1. The 6D Approach to
Organizational Transformation
(An HRD Perspective)
Created & Developed
by
Murad Salman Mirza
SVP (Client Advocacy & Organizational Effectiveness)
APAC & EMEA Regions
EPIC Software Corporation

2. Table of Contents
Objective
Introduction
Pictorial Depiction of 6D Framework
Brief Explanation of 6D Phases
Conclusion

3. Objective
This presentation is geared towards
providing a basic understanding of the 6D
approach to organizational transformation
from a HRD perspective

4. Introduction
The 6D approach is a systematic
methodology for organizational
transformation to ensure that the existing
workforce is readily able to face business
challenges in an uncertain economic
environment and provides a viable option
for the senior management to retain
desired talent while minimizing the impact
of right sizing and avoiding unnecessary
costs of new hiring

5. The 6D Framework
Distinguish
Disseminate Desire
Due Diligence Develop
Deploy

6. ‘Distinguish’ Phase
This phase involves the identification of
impacted employees and administering of
the appropriate psychometric test to them
for determining the additional
skills/positions that complement the
professional strengths of the employee
from a HRD perspective within the overall
organizational transformation initiative
Document used = Organizational Transformation Plan,
Psychometric Test

7. ‘Desire’ Phase
This phase involves the conducting of a
personal interview with the employee to
gauge his/her interest in the exploring the
new skills/positions that have been
identified by the psychometric test
Document used = Personal Interview Questionnaire

8. ‘Develop’ Phase
This phase involves the provision of
relevant training and achievement of
required expertise that is a requisite for
attaining the skill level necessary for
employee’s desired area of interest
Document used = Training & Development Plan

9. ‘Deploy’ Phase
This phase involves all the activities
pertaining to ensuring that the employee
is fully engaged in his/her new area of
interest within the organization and
includes preventive actions to safeguard
against assessed risks for ensuring higher
probability of success
Document used = Talent Deployment Plan

10. ‘Due Diligence’ Phase
This phase involves the structured
monitoring and periodic review of the
employee’s performance in his/her new
area of interest to ensure a smooth
transition with timely corrective actions
Document used = Performance Reports

11. ‘Disseminate’ Phase
The phase involves the reinforcement and
preservation of the knowledge bank within
the organization to benefit from the
lessons learnt in enriching the human
capital for coping with the ability to meet
challenges in an uncertain economic
environment
Document used = Organizational Transformation Report

12. Conclusion
This framework has been presented as a
‘baseline’, upon which, future strategies
can be effectively and efficiently
developed, implemented, monitored,
reinforced and improved to complement
the ‘Big Picture’ within the organizational
transformation domain