10/18/10

OD INITIATIVES

Annisa Monserrate – 01
Vartika Birla – 31

1
FLOW OF THE PRESENTATION

10/18/10
 Companies:
Ø Johnson and Johnson Healthcare Systems
(JJHCS)
Ø National Thermal Power Corporation (NTPC)
Ø Infosys
Ø Larsen and Toubro (L&T)


 References


2
JOHNSON AND JOHNSON HEALTHCARE
SYSTEMS (JJHCS)

10/18/10
 JJHCS uses a standard internal process for design,
development, and implementation while utilizing
Six Sigma and change management tools.


 They identified the need for an organizational

design model and process through an internal
Six Sigma business assessment.


 Johnson & Johnson utilizes a Six Sigma type

approach referred to as PROCESS EXCELLENCE
throughout its operating companies to improve
business processes.
3
ISSUES

10/18/10
 Johnson & Johnson Medical Devices and
Diagnostics (MD&D) had multiple sales order call
centers, sales order management systems,
finished goods warehouses, etc.

 This resulted in inability to generate a single
invoice for multiple Johnson & Johnson
companies' products or get a single view of a
customer across different Johnson & Johnson
companies.

 To deliver this, the project team at JJHCS was to
develop a strategy of people, processes, and
systems that would provide the companies full 4
visibility to their customers' complete profile
information.
CONTD …

10/18/10
 This would be accomplished through a business,
technical, and organizational re-design.


 Similarly, the business process redesign also

utilized a Six Sigma methodology.


 This ensured that the customer's needs and critical

quality factors were the drivers of the redesign.


5
ENABLERS TO OD SUCCESS

10/18/10
 Three tools used in the process were most
valuable:
Ø the organization impact assessment,
Ø
Ø the interaction matrix, and
Ø
Ø the future state roles and responsibilities
analysis.


6
NATIONAL THERMAL POWER
CORPORATION (NTPC)

10/18/10
 SAP implementation across NTPC and Change
Management initiatives.


 The new system is being leveraged to conduct

crucial activities such as management
committee meetings.


 There were a few reasons for introducing SAP.

7
RELEVANCE OF MODEL OF CHANGE

10/18/10
KURT LEWIN’s Change Model
 STEP 1 – Unfreezing
 Provision of psychological safety


 STEP 2 – Changing through cognitive

restructuring
 Identifying with new role model and
mentor


 STEP 3 – Refreezing
 Significant relations 8


INFOSYS
vInfosys Technologies Ltd. was started in 1981 by

10/18/10
seven people with US$ 250. Today yielding
revenues of over US$ 4.8 billion (FY 10).
vOfferings wide range of services to the customer like
business and technology consulting, application
services, product engineering, maintenance, re-
engineering, etc.

9
INFOSYS

10/18/10
OD in Infosys include
vorganization design,
vsuccession planning
 through effective performance
management, competency governance and
career development.

10
 INFOSYS
Organizational development helped Infosys to:

10/18/10


vEmpower leaders and individual employees.

vCreating a culture of continuous improvement and
alignment around shared goals.
vMaking change easier and faster.
vEnhancing the quality and speed of decisions.
vMaking conflict constructive instead of destructive.
vGiving leaders more control over results, by giving
employees more control over how they do their
jobs.

11
INFOSYS

10/18/10
vKey benefits of organizational
development at infosys are:-
vProfits (cost reduction, for nonprofits).
vInnovation.
vCustomer satisfaction.
vProduct and service quality.
vCost effectiveness.
vOrganizational flexibility.
vPersonal feelings of effectiveness.
vJob, work, and life satisfaction
v 12
LARSEN AND TOUBRO
Larsen & Toubro Limited (L&T) is a technology,

10/18/10

engineering, construction and manufacturing
company. It is one of the largest and most
respected companies in India's private sector.
 The company's businesses are supported by a
wide marketing and distribution network, and
have established a reputation for strong
customer support.

13
LARSEN AND TOUBRO

10/18/10
The Infrastructure Development business of


L&T. The OD initiatives taken by the company

are:-
v Competency profiling
v Training and Development
v Career Management
v Succession Planning

14
REFENCES

10/18/10
 http://findarticles.com/p/articles/mi_qa5427/is_200710/
 http://
www.scribd.com/doc/33595169/Term-Paper-On-NATIO
 http://www.sg.inter.edu/cgi-bin/dnewsweb.exe/artculoan

15
 10/18/10


 THANK YOU

16