HPWP Successful organizations that want to move to the next
step are changing their approach toward people. WHY?
Slide 7
HPWP Profits vs. People 80% of what any organization does can
be done equally well by any other organization; competitive success
depends entirely upon the other 20%---which is people.
Slide 8
HPWP Why are Organizations Changing People are the Key Asset
The Workforce is Changing Traditional Methods are Less
Effective
Slide 9
HPWP Traditional Assumptions People by Nature Lack integrity
Are fundamentally lazy and desire to work as little as possible
Avoid responsibility Are not interested in achievement Are
incapable of directing their own behavior Are indifferent to
organization needs Prefer to be directed by others Avoid making
decisions whenever possible Are not very bright
Symptoms of Harmony Workers Comp MOD 45% Decrease 20081.85
2012.98 Turnover66% Decrease Productivity Receiving103% Increase
Shipping 30% Increase Inventory Control Losses 94% Decrease
Slide 13
HPWP A Different Approach Contrast This With What it Could
Be
Slide 14
HPWP A Different Approach A Philosophy based in the belief that
Approximately 95% of All Employees at All Levels are Responsible
Workers and Good People Most of our Management Policies and
Practices were Focused on Protecting PDC from the 5% Marginal
Employee Group When these Policies and Practices were Applied and
Enforced Equally to All, They had a Negative Impact on the
95%.
Slide 15
HPWP Lets define the 5%er Someone whose motives are not good
Their goal is to work as little as possible and to get away with as
much as possible They are not a team player and are not trustworthy
How many 5%ers work for you?
Slide 16
HPWP High Performance Work Place Its a Work Place that fosters
maximum performance and is supported by the following 8 key
elements: 1. Positive Assumptions about People 2. Identification
& Elimination of Negatives 3. Mutual Trust & Respect 4.
Open, Two-Way, Adult-to-Adult Communication 5. Training and
Development 6. Employee Involvement & Empowerment 7.
Competitive Wages and Benefits 8. High Expectations
Slide 17
Positive Assumptions About People HPWP People by Nature Have
Integrity Work Hard toward Objectives to which they are Committed
Assume Responsibility with those Commitments Desire to Achieve Are
Capable of Directing their own behavior Want the Organization to
Succeed Are Not Passive or Submissive Will Make Decisions Within
their Commitments Are Bright
Slide 18
Positive Assumptions About People HPWP One Standard of Conduct
Every associate is expected to act in the best interest of Pate
Dawson Company and his/her fellow associates.
Slide 19
Identification & Elimination of Negatives HPWP A Negative
is defined as: Anything that minimizes vs. maximizes a persons
feeling of VALUE to the organization.
Slide 20
Identification & Elimination of Negatives HPWP Negatives
take Four Forms: Management Behavior based on Negative Assumptions
Policies/Practices created for the 5%ers Creation of a Two-Class
Citizenship Culture Disproportionate attention to equipment and
facilities vs. PEOPLE
Slide 21
Mutual Trust & Respect HPWP APPLICATIONS Elimination of
Traditional Management Practices Probationary Period Behavior-based
work policies and rules Security checks on all bags in/out Locked
cabinets, doors and segregated building access Progressive
Discipline Designated number of annual sick leave/days Etc.
Slide 22
Open, Two-Way, Adult-to-Adult Communication The way you talk to
a neighbor you like Open: We are not trying to hide anything No
Secrets Adult-to-Adult: We are all adults Two-way: You get better
understanding, more involvement, and a better outcome
Slide 23
Training HPWP The time and dollars invested in personal and
professional development reflects an organizations VALUE for its
people
Slide 24
Employee Involvement & Empowerment People should be
involved in every decision that affects them
Slide 25
Employee Involvement & Empowerment Opportunities for
Employee Involvement Setting Performance Goals and Objectives
Productivity, Quality, Safety, Scheduling Problems and Solutions
Development of Team Work Policies, Practices & Standards New
Team Member Selection/Hiring Teams Termination of 5%ers
Slide 26
Competitive Wages & Benefits Objective is to make it a
non-issue Surveys conducted/researched annually All market data and
range data open to all employees
Slide 27
High Expectations HPWP The first 7 elements guarantee: Employee
loyalty and retention Excellent community reputation Ability to
attract the best people High Expectations guarantees: High
Performance
Slide 28
Bottom Line Philosophy HPWP Building PROFITS with
Slide 29
HPWP We Couldnt Change Our People
Slide 30
HPWP We DID Change The Environment in which Our People
Function