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Development Practice

Our Organization Development Expertise “Kaiser Associates has been a tremendous partner to Target . The value- Kaiser’s approach to Organization Development is based on a holistic, added recommendations that -wide philosophy that aligns needs and interests Kaiser brought to the table with organizational capabilities and priorities to drive enhanced were both achievable and sustainable for our company. performance. We would highly recommend their services.” Vice President, Corporate , Target Corporation

Thought Capabilities • 2010 ASTD Excellence-In- Practice Award Recipient Organization or Program • Operating Models • Performance • Authored Successful Strategy & Design : Strategies to • Organization / Governance • Stakeholder Analysis Unlock Hidden Value Structures • Benchmarking Within Your Organization • Capability Building (McGraw-Hill, 2010) • Workforce Analytics • Featured author, ATD Handbook (ATD, 2015) Business Performance & • • Work Process Definition • Partner and featured Process Innovation Re-engineering speaker of conferences • Root Cause / and webcasts produced Efficiency Analysis by The Conference Board and The Human Capital Institute (HCI) • Stakeholder Management • Change Management • CommunicationsStrategy Roadmap & Action Representative Clients Planning • Fortune 10 Oil & Gas • Cultural Assessment Multinational • Fortune 50 Computing Device Manufacturer Areas of Expertise • Fortune 150 Financial Services Institution Talent Acquisition Talent Development • Leading Professional Services Firms Onboarding • Diversity Programs • Leaders from nearly • Learning Programs every US Federal • Government Agency Employee Experience & Engagement • Fortune 20 Healthcare Company Workplace Health & Wellness

© 2012 – 2016 KAISER ASSOCIATES, INC. Kaiser’s Organization Development System Process Rigor • Quantitative Rigor • Proven Metrics • Best Practices Kaiser Associates’ Organization The skills, competen- Our performance (as Development (OD) practice cies, and culture of individuals and as an is focused on helping clients our people that fuel enterprise) that align business strategy with our success drives forward the processes, structure and and growth People Performance vision set forth by our leaders the personal objectives and interests of their people. Business How We Achieve What We Achieve Our primary goal is to help Strategy our clients become more competitive in creating the kind The mechanisms The impact our work Processes Outcomes of organizational environment through which we has on our that motivates and empowers perform our work employees, and contribute to the stakeholders, and the high performing employees success of the environments in while driving the organization’s business which capacity to perform. we operate

Case Studies in Brief

The Challenge Our Solution The Results

Change A Federal agency required a Kaiser deployed an employee Designing to take Management full reorganization of its largest survey to assess the agency’s advantage of the organization’s to Drive department and needed a and leadership-driven culture resulted Organization cohesive change management communications style; based in a higher trust by employees, Transformation plan to accompany the roll-out on our analysis, Kaiser then driving acceptance of the changes of the new operating model developed a change management currently in implementation plan to support implementation of the new operating mode

Integrated Leading multinational corporation Kaiser developed a framework and Company has talent initiatives Talent Strategy lacked a comprehensive ‘common language’ to integrate the harmonized to realize key business Blueprint framework to guide integration of client’s numerous talent initiatives outcomes, such as best-in-class large-scale HR/Talent initiatives and built a ‘master’ blueprint to client service guide implementation and higher staff engagement

Stakeholder Newly stood up function Kaiser conducted stakeholder Service delivery exceeds SLA Assessment and did not meet internal service assessment and root expectations; allowing expanded Business Process delivery expectations cause analysis to inform a scope of services into more Reengineering (BPR) newly designed process strategic support areas and for the newly stood up function

World-Class ‘Big 4’ professional services Kaiser conducted a critical review Company’s enhanced program now Onboarding Redesign firm wanted to redesign and of the client’s onboarding program, includes an engaging new hire implement a world-class new identified key gaps relative to orientation experience, clear hire Onboarding program best-in-class programs, and then accountabilities and handoffs facilitated the detailed redesign for program delivery, and a robust and pilot of an enhanced program performance measurement dashboard

Lilith Christiansen Sarah Hagerman Vice President Vice President +1 202 454 2063 +1 202 454 2064 [email protected] [email protected]

Founded in 1981, Kaiser Associates is an international strategy consulting firm that serves as a key advisor to the world’s leading companies. We provide our clients with the unique insight to drive critical decision making and solve their most pressing problems. © 2012 – 2016 KAISER ASSOCIATES, INC. / OFFICES: WASHINGTON, D.C. / LONDON / KUALA LUMPUR / SÃO PAULO KAISERASSOCIATES.COM