Strategic Issue AnalysisOLCU 681 Week 7 Assignment and Rubric.docx

Strategic Issue Analysis
OLCU 681 Week 7 Assignment and Rubric
Length: Paper: 20 - 25 double-spaced pages (excluding title
and references pages)
Due: Week 7 by Sunday Midnight
Value: 600 Points for 60% of the grade
Post:Turnitin in Week 7 Assignments
This is the Signature Assignment that measures the MAOL
program learning objective of leadership
Strategic Issue AnalysisPaper Guidelines
Prepare and submit a 20 - 25 page paper in which you apply
core concepts from the MAOL program to a strategic
organizational issue with significant leadership challenges; the
issue may be a problem or opportunity that your organization is
currently facing or has faced in the past. Examples of strategic
organizational issues with major leadership implications that
could be the basis of an effective analysis include:
· Merger or acquisition
· Reorganization or restructuring
· Large lay-off (10% or more of staff)
· Entry into a new market and/or country
· New technology or system
· New product development and/or implementation
In analyzing the issue and proposing recommendations, you
must position yourself as the leader either as a mid to senior-
level manager or an external consultant working with the senior
management team. After briefly describing the issue, analyze
the problem or opportunity from different perspectives to draw
conclusions and recommend action.

There are no new textbooks for OLCU 681. However the final
paper must cite and reference 20 or more sources using the
textbooks from the six core MAOL courses: OLCU 600, 601,
602, 613, 614, and 615, and/or other relevant academic sources
such as peer-reviewer journal articles.
Strategic Issue AnalysisPaper Content
Issue Description
In 1 - 2 pages, concisely describe the strategic organizational
issue and its potential impact on organizational effectiveness.
Positioning yourself as the leader, the narrative should discuss
the need addressing the issue, impact on the organization’s
short and long-range goals, key players (names optional), and
the leadership challenges faced.
Analysis
Examine the strategic issue from multiple leadership
perspectives demonstrating your knowledge of the importance
and value of each to organizational and leadership
effectiveness. For each core MAOL course listed below, apply
relevant course theories and concepts to analyze
the issue, and assess the implications on the organization’s
short and long-term strategy and objectives:
· Ethics (OLCU 601): Analyze the issue from an ethics
perspective identifying one ethical issue created by the
situation. Propose an ethical decision-making framework
discussing how you as the leader would address the ethical
issues.
· Systems (OLCU 602): Analyze the issue from a systems
thinking perspective. Identify if systems archetypes and/or
learning disabilities exist and how you as a leader would apply
the 5 disciplines of systems thinking, personal mastery, mental
models, shared vision, and/or team learning address the
strategic issue.
· Organizational Dynamics (OLCU 613): Analyze the issue

using the four-frame model considering potential structural,
human resource, political and cultural causes and implications
in addressing the issue.
· Teams (OLCU 614): Analyze the issue from a team
perspective identifying the impact of team effectiveness on the
issue, and how you as the leader could enhance needed
collaboration.
· Change (OLCU 615): Analyze the issue from a change
management perspective. Describe a change management model
you as the leader would use to facilitate the change effort.
Integrated Leadership Analysis
Integrate and synthesize your analyses of the issue from the
multiple perspectives of ethics, systems, organizational
dynamics, teams and change identifying critical factors causing
the issue. Discuss two classic or contemporary leader
approaches from OLCU 600 that would enhance leadership
effectiveness in addressing the issue.
Recommendations
Recommend an action plan to address the strategic
organizational issue supported by evidence and data derived
from your leadership analyses; the plan should be specific.
Discuss why and how the recommended action plan is aligned
with and enables achievement of the organization’s short and
long-range goals.
Evaluation Criteria: Grading Rubric
Criteria
Exemplary
Proficient
Developing
Emerging

Not Completed
Issue Description
60
Comprehensively describes a strategic organizational issue with
significant leadership implications. Positions self as leader and
fully identifies impact on short and long-term organizational
goals, and key players. Does not exceed 1- 2 pages
53
Clearly describes a strategic organizational issue with fairly
significant leadership implications. Positions self as leader and
identifies impact on short and long-term organizational goals,
and key players. May slightly exceed 2 pages
46
Describes an organizational issue with some leadership
implications. Positions self as leader and identifies impact on
short and long-term organizational goals, and key players
although one component may lack substance. May exceed 2
pages
39
Limited description of an organizational issue with leadership
implications. May not positions self as leader and/or identify
impact on short and long-term organizational goals, and/or key
players
0
Issue description is not included in the paper
Ethics
60
Comprehensively identifies and analyzes a relevant ethical issue
created by the situation. Proposes an appropriate ethical
decision-making framework for the leader to address ethical
issues. Analysis demonstrates an in-depth understanding of
ethics.
53
Fairly accurately identifies and analyzes a relevant ethical issue
created by the situation. Proposes a fairly appropriate ethical
decision-making framework for the leader to address the ethical

issues. Analysis demonstrates an understanding of ethics.
46
Identifies and analyzes a somewhat relevant ethical issue.
Somewhat proposes an appropriate ethical decision-making
framework for the leader to address the ethical issues. Analysis
demonstrates partial understanding of ethics.
39
May identifies but not analyze an ethical issue although it may
lack substance. May not propose an appropriate ethical
decision-making framework for the leader to address the ethical
issues. Analysis demonstrates limited understanding of ethics.
0
Ethics analysis is not included in the paper
Systems Thinking
60
Comprehensively analyzes the issue from a systems perspective.
Fully describes archetypes and learning disabilities, and how to
apply 5 disciplines to address the issue. Analysis demonstrates
an in-depth understanding of systems thinking
53
Fairly accurately analyzes the issue from a systems perspective.
Mostly describes archetypes and learning disabilities, and how
to apply 5 disciplines to address the issue Analysis
demonstrates an understanding of systems thinking
48
Somewhat analyzes the issue from a systems perspective.
Somewhat describes archetypes and learning disabilities, and
how to apply 5 disciplines to address the issue. Analysis
demonstrates partial understanding of systems thinking
39
Limited analysis of the issue from a systems perspective; may
not describes archetypes and learning disabilities, and/or and
how to apply 5 disciplines to address the issue. Analysis
demonstrates limited understanding of systems thinking
0
Systems thinking analysis is not included in the paper

Organizational Dynamics
60
Comprehensively analyzes the issue using the 4-frame model
fully describing structural, human resource, political, and
cultural causes and implications. Analysis demonstrates an in-
depth understanding of organizational dynamics
53
Fairly accurately analyzes the issue using the 4-frame model
mostly describing structural, human resource, political, and
cultural causes and implications. Analysis demonstrates an
understanding of organizational dynamics
46
Analyzes the issue; may not accurately describe one of the
following: structural, human resource, political, and cultural
causes and implications. Analysis demonstrates partial
39
Limited analysis of the issue; may not accurately describe 2 or
more of the following: structural, human resource, political, or
cultural implications. Analysis demonstrates limited
0
Organizational dynamics analysis is not included in the paper
Teams
60
Comprehensively analyzes the issue from a team perspective
identifying if and why team effectiveness is contributing to the
issue. Fully describes how to enhance needed collaboration.
Analysis demonstrates an in-depth understanding of team
leadership.
53
Fairly accurately analyzes the issue from a team perspective
identifying if and why team effectiveness is contributing to the
issue. Mostly describes how to enhance needed collaboration.
Analysis demonstrates an understanding of team leadership.
46

Somewhat analyzes the issue from a team perspective
identifying if but not why team effectiveness is contributing to
the issue. Somewhat describes how to enhance needed
collaboration. Analysis demonstrates partial understanding of
team leadership.
39
Limited analysis of the issue from a team perspective; may not
identify if and why team effectiveness is contributing or how to
enhance needed collaboration. Analysis demonstrates limited
understanding of team leadership.
0
Teams analysis is not included in the paper
Change
60
Comprehensively analyzes the issue from a change management
perspective. Fully describes the change model that would
facilitate the change effort. Analysis demonstrates an in-depth
understanding of change leadership.
53
Fairly accurately analyzes the issue from a change management
perspective. Mostly describes the change model that would
facilitate the change effort. Analysis demonstrates an
46
Somewhat analyzes the issue from a change management
perspective. Somewhat describes the change model that would
facilitate the change effort. Analysis demonstrates partial
39
Limited analysis of the issue from a change management
perspective. May not describe the change model that would
facilitate the change effort. Analysis demonstrates limited
0
Change analysis is not included in the paper
Integrated Leadership Analysis

70
Comprehensively integrates and synthesizes analyses of the
issue from multiple perspectives fully identifying critical
factors causing the issue. Accurately describes and discusses
why 2 or more leader theories and/or models would enhance
effectiveness in addressing the issue. Analysis demonstrates an
in-depth understanding of leadership
62
Fairly accurately integrates analyses of the issue from multiple
perspectives identifying most critical factors causing the issue.
Fairly accurately describes and discusses why two leader
theories and/or models would enhance effectiveness in
addressing the issue. Analysis demonstrates an understanding of
leadership
54
Somewhat integrates analyses of the issue from different
perspectives identifying some critical factors causing the issue.
Describes 2 leader theories and/or models although may not
discuss why each would enhance effectiveness in addressing the
issue. Analysis demonstrates some understanding of leadership
46
Limited analysis of the issue from different perspectives and
identification of critical factors causing the issue. May not 2
accurately describe leader theories and/or models, and/or why
each would enhance effectiveness in addressing the issue..
Analysis demonstrates limited understanding of leadership
0
Integrated leadership analysis is not included in the paper
Recommendations
70
Recommends a comprehensive and specific action plan to
address the strategic issue fully supported by data derived from

integrated analyses. Persuasively discusses why and how the
action plan enables short and long-range goal achievement.
Recommendations demonstrate strong leadership capabilities.
62
Recommends a fairly accurate and specific action plan to
address the strategic issue mostly supported by data derived
from integrated analyses. Fairly persuasively discusses why
and how the action plan enables short and long-range goal
achievement. Recommendations demonstrate fairly strong
leadership capabilities.
54
Recommends a general action plan to address the strategic issue
somewhat supported by data derived from integrated analyses.
Somewhat discusses why and how the action plan enables short
and long-range goal achievement. Recommendations
demonstrate some leadership capabilities.
46
Limited recommendation of an action plan to address the
strategic issue that may not be supported by data derived from
integrated analyses. Limited discussion of why and how the
action plan enables short and long-range goal achievement.
Recommendations demonstrate limited leadership capabilities.
0
Recommendations are not included in the paper
APA
40
Uses 20 or more sources including texts and materials from six
core MAOL courses. Uses headers, and accurately adhere to
APA standards; reference page and citations are correct. All
sources listed in References are cited in paper
35

Uses 20 sources including texts and materials from most core
MAOL courses. Uses headers, and adheres to APA standards;
reference page and citations are correct with minor (1-3) errors.
All sources listed in References are cited in paper
30
Uses 18 - 20 sources including texts and materials from some
core MAOL courses; some sources may not be scholarly. May
not use headers. APA standards are somewhat followed; the
work of others is cited but with numerous (4 – 10) errors.
Sources listed in References and citations may not match
25
Uses less than 5 - 20 sources of which several aren’t scholarly.
Does not use headers. Limited adherence to APA standards in
the paper and Reference page; work of others may be cited but
with multiple (11+) errors. Sources listed in References and
citations do not match
0
No adherence to APA requirements
Writing Mechanics
60
The paper is organized and well written; spelling, grammar and
punctuation are accurate. Paper is the required length of 20 - 25
pages of content, and includes correctly prepared title page.
53
The paper is organized and fairly well written but with minor (1
– 3) errors in spelling, grammar and/or punctuation. The content
may be 5% too long or short; includes a correctly prepared title
page.
46
The paper is somewhat organized but with several (4 – 10)
errors in spelling, grammar and/or punctuation. The content may
be 10% too long or short, and may not include a correctly
prepared title page
39
The paper lacks clarity and may be confusing with numerous

(11+) errors in spelling, grammar and/or punctuation. The
content may be 15% too long or short, and may not include a
title page
0
The paper is substantially below graduate writing requirements.
Effective Summer 2018
Running head: NEW BUSINESS INTELLIGENCE PLATFORM
1
NEW BUSINESS INTELLIGENCE PLATFORM
12
New Business Intelligence Platform
Name:
Institution:

Introduction and Background Information
The business environment is constantly changing. Technology
and data have changed how organizations make decisions, work
on operational effectiveness and efficiencies and work towards
achieving better productivity. Business intelligence, one of the
technological innovations in the modern age, is a technology-
driven application through which large datasets can be analyzed
and presents actionable information that can be used by
corporate end users, managers and executives to make evidence-
based, insightful and informed organizational decisions.
Chen, Chiang and Storey (2018) and Sharda, Delen and Turban
(2016) implore that business intelligence covers a wide variety
and range of tools, methodologies and applications that can
enable business executives and employers collect data from
their internal systems and external sources; prepare the data for
expert analysis; develop and run questions against the analyzed
data; create interactive dashboards and reports and
visualizations for corporate-level decision making. Simply
defined, business intelligence allows business executives and
technical experts to analyze data using different techniques to
support decision making processes in the business.
What is being referred to as business intelligence tools went
through a lot of evolution from before, most of the time
mainframe-based analytical processes and systems, like
executive information platforms and decision support systems
(Chen, Chiang & Storey, 2018). Sharda, Delen and Turban
(2016) demonstrate, through its tools and techniques, that
business intelligence is does not just look at abstract data that
cannot be understood by the business.
The focus is to create simple interactive dashboards and reports
which can offer a visualization for insightful decision making.
Since the modern workplace and marketplace is competitive,

business executives need tools and systems that can offer fast
but accurate decisions which are informed by data and vital
information. Business intelligence systems and tools offer such
a platform. For this project, we look at Lion net, a business
intelligence platform that is used to improve human resource
management and other functions that will be described in the
paper.
Why is business intelligence vital for leadership success of the
corporation?
Two research studies, one by Richards, Yeoh, Chong and
Popovič (2017); and another one by Laursen and Thorlund
(2016) describe how business intelligence can be used to
improve corporate performance management beyond simply
reporting numbers. These two research studies document how
managers and business executives can use business intelligence
tools to improve decision making and for corporate management
success. The platform suggested for this paper, Lion net, is one
tool that can impact decision making for management and
improvement of human resources.
Laursen and Thorlund (2016) explain that business today live in
the age of information and information can be very powerful.
The sad fat however is, business executives and corporate
managers are most times buried under tonnes of information.
Making sense of such massive information is extremely difficult
without the use of special tools and techniques. For most small-
scale businesses, the adoption of business intelligence has been
rather slow because of lack of adequate knowledge on what the
platform is capable of achieving. The truth however is, business
intelligence should be a critical and integral part of any
organizational operation.
Boosting productivity, as elaborated by Richards, Yeoh, Chong
and Popovič (2017), is important for any business. Data
collection and gathering using the old techniques and methods,
analyzing the data and writing detailed reports can be very
challenging, time consuming and cumbersome. In some cases,
having enough staff to put in extra hours for such analysis can

pose challenges. However, using business intelligence tools and
applications, a business executive can pull tonnes of data and
create reports by simply clicking on a button.
As such, time and vital resources are freed up, allowing the
staff to be more productive on other roles. Schulz, Winter and
Choi (2015) stress on the need to gain sales and insightful
market intelligence in the modern competitive marketplace. The
authors argue that, whether someone is a sales person or for a
sales and marketing department, keeping track of the customers
using a platform like customer relationship management can be
of significant help (Laursen & Thorlund, 2016). Having a CRM
solution is helpful in collecting data about the customers and
making sense of the data, presents the data in easily understood
tables and charts that can then be used to make important
decisions going forward.
Information retrieved from such solution can help make
decisions on the entire sales period, the number of new
customers, and how existing customers can be serviced and
tracked (Laursen & Thorlund, 2016). Further, the business
intelligence platform can help understand consumer behavior.
One of the major strengths of using business intelligence is that
business executives are capable of boosting their abilities to
analyze the current buying trends as demonstrated by customers.
Once the business executive understand what the customers are
buying, he or she can use the data and information to develop
products that match the current market consumption trends.
As such, correct products reach the customers and the company
increases its profitability. Laursen and Thorlund (2016) remark
that return on investment is a long term target for using
business intelligence tools and platforms in different
organizational processes. Having an efficiently running business
intelligence system in an organization improves strategic
awareness, increases the speed and accuracy of reporting, and
decreases operational costs and hence the return on investment
is positively influenced. Most business leaders always want to
gain better visibility of different projects and processes in the

organization (Chen, Chiang & Storey, 2018).
For such leaders, business intelligence improves their visibility
of these projects and processes and help them identify issues or
areas that needs to be improved. How can abstract data be
transformed into actionable information? Business intelligence
systems, as analytical tools, can give business executives the
insight needed to make successful and significant strategic
plans for the organizations (Laursen & Thorlund, 2016). Why?
Because business intelligence systems are capable of identifying
key trends and patterns in the organization’s data and
consequently make it easier for business leaders to make vital
links between different business areas that may otherwise seem
unconnected or unrelated.
Developing efficient systems is important to achieve the levels
of productivity and performance required especially at top
levels (Richards, Yeoh, Chong & Popovič, 2017). Today, there
are countless organizations that are throwing away important
time looking for information from within their varied sources of
data when a need to gain a deeper and insightful understanding
of the business is important.
Looking for data from multiple sources can he highly
challenging. With an efficient and effective business
intelligence system well in place, all the required data comes
from a single source and can be accessed from one interactive
dashboard which then creates a single report (Richards, Yeoh,
Chong & Popovič, 2017). This strategy saves much energy and
time whole eliminating inefficiencies from the systems and
processes.
The New Business Intelligence Platform: Lion net
The proposed business intelligence platform incorporated for
the organization is called Lion net. The major focus of the Lion
net business intelligence platform is improving the human
resources department. In this section, the paper describes how
the business intelligence platform will be used to improve

management of human resources. As mentioned before, business
intelligence combines people skills, business processes,
applications and technologies to make better tactical and
strategic business decisions.
The applications and technologies encompass data management
methods for collecting, planning, storing and structuring vital
data into data warehouses and analytical roles for reporting and
creating visual dashboards. Apart from human resource
functions that Lion net adoption and implementation would be
significant for, it has other capabilities like the ability to submit
rewards, personnel actions like requesting for schools and
promotions.
Lion net Platform for Hiring and Tracking Data
The same indicators that are using in measuring the
performance of the business or the buying patterns can also be
used in measuring the fitness of employees to a specified role.
Most HR personnel have a specified set of qualities or attributes
they are looking for in prospective employee candidates (Dias &
Sousa, 2015). And then the interviewers provide the platforms
that HR personnel can use to collect data. Some of the
important qualities can be in the form of knowledge on
products, average time spent on social media, interpersonal
skills, leadership skills, attitude and other qualities (Dias &
Sousa, 2015).
Decision on recruiting the best candidate largely depends on
how human resource managers perceive the data analysis. As a
business intelligence platform, Lion net can be smartly
implemented to provide detailed and analytical information
which help human resource personnel make well informed
evidence-based decision making (Dias & Sousa, 2015). For
instance, the time of a job candidate spent on Facebook and
other platforms for social media could either be categorized into
weakness or strength depending on what role the candidate is
being considered for.
Being a solid and effective business intelligence platform, Lion
net helps analyze the important attributes, conduct comparisons

on different candidates on all the listed qualities and give the
most suitable fit for the role (Dias & Sousa, 2015). The least fit
maybe identified easily, but it takes a little more work to
identify the most qualified fit. For most HR managers, the
challenge comes in from how the right individual should be
chosen at the right cost for the right roles because the most of
the candidates will be appearing somewhere between the middle
and high range of a bar graph for instance (Dias & Sousa,
2015). This is where the business intelligence platform
discussed here come in to make the most qualified candidate
through well informed decision making.
Lion net platform and retention of current staff
Lion net is one of the best and clever business intelligence
platforms in the market today. If well adopted and implemented,
the tool is capable of learning about the business and its staff
over time and presents the human resource department with
possible predictions which will affect how decisions are made
in the future. Dias and Sousa (2015) explains that there is often
a complex chain and web of information that goes into the
management of a strong and healthy human resource department
in any business.
The complex chain of information includes recruitment and
selection process, the salaries, performance management
appraisals, key performance indicators, promotions, relocations,
retentions, firing of staff, the estimated cost of living and many
others. Being a clever business intelligence platform, Lion net
helps analyze all these information on a continuous and ongoing
basis, determine the levels of employee satisfaction and
potentially predict how long some members of the staff will
serve within the business.
Conducting an analysis of performance management and
appraisals and employee key performance indicators can show
the skill to role fit for individual employees and determine the
most productive staff. For the HR department, this platform
allows corrective measures to be taken at the right time and
hence valuable time and costs are saved for the organization.

Dias and Sousa (2015) reiterate that businesses often perform at
the highest level when all the staff own their respective roles
and work in well-oiled and functional teams, with each team
depending on the other.
A good illustration example would be an orchestra. For a group
of musicians in an orchestra arrangement to produce an
incredible show of music, all the various individual musical
artists must know the whole piece and play their respective
roles, just in time. If the whole piece is ignored by a single
musician, the entire performance can be potentially ruined. In
the same way, a business runs and functions best when all the
staff are made aware of the big picture on a continuous basis
irrespective of their individual responsibilities (Dias & Sousa,
2015).
As such, employees should be allowed to access a generic
performance dashboard with respect to their business progress
or even at the level of departmental progress in the face of
strategic objectives, revenue goals and organizational policies
can be highly motivational (Dias & Sousa, 2015). The non-
management employees, with this approach, would feel as part
of the business strategic decision making teams and gain a lot of
respect for the organization.
Lion net platform and compensation analysis, finance actions
Dias and Sousa (2015) and Sharda, Delen and Turban (2016)
explain that when it comes to finance actions and compensation
analysis for personnel, most business executives often rely on
very simple and basic information like a certain industry
average. In some instances, the level of employee commitment
and skills during a performance management can be used in
making such vital decisions (Sharda, Delen, D & Turban, 2016).
In rare cases do most managers rely on more advanced and
insightful data analytics that allow visualization of the impact
of these personnel finance and compensation choices?
This is where Lion net, the robust, clever and insightful

business intelligence tool comes in with a lot of significance.
The platform delivers greater insight of potential impact to the
finance officers and the HR management team. Further,
evaluation of team performance versus the rewards could
potentially keep the business from losing its most talented staff
to the market competition (Sharda, Delen, D & Turban, 2016).
If smartly adopted and implemented, the Lion net business
intelligence platform allows the managers to foresee several
“what if” scenarios through tracking past and future data
(Sharda, Delen, D & Turban, 2016).
What does this mean for human resource department teams?
Since it tracks data that informs decision making from a
financial front, the Lion net platform allows the human resource
lead to propose compensation or benefit ranges and see the
impact on business from a financial viewpoint when compared
to predicted or forecasted future revenue. This is close to
perfect! The human resource manager does not just make
finance actions or salary increment decisions based on scanty
and basic data from the industry (Sharda, Delen, D & Turban,
2016).
Together with the business intelligence team, reliable and
accurate data is used to determine what impact a salary rise
would mean for the company at the present time and in future.
Also, the compensation review is not done in isolation. The
revision is combined with an analytics of the performance
evaluations and key performance indicators. Through this
platform, the human resource manager makes well-informed and
insightful decisions on who should be rewarded and in the
process the top talents are retained in the company (Richards,
Yeoh, Chong & Popovič, 2017). Therefore, the Lion net serves
two functions; it helps determine compensation revision based
on performance reviews while also looking at the financial
impact of those reviews at the present moment and forecasted
future revenue.
Lion net platform and knowledge management
Knowledge management is the collection of systems and

processes that govern how knowledge is created, disseminated
and utilized. Knowledge management is not mostly on
technology, but more on understanding ways in which people
work, brainstorm, and identify people groups working together
and how information can be shared to improve decision making
and leadership of the organization (Chen, Chiang & Storey,
2018). As business intelligence platform, Lion net is important
for knowledge management and sharing.
From a literal perspective, knowledge management has been
struggling in most organizations because these firms most times
try to implement massive enterprise-wide knowledge
management processes and failed, and also because of the
cumbersome nature involved in bringing together the several
technologies and components associated with it (Chen, Chiang
& Storey, 2018). The viability of knowledge management is
largely because of the Lion net business intelligence platform.
How does the platform support knowledge management as an
important component of human resource management? In most
cases information retrieved from the platform is embedded in
organizational portal web pages, spreadsheets, documents,
important emails and presentations in managed data repositories
(Sharda, Delen & Turban, 2016). When employees and other
stakeholders receive vital information from the business
intelligence platform, they are capable of using their knowledge
or expertise in making decisions and taking significant actions.
The process of making decisions and taking actions may involve
interaction between employees. Such interactions are supported
by processing information and collaborative applications. When
employees and executives make significant decisions and take
bold actions they make use of their business acumen and
knowledge in tying the actionable information to the
organizational systems and processes they are responsible
within the organizational role framework (Chen, Chiang &
Storey, 2018). The ability of employees to relate vital
information to business activities and processes is of great

significance.
Based on business intelligence and the knowledge management
integration, employees are capable of relating actionable
information to business systems and processes that provide
support for different functions across different departments
other than the human resource department. However, for the
Lion net platform to fully support the knowledge management
environment or process, it must be effectively integrated with
business process management, content management systems and
business planning software (Chen, Chiang & Storey, 2018). As a
business intelligence platform, Lion net offers online analytical
processing, data mining and data warehousing functions that
support how knowledge is acquire and shared across different
departments.
References
Chen, H., Chiang, R. H., & Storey, V. C. (2018). Business
intelligence and analytics: From big data to big impact. MIS Q
36 (4): 1165–1188.
Dias, I., & Sousa, M. J. (2015). Business Intelligence applied to
Human resources management. In New Contributions in
Information Systems and Technologies (pp. 105-113). Springer,
Cham.
Laursen, G. H., & Thorlund, J. (2016). Business analytics for
managers: Taking business intelligence beyond reporting. John
Wiley & Sons.
Richards, G., Yeoh, W., Chong, A. Y. L., & Popovič, A. (2017).
Business intelligence effectiveness and corporate performance
management: An empirical analysis. Journal of Computer
Information Systems, 1-9.
Schulz, M., Winter, P., & Choi, S. K. T. (2015). On the
relevance of reports—integrating an automated archiving
component into a business intelligence system. International
Journal of Information Management, 35(6), 662-671.
Sharda, R., Delen, D., & Turban, E. (2016). Business

intelligence, analytics, and data science: a managerial
perspective. Pearson.
This is a draft of the final assignment (Rubic attached. This
draft needs to be between 20-25 pages.
Attached you will find the signature assignments from OLCU
600, 601,
602, 613, and 614. I am currently in the process of completing
615 which you have been working on.
I would like this paper to be about a Business Intelligence
platform that is being incorporated at my job.
It is called Lion net.
The main focus of this platform is to improve the Human
Resources Department.
With Lion net we are no able to go digital with all personnel
actions. This decreases the customer wait time on all actions
and streamlines the process.
Other capabilities Lion net has: Tracking data, submitting
awards, financial actions, personnel actions such as requests for
schools and promotions. It is also a place for Knowledge
Management.
If you have any questions, please let me know.

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