The trade mark is unregistered, it signifies human capital development within OPD theory and the general theory of psychology from which it is derived.
What is OPD-HCD™?
OPD-HCD™ (human capital development) is the only system directly linking the organization strategy to the daily behaviour of staff so every person contributes directly to strategic success. The strategy-people link is then managed via the cultural and team leadership processes that ensure people stay focused, committed, having fun while doing what they need to do.
Every person striving for perfect game plans perfectly delivered.
We are on top of this stuff
Doing current global HR best practice is much better than doing nothing.
People can become 'embedded' in the historical thinking, 'that is how it has always been done' or 'that is the way it needs to be done' or 'that is the way it is done everywhere else'.
New ideas of OPD-HCD™ deliver a much better result...?
What does it do different?
OPD-HCD™ tightens link between people and strategy, is the only fully integrated system, improves focus and commitment, lifts engagement, tightens impact of training and coaching, makes performance management a key tool for every team leader, makes team leadership more fun, makes work more fun, lifts self-esteem of everyone, develops greater self-responsibility, enables greater success. We can show you why...
OPD implementation > staff performance improvement > changes in sales and costs.
OPD-HCD™ increases sales 3-5%, and decreases costs 2-4%.
Applying OPD-HCD™ will improve your profits this year.
If start position is EBIT 6%, sales 100, costs 94:
- 2% gain in numbers, sales 102, costs 93.96, EBIT 8.04 increase 34%.
- 3% gain in numbers, sales 103, costs 93.91, EBIT 9.08 increase 51%.
OPD-HCD™ makes staff the greatest business resource and makes work satisfying for staff.
People enjoy work more, since in doing ideal actions they understand they are making their contribution, respect themselves for their day at work, respected in team, enjoying day with team and team leader, supported, encouraged and recognised by the Executive. Having fun each day doing that which they agree is the key to personal and organization success.
Cost effective value for money
Financial payback expected to be at 5-50 times the costs. Gains will accrue over 2-4 years as people learn how to apply the ideas to greatest result.
OPD-HCD™ replaces current leadership thinking with thinking that makes leadership more effective. Hence OPD-HCD™ is not an additional cost, but redirection of existing costs making those costs contribute much more to organizational and staff success.
Why is OPD-HCD™ a better system?
Better science leads to better technology producing better results.
OPD-HCD™ is based on better science, leading to more uniform and consistent technology linking staff effort directly to the profit and loss, producing better results.
The overview summary is in the table below.
|Organization|| ||Management factor|| ||Cultural audits|
1. Goal cascade.
2. Ideal actions.
3. Role specs.
Fundamental is ideas in mind (the personal game plan) with action arising from those ideas given momentum by associated emotions.
1. Improve the goal cascade.
2. Sharpen ideal actions.
3. Clarify of role specification, integrate business processes, operations policy.
4. Review choice of each person to be successful at work.
5. Review commitment of person to actively seek work life success.
6. Review with person their acceptance of the role specification.
7. Review with person they agree that doing the ideal actions offers greatest chance of greatest success.
8. Review with person they are clear on the role specification, and have a clear game plan in mind.
9a. Intrinsic motivation. Review with person they have no negative feelings about doing ideal actions. That they feel supported by their team leader in their striving to deliver the game plan each day.
9b. Team motivation. The team leader ensuring people having fun each day at work while striving for perfect game.
Accuracy. 2, 3, 8.
Focus. 1, 6, 7.
Commitment. 4, 5, 7.
Business processes. 3, 7, 8.
From the audit result, the team leader decides action in the team on the factors judged to improve the audit result for next time.
Ideal actions are those actions offering greatest chance of greatest goal success. Doing them does not guarantee success, not doing them guarantees failure.
Skill development to arise as an aspects of acceptance, agreement, clarity, and engagement leading to delivery of ideal actions.
The next step is due diligence and a formal report/proposal to explore the payback and implementation in your organization.
References available on request.