According to the different situations of enterprises, the company adopts different reform strategies such as bottom-up, top-down, and outside-in.
A detailed description of the purpose of enterprise strategic planning;
It is the main purpose of enterprise strategic planning to guide the improvement of organizational ability with strategy.
1. Organizational ability does not refer to individual ability, but to the overall combat effectiveness of a team (whether it is 10, 100, or1000000), which is the DNA of a team (or organization) competitiveness.
It is the ability of a team to obviously surpass its competitors in some aspects and create value for customers.
A good strategy or direction is not enough for the success of an organization, but also needs strong organizational ability to support it.
Organizational ability belongs to the strategic level of the whole company and is as important as business strategy.
When making a business strategy, we should also consider whether the organizational ability can support its realization, and it will succeed. The two are complementary.
2, the composition of the organizational model:
(1) Employee competence: Yes, whether all employees of the company (including middle and senior management teams) have the knowledge, skills and quality to implement the enterprise strategy and build the required organizational competence.
(2) The thinking mode of employees: whether they are willing or not, and whether employees show values, behaviors and professionalism that match organizational ability.
(3) Employee governance model: Does the company provide effective management support and resources to enable employees to give full play to their strengths and implement the company's strategy?
3. Features of this model:
(1) is deeply rooted in organizations rather than individuals, which is sustainable.
(2) creating value for customers; ③ Obviously surpass the competitors.
4. Cultivate employees' abilities:
(1) Competency model: What kind of talents, abilities and characteristics are needed.
(2) Talent inventory: Does the company have such a talent reserve at present, and what are the main gaps?
(3) Talent selection and retention: how to introduce, cultivate, retain and borrow suitable talents and eliminate unsuitable talents.
5. Shaping employees' thinking:
The thinking mode of employees refers to what employees really care about, pursue and value in their daily work, rather than slogans posted on the company website, posted on the company wall or printed in the employee handbook.
Determine the ideal thinking mode of employees;
(1) Constantly clarify and clarify the mission, vision and values of the enterprise.
(2) Review the thinking mode of existing employees.
(3) Whether the interview tools can determine the thinking mode of existing employees.
(4) Formulate the change strategy of thinking mode, and adopt different change strategies such as bottom-up, top-down, and outside-in according to different situations of enterprises.
6. Improve employee governance:
(1) Process Reengineering: Breaking the management mode of setting up departments according to functions, and redesigning enterprise management processes with business processes as the center, so as to confirm the operation processes of the enterprise as a whole.
(2) organizational structure adjustment: redesign and adjust the organizational structure, and realize the flattening and rationalization of the organization through departmental adjustment and merger.
(3) Establish a learning organization: establish a knowledge base within the organization, and promote the knowledge exchange of employees through the analysis, integration, recording and updating of information and knowledge within the organization.