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