Hello Bilal,
All one can say--from the distance--is: ALL THE BEST & you can count on the members of CiteHR to give you the back-support to the best extent possible.
Coming to your PoA, you are right--one needs to GO IN STEPS in such situations, irrespective of the location/country. What you [or anyone in your situation or with your intent] will be against MORE PRIMARILY will be the complacency that is brought about by the comfort zones they have become used to & bringing about any change will always have resistance [unions, politics, etc come later].
It's something like--the doctor doesn't give you the full dose of medicine all at once. More than reviving the patient, it's likely to kill him faster. Hope you get the point.
Reg the focus areas you mentioned [Job Description, Accountability, KPIs, Performance Standards, etc], beginning from the top is more likely to succeed--as you planned. However, suggest ensure evolve the parameters of any attribute you want to focus on ALONG WITH the Min/Max limits AND the rewards/retributions--that way they would be able to see the benefits THEY would have--leading to faster agreement.
Reg you plan to focus on the Officers first followed later by the workers--in a way, it's a good approach. However, you MAY need to factor in the workers too in some of the policies/changes you plan to introduce--for the simple reason that the Officers invariably need to depend on the workers for whatever they need to achieve. Hence the sequence AND timing [which-one-first & which-one-later] of the changes you plan to take-up WILL BE VERY IMPORTANT, especially the initial ones. If the first ones fail to get acceptance for implementation, then the chances of you introducing the later ones become so much more tougher--hope you get the point.
All the Best.
Rgds,
TS
All one can say--from the distance--is: ALL THE BEST & you can count on the members of CiteHR to give you the back-support to the best extent possible.
Coming to your PoA, you are right--one needs to GO IN STEPS in such situations, irrespective of the location/country. What you [or anyone in your situation or with your intent] will be against MORE PRIMARILY will be the complacency that is brought about by the comfort zones they have become used to & bringing about any change will always have resistance [unions, politics, etc come later].
It's something like--the doctor doesn't give you the full dose of medicine all at once. More than reviving the patient, it's likely to kill him faster. Hope you get the point.
Reg the focus areas you mentioned [Job Description, Accountability, KPIs, Performance Standards, etc], beginning from the top is more likely to succeed--as you planned. However, suggest ensure evolve the parameters of any attribute you want to focus on ALONG WITH the Min/Max limits AND the rewards/retributions--that way they would be able to see the benefits THEY would have--leading to faster agreement.
Reg you plan to focus on the Officers first followed later by the workers--in a way, it's a good approach. However, you MAY need to factor in the workers too in some of the policies/changes you plan to introduce--for the simple reason that the Officers invariably need to depend on the workers for whatever they need to achieve. Hence the sequence AND timing [which-one-first & which-one-later] of the changes you plan to take-up WILL BE VERY IMPORTANT, especially the initial ones. If the first ones fail to get acceptance for implementation, then the chances of you introducing the later ones become so much more tougher--hope you get the point.
All the Best.
Rgds,
TS