Company Profile. Securtec Security Systems & ServicesDenford Makuvaro
Company profile for Securtec Security Systems & Services.
All there is to know about our company and the services we offer as well as business ethics and values.
We are a Electronic Security and Electrical Services provider.
Dedicated in offering the best and most effective, efficient solutions in the industry.
Accenture and Google Cloud power the next generation of disruptive leaders around the world. Working together, we help our clients deliver superior experiences and accelerate digital transformation to the New.
Learn more: www.accenture.com/google
Company Profile. Securtec Security Systems & ServicesDenford Makuvaro
Company profile for Securtec Security Systems & Services.
All there is to know about our company and the services we offer as well as business ethics and values.
We are a Electronic Security and Electrical Services provider.
Dedicated in offering the best and most effective, efficient solutions in the industry.
Accenture and Google Cloud power the next generation of disruptive leaders around the world. Working together, we help our clients deliver superior experiences and accelerate digital transformation to the New.
Learn more: www.accenture.com/google
'agility' is always present within the organization. Instead of trying to achieve ‘to be Agile' as a goal, focus on identifying boundaries and removing the constraints that shape the organizational capacity of sensing, adapting and responding. Our job is to identify the boundaries and remove the constraints that surround 'agility' to enhance it.
This is my proposal.
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
Beyond the spotify model - Team Topologies - Agile Scotland 2019-03-11 - Matt...Matthew Skelton
Beyond the Spotify Model: using team topologies for fast flow and organisation evolution
Key takeaways:
1. Why using the “Spotify Model” of team design is not enough
2. The four fundamental team topologies needed for modern software delivery
3. The three team interaction modes that enable fast flow and rapid learning
4. How to address Conway’s Law, cognitive load, and team evolution with Team Topologies
For effective, modern, cloud-connected software systems we need to organize our teams in certain ways. Taking account of Conway's Law, we look to match the team structures to the required software architecture, enabling or restricting communication and collaboration for the best outcomes.
This talk will cover the basics of organization design using Team Topologies, exploring a selection of key team types and how and when to use them in order to make the development and operation of your software systems as effective as possible. The talk is based on the forthcoming 2019 book Team Topologies and first-hand experience helping companies around the world with the design of their technology teams.
About Team Topologies
Team Topologies is a clear, easy-to-follow approach to modern software delivery with an emphasis on optimizing team interactions for flow. Four fundamental types of team - team topologies - and three core team interaction modes combine with awareness of Conway’s Law, team cognitive load, and responsive organization evolution to define a no-nonsense, team-friendly, humanistic approach to building and running software systems.
Devised by experienced IT consultants Matthew Skelton and Manuel Pais, the Team Topologies approach is informed by the well-known DevOps Team Topologies patterns (also authored and curated by Matthew and Manuel). Matthew and Manuel have worked with many organizations around the world to help them shape their teams for modern software delivery, and Team Topologies is the result of that experience.
teamtopologies.com
From a talk given at Agile Scotland on 11 March 2019
Technology-led innovation is releasing trapped value, disrupting every company and industry. Responding to the present is a requirement for survival. Leading in the new is the formula for success.
An introduction to our Patient Solution that enables Healthcare and Life Sciences organizations to provide insight-driven services and patient analytics.
We wrote this to give you a sense of IDEO’s culture—the ties that bind us together as coworkers and as people.
Read more: http://blog.slideshare.net/2014/01/08/culturecode-what-makes-a-company-great/
Research performed by IFS North America on the increasing role of project management as an executive discipline in manufacturing. Also covers the importance of project management in returning to full productivity after the economic recovery.
'agility' is always present within the organization. Instead of trying to achieve ‘to be Agile' as a goal, focus on identifying boundaries and removing the constraints that shape the organizational capacity of sensing, adapting and responding. Our job is to identify the boundaries and remove the constraints that surround 'agility' to enhance it.
This is my proposal.
Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
Beyond the spotify model - Team Topologies - Agile Scotland 2019-03-11 - Matt...Matthew Skelton
Beyond the Spotify Model: using team topologies for fast flow and organisation evolution
Key takeaways:
1. Why using the “Spotify Model” of team design is not enough
2. The four fundamental team topologies needed for modern software delivery
3. The three team interaction modes that enable fast flow and rapid learning
4. How to address Conway’s Law, cognitive load, and team evolution with Team Topologies
For effective, modern, cloud-connected software systems we need to organize our teams in certain ways. Taking account of Conway's Law, we look to match the team structures to the required software architecture, enabling or restricting communication and collaboration for the best outcomes.
This talk will cover the basics of organization design using Team Topologies, exploring a selection of key team types and how and when to use them in order to make the development and operation of your software systems as effective as possible. The talk is based on the forthcoming 2019 book Team Topologies and first-hand experience helping companies around the world with the design of their technology teams.
About Team Topologies
Team Topologies is a clear, easy-to-follow approach to modern software delivery with an emphasis on optimizing team interactions for flow. Four fundamental types of team - team topologies - and three core team interaction modes combine with awareness of Conway’s Law, team cognitive load, and responsive organization evolution to define a no-nonsense, team-friendly, humanistic approach to building and running software systems.
Devised by experienced IT consultants Matthew Skelton and Manuel Pais, the Team Topologies approach is informed by the well-known DevOps Team Topologies patterns (also authored and curated by Matthew and Manuel). Matthew and Manuel have worked with many organizations around the world to help them shape their teams for modern software delivery, and Team Topologies is the result of that experience.
teamtopologies.com
From a talk given at Agile Scotland on 11 March 2019
Technology-led innovation is releasing trapped value, disrupting every company and industry. Responding to the present is a requirement for survival. Leading in the new is the formula for success.
An introduction to our Patient Solution that enables Healthcare and Life Sciences organizations to provide insight-driven services and patient analytics.
We wrote this to give you a sense of IDEO’s culture—the ties that bind us together as coworkers and as people.
Read more: http://blog.slideshare.net/2014/01/08/culturecode-what-makes-a-company-great/
Research performed by IFS North America on the increasing role of project management as an executive discipline in manufacturing. Also covers the importance of project management in returning to full productivity after the economic recovery.
Nintex Workflow for Sharepoint - Return on Investment Whitepaper by Forrester...David J Rosenthal
Nintex commissioned Forrester Research to conduct aTotal
Economic Impact™ (TEI) study and examine the potential
return on investment (ROI) that enterprises may realize by
deploying Nintex’s workflow platform. The purpose of this
study is to provide readers with a framework to evaluate the
potential financial impact of using the Nintex workflow platform
within their organizations.
To better understand the benefits, costs, and risksassociated
with the implementation of the Nintex workflow platform, which we will refer to as the Platform, Forrester interviewed several
customers with multiple years of experience using Nintex Workflow and Nintex Forms. These customers recognize the value
inherent in automating processes. Their colleagues and customers are working both in offices and on mobile devices and
are spread across many countries. Content necessaryto collaborate and make business decisions is stored in many
applications across these devices. They have some well-defined processes, but the steps leading up to these processes or
to connect closely related processes are loosely defined and manual. With Nintex Workflow, customers can automate their
processes and create workflows that connect their people, processes, and content. With Nintex Forms, Nintex provides an
easy way to collect data from colleagues and customers within the workflow. Using Nintex Mobile, customers can extend
these workflows to users who are on the go. With Nintex Connectors, customers can easily integrate cloud services and lineof-business applications into their workflows.
Prior to using the Platform, these customers were mostly relying on custom code to automate processes. However, it was
difficult and time-consuming to build workflows, and many processes remained manual (e.g. paper-based,email, excel files)
while a backlog of requests for automation grew. This left customers frustrated with process inefficiencies and the inability to
automate faster. With the Platform, customers are able to automate processes in pace with demand, connect the right
people and data in each process, and easily make changes to workflows as processes change. This results in increased
productivity for end users and IT, reduced costs associated with automation, better collaboration, and higher quality of work.
Your Challenge
Infrastructure, by focusing on the reliability, availability, and serviceability of existing platforms, is perceived as a cost center rather than a business enabler.
Business stakeholders look to external vendors, rather than Infrastructure, to exploit emerging technologies. This leads to duplication of effort, inconsistent standards, and ineffective IT governance.
Infrastructure directors are unable to draw a line showing how their activities directly support the overall business goals.
Our Advice
Critical Insight
Think of the roadmap as a service, not a product. Its value is inversely proportional to the time since its last update.
Alignment perception issues can be addressed by having the infrastructure practice formally engage and communicate with business stakeholders.
Shadow IT can provide business-ready initiatives that need only to be tweaked to align with Infrastructure’s internal goals.
Impact and Result
This blueprint will help you build:
A formal channel and way of communicating value bottom-up and top-down between IT and the executive team.
A methodology to prioritize and create projects that generate business value.
A tool that can produce multiple outputs of value for different audiences using the same data.
An ongoing roadmap process, rather than a static document, that is able to adjust and react to evolving business circumstances.
Research articleFactors affecting the successful realisati.docxrgladys1
Research article
Factors affecting the successful realisation
of benefits from systems development
projects: findings from three case studies
Neil F Doherty1, Colin Ashurst2, Joe Peppard3
1The Business School, Loughborough University, Loughborough, UK;
2The Business School, Durham University, Durham, UK;
3Cranfield School of Management, Cranfield, Bedfordshire, UK
Correspondence:
NF Doherty, The Business School, Loughborough University, Loughborough, LE11 3TU, UK.
Tel: þ 44 01509 223328;
Fax: þ 44 01509 223960;
E-mail: [email protected]
Abstract
The return that organisations derive from investments in information systems and
technology continues to disappoint. While there is a very significant body of literature on
the factors that should facilitate a successful outcome from systems development, there is
growing concern that these prescriptions are not having their desired effect. In this paper,
we argue that the success of a systems development project should be measured in terms
of its ability to deliver meaningful benefits, rather than the timely delivery of a technical
artefact, and therefore organisations should adopt an explicit and proactive benefits
realisation approach when investing in IT. Consequently, we sought to explore those
actionable factors that might facilitate the effective realisation of benefits from systems
development initiatives. Three organisations were identified that claimed to adopt a
proactive approach to benefits realisation, and detailed studies of their systems
development practices were conducted. Our analysis found that whilst one organisation
had been successful in its adoption of a benefits realisation perspective, the other two had
not, and this allowed us to identify those factors that helped to explain this difference in
outcomes. In short, this paper makes an important contribution by identifying how a sub-
set of traditional systems success factors might be enhanced, to give them a more explicit
benefits realisation orientation. Moreover, it presents a coherent set of principles that can
be used for deriving other factors and practices.
Journal of Information Technology (2012) 27, 1–16. doi:10.1057/jit.2011.8
Published online 9 August 2011
Keywords: IT development projects; benefits realisation; organisational change; ISD success factors;
value
Introduction
T
he context for the research reported in this paper is the
continued high failure rate of investments in information
systems/information technology (IS/IT): a considerable
amount of time, money, effort and opportunity can be wasted
upon IT investments that ultimately fail to deliver benefits
(Fortune and Peters, 2005; Peppard and Ward, 2005).
Estimates of the level of failure may vary, but over the past
30 years they have tended to stay uncomfortably high. More
specifically, it has been suggested that in the late 1970s only
20% of the projects ‘achieved something like their intended
benefits’ (Eason, 1988), and that by the late 1980s, it .
The term Actionable Architecture moves the EA from a static project to a central platform for the capture and dissemination of IT and business process information.
In essence, EA becomes a strategic foundation for knowledgeable decision making and is based on traceable facts in a repository.
An EBS Retirement Party - You're Uninvitedeprentise
Not long ago, IT may have stood for Innovative Technology. Today's economic climate has caused a shift: budgets became constricted, dollars were redirected, and much of the collective investment that would have previously been thrown at innovation was thwarted by cost-cutting initiatives geared toward maintaining both existing enterprise applications as well as the status quo. As a result, the functionality of enterprise resource planning (ERP) systems such as Oracle's E-Business Suite (EBS) suffered due to management's focus on the present (time to results - regardless of the quality) rather than on the future (time to value).
View the original Blog post: http://www.eprentise.com/blog/the-changing-enterprise/an-ebs-retirement-party-youre-uninvited/
Website: www.eprentise.com
Twitter: @eprentise
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1. Running head: STRATEGIC IT TRANSFORMATION AT ACCENTURE CASE STUDY 1
Strategic IT Transformation at Accenture Case Study
Art Perez
San Francisco University
Information Technology Policy and Strategy
MSIS 625
Dr. Helmut Bühler
April 28, 2015
2. STRATEGIC IT TRANSFORMATION AT ACCENTURE CASE STUDY 2
Executive Summary
Anderson Consulting’s success yielded the formation of Accenture. Accenture had the
difficult task of creating an information technology (IT) network infrastructure from scratch.
This was a difficult process for an average company, but as an IT consulting firm; Accenture had
a significant interest in ensuring they “walk the walk” and achieve the type of infrastructure they
would recommend their customers utilize.
Accenture had to outweigh the pros and cons to every decision from the type of
applications to utilize to the type of hardware they would purchase. This was also compounded
by the fact that Accenture only had one year to use their former partner’s legacy infrastructure
before being cut off completely. How do you connect 75,000 people with 600 global
applications, 1506 local applications, and multiple technology platforms? This paper will outline
the highlights of this successful and profitable transformation.
3. STRATEGIC IT TRANSFORMATION AT ACCENTURE CASE STUDY 3
Problem Statement (Defining the Issues)
In 2001 Andersen Consulting separated from its parent company, Arthur Anderson in
order to become Accenture (Jefferey, 2010, p. 1). As a rebranded firm, Accenture now faces the
transitional phase of building its own information technology (IT) infrastructure that would be
able to support its global business demands as a leading-edge technology consulting company
(Jefferey, 2010, p. 1). This huge undertaking fell under the responsibility of Accenture’s chief
information officer, Frank Modruson (Jefferey, 2010). With only one year to implement the
upgrade, critical decisions ranging from the type of software, hardware, personnel skillsets, and
scalability had to be considered to provide a robust, scalable, and dependable IT infrastructure
(Jefferey, 2010).
In 2010, Accenture has 356 global applications, 86% customer satisfaction, 180,000
employees, and a 2010 annual revenue of $21.6 Billion (Jefferey, 2010, p. 18). How did
Accenture accomplish this, read on and it will be explained.
Data Analysis
In 1913, the firm Arthur Andersen accounting was created to meet the requirements of
the Federal Reserve System tax regulations (Jefferey, 2010). By 1954, the firm had expanded
globally and differentiated its accounting consulting practice from its accounting auditing
practice (Jefferey, 2010). In 1989, Arthur Anderson split into two separate entities know as
Anderson Consulting and Arthur Andersen (Jefferey, 2010). Soon, representatives from both
organizations were trying to vet and offer their services to the same executives and prospective
clients. This led Anderson Consulting to seek complete autonomy from the Anderson parent
company in December 1997 (Jefferey, 2010, p. 2). An arbitration panel took almost three years
4. STRATEGIC IT TRANSFORMATION AT ACCENTURE CASE STUDY 4
to reach the separation terms. Anderson Consulting would have to pay $1Billion to Anderson
and give up its name in order to get its independence (Jefferey, 2010).
A $175 Million rebranding marketing campaign launched the new firm Accenture on
01/01/01 (Jefferey, 2010, p. 2). Accenture raised $1.7 Billion with 12% of it IPO offering on July
19, 2001 (Jefferey, 2010, p. 2). Now Accenture has to take its 75,000 employees and $11 Billion
in annual revenues and create its own IT infrastructure (Jefferey, 2010, p. 2). Accenture “prided
itself on advising its clients on advanced technologies and best practices in IT implementation”
motivating them to have the best IT infrastructure that would align with its business strategies
(Jefferey, 2010). Accenture sought to implement the most fiscally viable, globally accessible,
and agile network that would best suit its needs.
Many key strategies were followed in the decision-making process. The priority-based
strategic decision forced IT spending choices based on sound budget needs, return on investment
(ROI), non-political influences, future IT needs based on stakeholder recommendations and user
needs, and quantifiable metrics that would prove its effectiveness (Jefferey, 2010). A steering
committee chaired by C-level executives from the business strategic, financial, operational, and
technical would by the project decision makers on IT spending (Jefferey, 2010).
Other factors considered in purchasing IT were the service level agreements (SLAs)
made available by each product line (Jefferey, 2010, p. 4). This led to the first major decision;
platform selection. Microsoft was chosen by Accenture with the intent to have a “common”
reliable global platform to connect its 600 global and 1500 local applications to function on a
single platform (Jefferey, 2010). There was fear that a single vendor would put Accenture at the
risk of unfair leverage liability of renegotiating future contracts and licensing, but the Microsoft
brand was perceived as the most financially sound and the single platform offered sufficient
5. STRATEGIC IT TRANSFORMATION AT ACCENTURE CASE STUDY 5
flexibility and growth scalability with all the Microsoft family software available (Jefferey,
2010). Other cost benefits in using Microsoft servers reduced the 400+ Novell file servers to 50
Microsoft servers and increasing the email client capability from 440 to 2500 (Jefferey, 2010).
On the hardware end, HP and Cisco was chosen for network-related equipment (Jefferey,
2010). Other cost-reduction options were implemented in the form of server virtualization
reducing with email servers from 250 to 115 (Jefferey, 2010, p. 6).
The final piece was opting for SAP as its financial accounting software (Jefferey, 2010).
Even though it was not a Microsoft product, the partnership worked well and improved relations
between SAP and Microsoft yielding excellent tech support SLAs (Jefferey, 2010).
The main thing Accenture tried to ensure would not implement was customized platform
applications. It accomplished this by implementing a requirement to meet 2-tier criteria process
before approving customized applications. They are; (1) is the requirements of critical
importance to the business, and (2) is an outside vendor NOT able to meet the requirement with
existing applications (Jefferey, 2010).
Once the IT infrastructure was in place, Accenture strategized to run its IT like a
business. They offered varied email services and cost based on their storage needs (Jefferey,
2010, p. 7). It also provided tech support rates based per each phone call and a separate rate per
technical support visit (Jefferey, 2010). It also outsources many of its services, only keeping 14%
of its overall IT staff on permanent payroll (Jefferey, 2010, p. 8). It also analyzed its business
operational costs and moved operations to locales that provided an improved ROI and that the
savings would pay for the investment within three years (Jefferey, 2010).
Accenture also invested in training its own staff to handle many of the day-to-day
operations instead of having to pay for an outsider to come in and correct IT discrepancies
6. STRATEGIC IT TRANSFORMATION AT ACCENTURE CASE STUDY 6
(Jefferey, 2010). When they transitioned SAP, Accenture has 2,500 core uses trained up and
ready to handle the new application issues (Jefferey, 2010).
Other cost reduction and efficiency goals were implemented to enhance production and
improve ROI such as;
- A 10% IT annual cost reduction initiative
- Clear financial ROI presentations for all project proposals
- Three annual audits of working projects to verify fiscal projections
- Management business sponsorship of projects to ensure IT team stays “on their feet”
- Making senior IT leaders Managers and encouraging ideas and innovation
- Global collaboration with “follow daylight” hand-off processes
All these, and many other, improvements led Accenture to run IT like a business as a
nimble and flexible IT department with some of the “lowest per-employee cost in its sector,
without sacrificing the quality or inventiveness of the technology tools” offered by its consultant
and its clients (Jefferey, 2010, p. 13).
Recommendations
I feel that Accenture did a remarkable job transitioning from its legacy infrastructure to
“walking the walk” and creating a superior IT infrastructure from scratch (Jefferey, 2010). I do
not have any recommendations to improve on the Accenture process, but I would like to discuss
the strategy of the Accenture case study and compare it to the Elements of a Successful IT-
Enabled Process noted in the article “Investing in the IT” (McAfee & Bryonjolfsson, 2008).
They cover a wide span. Accenture’s one system approach unified all 75,000 employees
and provided a common foundation for everyone to work from.
7. STRATEGIC IT TRANSFORMATION AT ACCENTURE CASE STUDY 7
They produce results immediately. The SAP implementation allowed for a transparent
fiscal review of operating expenses to all stakeholders and it provided a robust reporting
capability.
They are precise. Having every employee working off the same application increases his
or her ability and proficiency in that system, thereby improving precision.
They are consistent. Working off the same application will yield similar results.
They make monitoring easy. Everyone had complete access to the review of all global
applications.
They build in enforceability. Strict project proposal guidelines and detailed follow on
oversight was implemented to ensure fiscal projections and deadlines/goals were met (McAfee &
Bryonjolfsson, 2008).
9. STRATEGIC IT TRANSFORMATION AT ACCENTURE CASE STUDY 9
References
Jefferey, M. (2010). Strategic it transformation at accenture. Kellog School of Management,
KEL471(), 1-12. Retrieved from https://cb.hbsp.harvard.edu/cbmp/context/materials
McAfee, A., & Bryonjolfsson, E. (2008, July-August). Investing in the it: That makes a
competitive difference. Harvard Business Review, 98-107. Retrieved from
http://www.hbr.org