2. Bersama YAB Najib Razak dalam
membentuk transformasi Malaysia
Kearah ekonomi berpendapatan
tinggi 2020
3. Mukadimah
• Dalam mencapai transformasi, perubahan
perlu menyeluruh. Kita tidak boleh
bergantung hanya kepada Perdana Meteri
saorang dalam usaha ini.
• Kearah itu, kaedah dan amalan yang sesuai
perlu dibentuk, dipersetujui dan dilaksanakan.
• Yang penting, perubahan besar turut bermula
dengan perubahan sikap dan budaya.
Towards peak performance 3
5. Seminar ini relevant kerana
• Pemimpin pemimpin disemua peringkat perlu
faham “bahasa dan alat” transformasi yang
terbaru digunakan oleh masyarakat
antarabangsa.
• Dengan seminar ini juga perubahan yang perlu
dapat dikenalpasti dan dilakukan dalam sistem
pengurusan disektor swasta atau awam untuk
perlaksanaan gerakan transformasi yang
dicadangkan.
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6. Matlamat Seminar
• Memahami dan mengukur prestasi
• Perbandingan prestasi dalaman dan luaran
• Melahirkan Pemimpin yang berpasukan
• Kompetensi yang kritikal
• Daya kreatif and inovasi dalam penyelesain
masalah
• Lebih strategik dalam pemikiran dan
perlaksanaan
• Meningkat semangat penambahbaikan prestasi
• Memperbudayakan prestasi
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7. Sasaran Seminar
• Pengurusan Sektor awam
• Pengurusan Sektor swasta
• Usahawan
• Pengurus-pengurus kanan
• Ahli ahli akademik
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8. Struktur Seminar
• Seminar 1 hari • Makan Tengah hari
• Dengan 4 topik oleh • Kueh dan minuman
– Praktitioner ketika break.
– Akademik • Fail dan bag
– Awam • Jemputan
– Swasta
• Fi – tiada atau percuma.
• Sasaran 300 orang
• Jemputan Media
• Perasmian oleh Perdana
Menteri?
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9. Cadangan saya
• Semua penceramah dan tajuk boleh saya
sourcekan.
• Dewan UITM amat sesuai untuk seminar ini.
• Resolusi dan rumusan perlu dibincang dalam
perbincangan penel diakhir seminar.
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10. Apa itu Transformasi?
Perubahan yang dilakukan untuk mencapai hasil,
prestasi, impak dan output yang significant.
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11. Bagaimana menghasilkan
transformasi?
Matlamat dan sasaran perlu jelas dalam
pemikiran dan perancangan perlaksana.
Strategi dalam mencapai matlamat dan sasaran
adalah betul dan terbaik.
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12. Bagaimana menghasilkan
transformasi?
Prestasi, output dan hasil perlu dan mampu
diukur untuk meningkatkan komunikasi dan
komitmen semua perlaksana.
Ukuran prestasi ini membolehkan penilaian yang
objektif dan mengerakkan dan mengkekalkan
penambah baikan.
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13. Bagaimana menghasilkan
transformasi?
Ukuran prestasi turut membolehkan
perbandingan dengan prestasi yang pernah
tercapai dalam syarikat, industri, negara dan
diantarabangsa.
Keperluan latihan juga turut terdedah dengan
penilaian prestasi diatas.
Towards peak performance 13
14. A roadmap towards peak
performance
A performance measurement approach
ABM Consult
Arriffin Mansor 69, Jalan Raja Alang, 50300 Kuala Lumpur
012-2786282
arriffin@gmail.com
www.abmconsult.cjb.net
15. We help clients to
• Define clear goals and strategies
• Identify and develop critical competencies
• Design proper systems and processes
• Develop effective team leadership
• Empower employees for greater productivity
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16. Our programs
• Consulting
– Identifying critical competencies
– Strategic business plans
– Installing Peak peformance framework
• Training workshops
– core performance competencies
– Performance improvement
• Team building
– A winning team with the right working plans
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17. Key benefits of our programs
• Improved bottom line performance
• Improved customers satisfaction
• Attaining leadership in the industry
• Promote continous improvement in
all areas
• Promoting effective team leadership
• Strategic thinking and effective
problem solving through a systemetic
thought process
• Recognising and promoting talent
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18. Consulting Services
1. Training need analysis
2. Performance audit
3. Strategic business plans
4. Installing performance management system
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19. Team Building
• Clear objectives
• Identify key result areas to achieve objectives
• Choose suitable key peformance indicators
• Establish performance targets
• Communication
• Problem solving
• Effective Leadership
• Group dynamics
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20. Performance Framework
• Smart objectives
• Key result areas
• Key Peformance Indicators
• Performance targets
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21. Critical Gap Analysis
• ROE chart
• KPI calculations
• Benchmarking
• Industry standards
• Internal standards
• For both performance and competency gaps
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23. Vision and Strategy
Financial Customer Process L and G
Objectives
Measures
Strategy-
Translation
Process
Targets
Initiatives
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24. Some Basic Principles in Performance
1. Quantifies the Strategies in measurable terms
2. Strategy is summarized on a Strategy Map over four views of
performance (perspectives).
3. Must capture a cause-effect relationship between strategic
objectives over the four perspectives on the Strategy Map.
4. Critical Components include:
– Objectives
- Measurements
- Targets
– Initiatives
5. Everything must be linked: Goals to Objectives, Objectives to
Measurements, Measurements to Targets.
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25. The Measurement Pyramid
Goal
Strategic/GPRA Goals
End-Outcomes Outcome
Performance
Measures
Longer-Term Intermediate Program
Outcomes
Program Performance Measures
Shorter-Term Program Components
Intermediate
Outcomes Program Component Performance Measures
& Outputs
Outputs Activities
& Inputs
Activity Performance Measures
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26. ENSURE THE RIGHT KPIS BEING USED
• Let me suggest four possible types of KPIs:
1. Input phase
• Labour Hours
2. Process phase
• Material used per unit
3. Output Phase
• Production cost per unit.
4. Outcome phase
• Return calculation
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27. Return on Assets (ROA)
Sales
Identifying Critical Gross Margin
$ 100.00
performance gaps $ 20.00
Net Profit Subtracted by
$ 2.00
Subtracted by $ 80.00
Net Profit Margin $ 18.00
0.02 Divided by COGS
Total Expenses
$ 100.00
Return On Assets Inventory
Sales 13
0.05 Times
Sales
$ 100.00 Added to
Current Assets
2.5 Divided by 30 $ 13.00
Asset Turnover $ 40.00 Accounts Receivable
Added to
Total Assets 10 Added to
4
Fixed Assets
Other Current Assets
27 Towards peak performance
28. Strategy Map: Capture a Cause Effect
Relationship from the Bottom Up
Stakeholder
More rapid and
Improved Returns on
accessible services
Investments
Internal Process
Economic Model Reduce Re-Activities thru Establish Web Based
Process ABC/M Self Services
& Growth
Learning
Expand Global Leadership Knowledge
Facility Reach Development Management
Investments
Facilities and Fixed IT Infrastructure
Assets Human Capital
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29. TNA : New Skills, knowledge and Attitudes
In order for our employees to perform differently, what kind of
new Skills, Knowledge and Attitudes they need to have?
Existing Required
•Skills • Skills
•Knowledge • Knowledge
•Attitudes • Attitudes
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30. INPUT OUTPUT ANALYSIS
C. Operational Community
Purpose - Challenging
Outcome
A. Training Community
Purpose - Checking C Performance
8. Estimate Value
A
Input Output
Process
Learning Programme 7. Changes in Practice
3. Candidates
4. Changes in Knowledge and Skills
5. Changes in Behaviour
6. Changes in Support Environment
Performance Problem B
1. Establish the Need
2. Set success Criteria B. Operational Community
Purpose - Steering
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31. GRAPHIC ILLUSTRATION OF
PERFORMANCE IMPROVEMENT
ROA as a KPI for the CEO
105%
600 200
1010%
A 500 Before 100
S 400 Ă Industry Standards
S 300 ß 1020%
E č 50
200 After
T S
100
0
0 10 20 30 40 50
PROFITS
31
32. Sale per ringgit Advertising
Advertising Sales/advertising
KPI2
After
Before
Before After Sales
32
32
33. IMPROVEMENT MODELS
MICRO - input output
MACRO - ROE Chart dimension
• Departmental strength and • Individual Strength and
weaknesses weaknesses
• Benchmark against industry • Benchmark against industry
standards standard
• Cascading the targets • Root cause analysis
• Performance improvement • Performance appraisal
metrics • Performance network
• Strategic mappings • Competency gaps
• Team buildings
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34. 5 steps in evaluating impact
Step 1 – determine performance
objectives
Step 2 – accumulate input costs
Step 3 – compute realistic
key performance indicators
Step 4 – obtain the output
benefits / income
Step 5 – Calculate the ROI
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35. Learning tasks - build the following
business performance models.
• Corporate Plans
• Marketing plans
• Operation plans
• Staff plans
• Financial Plans
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36. Our services - a summary
• Consulting
– Training need analysis
– Performance Audit
– Develop effective business plans
– Install the performance management system
• Seminars / Workshops
– Performance improvement – 2 day
– Business Metrics – 2 day
• Team building
– A winning, efficient and effective teams
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