TestPsychometric Test
‘‘DesireDesire’’ PhasePhase
�� This phase involves the conducting of a This phase involves the conducting of a
personal interview with the employee to personal interview with the employee to
gauge his/her interest in the exploring the gauge his/her interest in the exploring the
new skills/positions that have been new skills/positions that have been
identified by the psychometric testidentified by the psychometric test�� Document used = Personal Interview QuestionnaireDocument used = Personal Interview Questionnaire
‘‘DevelopDevelop’’ PhasePhase
�� This phase involves the provision of This phase involves the provision of
relevant training and achievement of relevant training and achievement of
required expertise that is a requisite for required expertise that is a requisite for
attaining the skill level necessary for attaining the skill level necessary for
employeeemployee’’s desired area of interests desired area of interest�� Document used = Training & Development PlanDocument used = Training & Development Plan
‘‘DeployDeploy’’ PhasePhase
�� This phase involves all the activities This phase involves all the activities
pertaining to ensuring that the employee pertaining to ensuring that the employee
is fully engaged in his/her new area of is fully engaged in his/her new area of
interest within the organization and interest within the organization and
includes preventive actions to safeguard includes preventive actions to safeguard
against assessed risks for ensuring higher against assessed risks for ensuring higher
probability of successprobability of success�� Document used = Talent Deployment PlanDocument used = Talent Deployment Plan
‘‘Due DiligenceDue Diligence’’ PhasePhase
�� This phase involves the structured This phase involves the structured
monitoring and periodic review of the monitoring and periodic review of the
employeeemployee’’s performance in his/her new s performance in his/her new
area of interest to ensure a smooth area of interest to ensure a smooth
transition with timely corrective actionstransition with timely corrective actions�� Document used = Performance ReportsDocument used = Performance Reports
‘‘DisseminateDisseminate’’ PhasePhase
�� The phase involves the reinforcement and The phase involves the reinforcement and
preservation of the knowledge bank within preservation of the knowledge bank within
the organization to benefit from the the organization to benefit from the
lessons learnt in enriching the human lessons learnt in enriching the human
capital for coping with the ability to meet capital for coping with the ability to meet
challenges in an uncertain economic challenges in an uncertain economic
environmentenvironment�� Document used = Organizational Transformation ReportDocument used = Organizational Transformation Report
ConclusionConclusion
�� This framework has been presented as a This framework has been presented as a
‘‘baselinebaseline’’, upon which, future strategies , upon which, future strategies
can be effectively and efficiently can be effectively and efficiently
developed, implemented, monitored, developed, implemented, monitored,
reinforced and improved to complement reinforced and improved to complement
the the ‘‘Big PictureBig Picture’’ within the organizational within the organizational
transformation domaintransformation domain