Flexibility readiness assessment

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Text of Flexibility readiness assessment

  • ReadinessassessmentIs your organisation ready for a strategic approach to flexibility?

  • Contents

    Section 1: Introduction 1

    Whyconductareadinessassessment? 1

    Whoshouldconducttheassessment? 2

    Thestructureofthistoolkit 2

    Section 2: Flexibility roadmap and capability framework 3

    Theflexibilityroadmap 4

    Flexibilitycapabilityframework 5

    Section 3: Flexibility readiness assessment 6

    Howtocompletethereadinessassessment 6

    Stakeholderengagementintheassessment 6

    Capability1assessment:leadership 7

    Capability2assessment:businesscase 8

    Capability3assessment:flexibilityvision,strategyandpolicy 9

    Capability4assessment:managementcapability 13

    Capability5assessment:employeeexperience 14

    Capability6assessment:resultsmanagement 15

    Capability7assessment:technologyandinfrastructure 17

    Capability8assessment:clientandsuplierexperience 20

    Capability9assessment:learningcycle 21

    Capability10assessment:changemanagement 22

    Overall scoring 24

    Where to next? 26

  • A strategic approach to flexibility | www.wgea.gov.au 1

    Manyorganisationshaveidentifiedworkplaceflexibilityasastrategicpriorityandarecommittedtomovingtowardsallrolesbeingflexible.Keydriversfortakingastrategicapproachtoflexibilitymaydifferdependingontheorganisationandmayincludetheprioritisationofflexibilityinthegenderequalitystrategy,culturalchangeprogramsorthroughworkplaceredesign.

    Regardlessofthedriver,itisimportanttoseeflexibilitythroughastrategiclensandrecognisethechangemanagementprocessrequired.

    Figure 1: The step change process

    D) ReviewHowarewetravelling?

    FLEXIBILITYBENCHMARKS

    C) ImplementHowcanwestart(orkeep)moving?

    FLEXIBILITY ACTION PLANS

    B) DesignWhatisthebestroutetogetthere?

    FLEXIBILITY DIAGNOSTIC

    FLEXIBILITY STRATEGY

    A) AnalyseWherearewenow?Wheredowewanttobe(andwhy)?

    Aworkplaceflexibilitystrategydefinesthevision,objectivesandactionsforflexibilityinanorganisation.Typically,thestrategywillindicatehowtheseobjectiveswillberealised,andwillprovideanassessmentofrisksandsuccessfactors.

    Withanystrategyprocessanorganisationusuallyasksthequestionswherearewenow,wherearewegoingandhowwillwegetthere?Therearemanydifferentmodelsandproprietarytoolsformanagingorganisationalchange.Thediagrambelowshowsthetypicalstepsinvolvedinchange.

    Thistoolkitisdesignedtoassistyouwiththefirststepofthestrategyandchangejourney.Priortodevelopingyourworkplaceflexibilitystrategy,itisrecommendedthatyouundertakeareadinessassessment.Thistoolkitprovidestheframeworkandpracticalguidetoconductingasystematicdiagnosisofwherearewenow-akeyinputtobuildingyourworkplaceflexibilitystrategy.

    Specifically,thistoolkitaimsto:

    provideacomprehensiveframeworkfororganisationalflexibility

    enableorganisationstoplotwheretheyareontheflexibilityroadmap

    helporganisationsconductaflexibilityassessment.

    Section1:Introduction

  • A strategic approach to flexibility | www.wgea.gov.au2

    Who should conduct the assessment?

    Thereadinessassessmenthasbeendesignedtoassistorganisationsofallsizesandinallindustries.Itisrecommendedthattheprojectmanageroftheworkplaceflexibilityprogramconducttheinitialassessment.Responsibilityforthisprogrammayoftensitwithinthehumanresourcedepartment,operationsorfinance.

    Oncetheinitialassessmentisconducteditisusefultotesttheassessmentwithotherkeystakeholdersincluding:CFO,COO,membersofthefinancedepartment,diversitypractitioners,managersandemployeeswhoaremanagingandtakingupflexibility,changemanagersandtheirteams,seniorexecutivesandorganisationalleaders,informationandtechnologyprofessionals,andfacilitiesandaccommodationteams.Theassessmentmayalsoseekinputfromthediversitycouncil.

    Dependingonthesizeofyourorganisation,itmaybeusefultoconducttheassessmentatboththeorganisationlevel,aswellasthedivisionalleveltodeterminehowdifferentflexibilityisembeddedindifferentpartsoftheorganisation.

    The structure of this toolkit

    Thistoolkithastwomainparts.Sectiontwooutlinestheflexibilityroadmapandcapabilityframework.Sectionthreeprovidesacomprehensivereadinessassessmentfororganisationstogainadeeperunderstandingofthecurrentstateofworkplaceflexibilityasafoundationfordevelopingaflexibilitystrategy.

  • A strategic approach to flexibility | www.wgea.gov.au 3

    Thissectionoutlinestheflexibilityroadmapandcapabilityframework.Theframeworkoutlines10specificareasrequiredforachievingorganisation-wideandstrategicflexibility.

    4

    1

    CompliantGender equality

    effort compliance- driven only

    IntegratedGender equality is internalised in

    systems

    Com

    mit

    men

    t

    Action

    0

    Gender equality issues are not

    even recognised

    Avoiding

    2

    Gender programs are provided for

    ad hoc needs

    Programmatic

    3

    Gender strategy and action plans

    implemented

    Strategic

    5

    Gender equality is a business and

    cultural norm

    Sustainable

    The flexibility roadmap

    Understandingatahighlevelwhereyouareontheflexibilityroadmapwillhelpyourorganisationdeterminethestartingpointofthejourneyandsetclearstrategicobjectives,aswellasidentifywhichspecificflexibilitycapabilitiestofocusonasyourstrategydevelops.

    Section2:Flexibilityroadmapandcapabilityframework

    Figure 2: Gender equality roadmap

    Aligned to the gender equality roadmap

    Thegenderstrategytoolkitoutlinesthegenderequalityroadmap.Thegenderequalityroadmap(roadmap)isdesignedtohelporganisationsunderstandthenatureofthegenderequalityjourneyandtheidentifiablephaseswithinit,fromleasteffectivepracticetohighlyeffectivebestpractice.Theroadmapenablesorganisationstoplotwheretheyareontheirjourney.Stakeholderscanthenidentifywhatprogresslookslikeandplanaccordingly.Theroadmapactsasbothaframeworkforidentifyingandunderstandinggenderequalityprogress(orabsenceofit),andasacommonlanguageforstakeholderstodiscussprogress.

    Withinthegenderstrategytoolkitthereare12keyfocusareasthatmakeupessentialcomponentsofacomprehensivegenderequalitystrategy:stakeholderengagement,leadershipaccountability,strategyandbusinesscase,measurementandreporting,policiesandprocesses,supplychain,gendercomposition,genderpayequity,flexibility,talentpipeline,leaderandmanagercapabilityandgenderinclusiveculture.

    FormoreinformationonthegenderequalityroadmapandensuringalignmentbetweenyouroverarchinggenderequalityandflexibilitystrategyvisittheAgencyswebsite.

  • A strategic approach to flexibility | www.wgea.gov.au4

    The flexibility roadmap

    Wehaveadaptedthegenderequalityroadmapmodelspecificallyforworkplaceflexibilitytohelporganisationsthinkabouttheflexibilityjourneyandwheretheyarepositionedoverall.Doestheorganisationviewflexibilityasacomplianceorprogrammaticissue,inthesensethatflexibleworkingarrangementsareofferedinalimitedway,ordoestheorganisationviewflexibilityinamoreholisticway,whereflexibilityispartoftheorganisationsstrategyandfactoredintothewayworkisdone?Ordoestheorganisationliesomewhereinbetween?

    Com

    mit

    men

    t

    Level of strategic integration across the organisation

    2. Basic

    Embedded3. Embedded

    1. Limited

    Theflexibilityroadmaphasbeensimplifiedintothreedistinctstages:limited,basicandembedded,whicharealignedtothesixbroadphasesoutlinedinthegenderstrategytoolkit.Youcanuseyourassessmentagainstthecapabilityframeworktoplotyourpositionontheflexibilityroadmap.Eachphaseisoutlinedbelow.

    No Stage Description/characteristics

    1. Limited Thisisconsistentwiththeavoidanceorcomplianceapproachonthegenderequalityroadmap.

    Norecognitionofhoweffectiveflexibleworkandfamily-friendlypolicies/practicescanpromotegenderequalityanddiversity.

    Genericflexibleworkandfamily-friendlypolicies/practicesonlyexisttotheextenttheyarerequiredbylegislationorregulation.

    2. Basic Thisisconsistentwiththeprogrammaticapproachonthegenderequalityroadmap.

    Flexibleworkandfamily-friendlypolicies/practicesareprovidedtomeettheneedsofspecificgroupsorindividuals.

    Typicallyflexibilityisseenasahumanresourcefunctiononly.

    3. Embedded Thisisconsistentwiththestrategic,integratedandsustainableapproachonthegenderequalityroadmap.

    Enablingprogressionasflexibilitybecomesstrategicinthemindset,systemsandculture.

    Flexibleworkandfamily-friendlypolicies/practicesaredesignedandaccessibletobenefitallemployees;theflexibilitybusinesscaseisestablished.

    Flexibleworkandfamily-friendlypolicies/practicesareleveragedasabusinessenabler;novaluejudgementsaremadeaboutflexibilityneeds.

    Flexible,family-friendlyworkingisexpected,normalisedandequitablyaccessible;itisintegraltoallbusinessandpeoplepractices(e.g.workforceplanning).

    Theflexibilitystrategyisalignedtothebusinessstrategyandtheorganisationismovingtowardstheworkplaceofthefuture.

    Figure 3: The flexibility roadmap

  • A strategic approach to flexibility | www.wgea.gov.au 5

    Flexibility capability framework

    Inordertoachievepowerful,effectiveflexibility,corecapabilitiesareneededinanumberofareas.Thestrategicapproachseesflexibilitycapabilityasanimportantorganisationalissue.Whenissuesareseenasorganisational,ratherthanindividual,thereisoftenaparallelrealisationthattheyneedtobedealtwithcomprehensively,takingintoaccounteverypartoftheorganisation.

    Inthecaseofflexibility,thetransformationthatoccurswhenanorganisationimprovesitsflexibilitycapabilityisfar-reaching.Itcaninvolvecreatingnewprocessesandsystemsaroundworktoenableawhollydifferentwayofdoingwork.Itcanrequiremanagersandemployeestochangethewaytheywork.Itcanalsorequirenewinfrastructureortechnology.Organisationsneedtocreateaholistic,integratedimplementationapproachthatinvolvesallthekeyplayerswhocanenableflexibility.

    The10capabilityareasareillustr