Test delivery programs often suffer from inadequate or ineffective business planning. This presentation was shared with certification & licensure leaders at the Certification Network Group in Chicago (and by webcast) to sensitize certification and licensure managers to the core elements of planning and differences that make a big difference in business planning success.
Fb Conference Heuristic Thinking On Market Entry Strategydoanhuuduc
Food for thoughts, those who are either entrepreneurs or senior management of global companies might need this prior their actions in entering an emerging market
The document discusses the benefits of a flexible workplace, including increased efficiency, recruitment of talented employees, and higher work commitment. It provides tips for managers on managing a flexible workplace such as taking advantage of technology, measuring work by output rather than hours, paying attention to work intensification, and rethinking traditional practices like meeting attendance. Managers are advised to avoid classifying reasons for flexible work and to consider employees' personal schedules and commitments when negotiating flexibility.
Building capability 2013 - Aligning resourcing strategy with business strateg...Emma Mirrington
Nick Kemsley argues that strategic workforce planning (SWP) is often ineffective because it fails to adequately connect resourcing strategy with business strategy. He outlines three key reasons for this: context, approach, and capability. For context, SWP needs to connect discussions about business strategy with discussions about organizational capability and risk. For approach, many organizations build spreadsheets rather than gain strategic insights. They also fail to use SWP to inform strategy and planning processes. For capability, SWP requires skills like working with ambiguity, scenario planning, and diagnosing organizational implications - skills many HR functions lack. Kemsley advocates connecting SWP more closely to business risk agendas and working earlier to inform strategy.
Women in Human Resources Congress Attracting and RetainingCharles Cotter, PhD
This document outlines the key components of an effective resourcing strategy for attracting and retaining top employees. It defines resourcing strategy as identifying the quantity and qualities of employees needed to meet organizational objectives. The components include HR planning, developing an employee value proposition to attract candidates, implementing resourcing and retention plans, and managing talent and succession. Effective strategies involve internal and external recruitment, competitive pay and benefits, job design, learning opportunities, and engagement programs.
Strategic workforce planning is a process that involves analyzing current and future workforce needs and skills and developing a plan to ensure the right employees are in the right jobs. It is important for organizations as many baby boomers are retiring, leaving gaps that must be filled. A typical workforce planning model involves analyzing current workforce supply and future demands, identifying gaps, and developing solutions like recruiting and retention activities. Upper management buy-in and involvement of key stakeholders is important for a successful workforce plan. Staffing providers can also be partners in executing workforce planning strategies.
Test delivery programs often suffer from inadequate or ineffective business planning. This presentation was shared with certification & licensure leaders at the Certification Network Group in Chicago (and by webcast) to sensitize certification and licensure managers to the core elements of planning and differences that make a big difference in business planning success.
Fb Conference Heuristic Thinking On Market Entry Strategydoanhuuduc
Food for thoughts, those who are either entrepreneurs or senior management of global companies might need this prior their actions in entering an emerging market
The document discusses the benefits of a flexible workplace, including increased efficiency, recruitment of talented employees, and higher work commitment. It provides tips for managers on managing a flexible workplace such as taking advantage of technology, measuring work by output rather than hours, paying attention to work intensification, and rethinking traditional practices like meeting attendance. Managers are advised to avoid classifying reasons for flexible work and to consider employees' personal schedules and commitments when negotiating flexibility.
Building capability 2013 - Aligning resourcing strategy with business strateg...Emma Mirrington
Nick Kemsley argues that strategic workforce planning (SWP) is often ineffective because it fails to adequately connect resourcing strategy with business strategy. He outlines three key reasons for this: context, approach, and capability. For context, SWP needs to connect discussions about business strategy with discussions about organizational capability and risk. For approach, many organizations build spreadsheets rather than gain strategic insights. They also fail to use SWP to inform strategy and planning processes. For capability, SWP requires skills like working with ambiguity, scenario planning, and diagnosing organizational implications - skills many HR functions lack. Kemsley advocates connecting SWP more closely to business risk agendas and working earlier to inform strategy.
Women in Human Resources Congress Attracting and RetainingCharles Cotter, PhD
This document outlines the key components of an effective resourcing strategy for attracting and retaining top employees. It defines resourcing strategy as identifying the quantity and qualities of employees needed to meet organizational objectives. The components include HR planning, developing an employee value proposition to attract candidates, implementing resourcing and retention plans, and managing talent and succession. Effective strategies involve internal and external recruitment, competitive pay and benefits, job design, learning opportunities, and engagement programs.
Strategic workforce planning is a process that involves analyzing current and future workforce needs and skills and developing a plan to ensure the right employees are in the right jobs. It is important for organizations as many baby boomers are retiring, leaving gaps that must be filled. A typical workforce planning model involves analyzing current workforce supply and future demands, identifying gaps, and developing solutions like recruiting and retention activities. Upper management buy-in and involvement of key stakeholders is important for a successful workforce plan. Staffing providers can also be partners in executing workforce planning strategies.
This workshop provided an overview of conducting a workforce analysis in 3 steps:
1) Developing a current and future workforce profile by understanding workforce composition, goals, and projections
2) Conducting a gap analysis by comparing current and future workforce data to identify gaps and surpluses
3) Developing recommended strategies to address gaps through an action plan considering critical concerns, available resources, and time constraints.
The SWOT analysis is one of the best tools for shaping ideas, introducing innovations and evaluating the current status. The analysis is simple and everyone can use it within minutes. Even Human Resources can benefit from the proper usage of the SWOT analysis.
The analysis can help to design better HR Processes, introduce new HR Models and Concepts. Each HR Function should conduct the analysis before shaping project goals and aims.
The SWOT Analysis helps to identify strengths and opportunities within minutes. It helps to receive best ideas from all team members, who can assign priorities to each idea. They all select ideas, group them and they can introduce highly innovative solution. The innovative HR Management is a key success factor today.
HR planning is defined as the process by which an organization ensures it has the right number and type of employees in the right places and at the right time. The goals of HR planning are to select the right people, in the right numbers, in the right places and at the right time to benefit both the organization and individuals. HR planning aims to anticipate and meet staffing needs, promote employees systematically, and maintain good industrial relations.
HR's role in this recession and the coming recoveryGerry Treuren
What role can HR play in the current recession and the eventual recovery? An extended version of a presentation given at AHRI Practice Day in Adelaide, Australia, March 13, 2009, this paper argues that retention will be the real issue for clear-sighted HR managements, and that the main practice for responsible HR managers is business-driven workforce planning. Let me know what you think.
Conquer 6 workforce planning and optimization challenges | AnaplanAnaplan
Your workforce is likely your most expensive asset—and yet an investment in a workforce planning platform isn’t usually top priority for executives. But did you know that companies tackling their workforce planning and optimization with Anaplan are saving 2-5 percent on their payroll costs?
In this webinar, thought leaders from Workforce Insight and Anaplan discuss how customers, such as Aramark, TELUS, Kimberly-Clark, and Tableau have transformed their HR processes with Anaplan
Being a consultant and also teacher, I noticed gaps between what is being taught and what is being practised. These slides are my attempts to close the gaps.
Part 1 is more on the overview and processes while Part 2 will place more emphasis on Consultant's competencies.
Since many have requested for the copy, I have made this presentation downloadable. Thank you for your visits and comments.
This document discusses human resource planning and forecasting. It outlines factors that affect HRP like organizational growth, strategy, and environmental uncertainties. The HRP process includes forecasting supply and demand for human resources, then programming and implementing strategies to address shortages or surpluses. Forecasting tools include trend analysis, ratio analysis, and scatter plotting. Computerized forecasts can project staffing needs under different scenarios. The document also discusses uses of an HRIS system and strategic initiatives for managing surpluses and shortages of human resources.
The Next Big HR Transformation: How to Excel at Workforce PlanningHuman Capital Media
This document summarizes a webinar on workforce planning. It discusses trends driving the need for effective workforce planning, such as economic uncertainty, globalization, and demographic shifts. It emphasizes that HR needs to drive the people strategy and workforce planning process. The webinar covers key concepts for workforce planning, including using what-if modeling to understand cost impacts, collaborative workforce budgeting, and monitoring progress against the plan. It presents workforce planning as a continuous process that HR facilitates by analyzing costs, aligning budgets, and acting to monitor progress and update plans regularly.
Program management consultants in kansasRoger Bluteau
Roger Bluteau is a non-profit association created to promote and accredit project management and support professionals whose activity is developed in the United States.
Operational Workforce Planning: Optimizing Talent and Maximizing ProfitabilityVisier
Operational workforce planning – planning that is focused on mapping existing skills, capabilities and resources against current operational business challenges – is a critical piece of the workforce management puzzle. Mollie Lombardi, vice president and principal analyst of Aberdeen’s Human Capital Management practice and Visier's Chief Strategy Officer Dave Weisbeck discuss operational workforce planning and its financial impact on your business.
View the full webinar recording here:
http://www.visier.com/lp/operational-workforce-planning-optimizing-talent-webinar/
The document discusses developing an HR dashboard to measure HR effectiveness. It outlines prerequisites for an HR dashboard, including identifying purpose, discussing lagging and leading measures, and describing methods for developing the dashboard. The dashboard would be used to influence HR, HRD, and OD policies and practices by providing measures of employee performance, organizational performance, and other metrics.
This document discusses metrics for measuring human resources (HR) functions and costs. It provides examples of direct costs including salaries, benefits, and staff costs. Indirect costs include items like IT and facilities charges. The document then lists and describes various metrics used to measure the performance of HR activities including recruiting, training, turnover, and other metrics related to employees, costs, and budgets. HR measurement allows an organization to understand the costs and impact of its human resources programs and processes.
This document discusses how outsourcing human resources functions can benefit companies. It outlines the transactional and strategic roles of HR, why companies outsource (to save money, focus on strategy, improve compliance/accuracy, gain technology), and the most commonly outsourced functions. It then describes two common outsourcing options - Professional Employer Organizations (PEOs) that manage all HR components, and HR consultants that assist with projects. It advises conducting a needs analysis and evaluating current processes/resources to determine the best option for each organization. Outsourcing HR can offer cost savings, expertise, efficiency, strategic support, and technology benefits.
Forecasting helps organizations plan for the future by predicting costs, product development timelines, and staffing needs. While forecasts are not always correct, they tend to be more accurate over shorter periods of time when key factors are analyzed. Effective forecasting supports technological advancement, efficient production and use of products, and optimized transportation scheduling to ensure supply and boost profits.
Flexible staffing using temporary employees can help organizations (1) manage their workload by handling administrative tasks and responding to unexpected increases, (2) meet strategic objectives by testing new ideas and bringing in specialized expertise, and (3) fill in gaps in their workforce due to absences, immediate needs, or unknown future demands. Temporary employees provide flexibility to adapt staffing levels to changing business needs while avoiding overstaffing.
The document discusses issues with the structure and management of blood centers in the UK. It notes that the centers have up to 8 independent directorates that do not have centralized leadership. This directorate structure leads to uneven staff distribution, competing priorities, and barriers to resolving problems across departments. The document advocates merging support directorates and giving site directors authority over all departments to improve efficiency, coordination, and support for front-line staff.
The document discusses using a balanced scorecard and strategy map to drive corporate performance. It provides an overview of key components:
1) A balanced scorecard balances financial and non-financial metrics across four perspectives: financial, customer, internal processes, and learning and growth.
2) A strategy map translates a company's strategy and helps identify strategic objectives and key performance indicators (KPIs) within each perspective.
3) KPIs should be measurable, relevant to objectives, and help evaluate progress towards strategic goals. Different types of KPIs include productivity, quality, profitability and more.
Exect Partners Group is a company that provides human resources services to help businesses improve performance and achieve their goals. They have international and Russian experts who use proven HR technologies to help clients attract the right talent, develop their employees, and align their people with corporate objectives. Exect can customize solutions to meet a client's specific needs and provide results quickly and cost-effectively.
The document is a handbook on Sales & Operations Planning (S&OP). It provides an overview and definition of S&OP as a process to balance demand and supply. The handbook discusses key challenges in implementing S&OP and achieving effective decision making. It emphasizes the importance of integrating different business functions and having the right focus, people, processes and data to support S&OP. The handbook also covers specific topics like demand forecasting, new product introductions, and ensuring S&OP is linked to strategic, tactical and operational planning processes.
The document outlines the key components of a feasibility study, including technical, financial, marketing, and organizational analyses. A feasibility study assesses whether an idea is viable and should proceed by identifying potential issues and answering questions like costs, market demand, and available resources. It provides critical information for decision making and developing a successful business plan to move an idea forward. The document discusses the importance of feasibility studies and describes the various sections that should be included to comprehensively evaluate a proposed project or business venture.
This workshop provided an overview of conducting a workforce analysis in 3 steps:
1) Developing a current and future workforce profile by understanding workforce composition, goals, and projections
2) Conducting a gap analysis by comparing current and future workforce data to identify gaps and surpluses
3) Developing recommended strategies to address gaps through an action plan considering critical concerns, available resources, and time constraints.
The SWOT analysis is one of the best tools for shaping ideas, introducing innovations and evaluating the current status. The analysis is simple and everyone can use it within minutes. Even Human Resources can benefit from the proper usage of the SWOT analysis.
The analysis can help to design better HR Processes, introduce new HR Models and Concepts. Each HR Function should conduct the analysis before shaping project goals and aims.
The SWOT Analysis helps to identify strengths and opportunities within minutes. It helps to receive best ideas from all team members, who can assign priorities to each idea. They all select ideas, group them and they can introduce highly innovative solution. The innovative HR Management is a key success factor today.
HR planning is defined as the process by which an organization ensures it has the right number and type of employees in the right places and at the right time. The goals of HR planning are to select the right people, in the right numbers, in the right places and at the right time to benefit both the organization and individuals. HR planning aims to anticipate and meet staffing needs, promote employees systematically, and maintain good industrial relations.
HR's role in this recession and the coming recoveryGerry Treuren
What role can HR play in the current recession and the eventual recovery? An extended version of a presentation given at AHRI Practice Day in Adelaide, Australia, March 13, 2009, this paper argues that retention will be the real issue for clear-sighted HR managements, and that the main practice for responsible HR managers is business-driven workforce planning. Let me know what you think.
Conquer 6 workforce planning and optimization challenges | AnaplanAnaplan
Your workforce is likely your most expensive asset—and yet an investment in a workforce planning platform isn’t usually top priority for executives. But did you know that companies tackling their workforce planning and optimization with Anaplan are saving 2-5 percent on their payroll costs?
In this webinar, thought leaders from Workforce Insight and Anaplan discuss how customers, such as Aramark, TELUS, Kimberly-Clark, and Tableau have transformed their HR processes with Anaplan
Being a consultant and also teacher, I noticed gaps between what is being taught and what is being practised. These slides are my attempts to close the gaps.
Part 1 is more on the overview and processes while Part 2 will place more emphasis on Consultant's competencies.
Since many have requested for the copy, I have made this presentation downloadable. Thank you for your visits and comments.
This document discusses human resource planning and forecasting. It outlines factors that affect HRP like organizational growth, strategy, and environmental uncertainties. The HRP process includes forecasting supply and demand for human resources, then programming and implementing strategies to address shortages or surpluses. Forecasting tools include trend analysis, ratio analysis, and scatter plotting. Computerized forecasts can project staffing needs under different scenarios. The document also discusses uses of an HRIS system and strategic initiatives for managing surpluses and shortages of human resources.
The Next Big HR Transformation: How to Excel at Workforce PlanningHuman Capital Media
This document summarizes a webinar on workforce planning. It discusses trends driving the need for effective workforce planning, such as economic uncertainty, globalization, and demographic shifts. It emphasizes that HR needs to drive the people strategy and workforce planning process. The webinar covers key concepts for workforce planning, including using what-if modeling to understand cost impacts, collaborative workforce budgeting, and monitoring progress against the plan. It presents workforce planning as a continuous process that HR facilitates by analyzing costs, aligning budgets, and acting to monitor progress and update plans regularly.
Program management consultants in kansasRoger Bluteau
Roger Bluteau is a non-profit association created to promote and accredit project management and support professionals whose activity is developed in the United States.
Operational Workforce Planning: Optimizing Talent and Maximizing ProfitabilityVisier
Operational workforce planning – planning that is focused on mapping existing skills, capabilities and resources against current operational business challenges – is a critical piece of the workforce management puzzle. Mollie Lombardi, vice president and principal analyst of Aberdeen’s Human Capital Management practice and Visier's Chief Strategy Officer Dave Weisbeck discuss operational workforce planning and its financial impact on your business.
View the full webinar recording here:
http://www.visier.com/lp/operational-workforce-planning-optimizing-talent-webinar/
The document discusses developing an HR dashboard to measure HR effectiveness. It outlines prerequisites for an HR dashboard, including identifying purpose, discussing lagging and leading measures, and describing methods for developing the dashboard. The dashboard would be used to influence HR, HRD, and OD policies and practices by providing measures of employee performance, organizational performance, and other metrics.
This document discusses metrics for measuring human resources (HR) functions and costs. It provides examples of direct costs including salaries, benefits, and staff costs. Indirect costs include items like IT and facilities charges. The document then lists and describes various metrics used to measure the performance of HR activities including recruiting, training, turnover, and other metrics related to employees, costs, and budgets. HR measurement allows an organization to understand the costs and impact of its human resources programs and processes.
This document discusses how outsourcing human resources functions can benefit companies. It outlines the transactional and strategic roles of HR, why companies outsource (to save money, focus on strategy, improve compliance/accuracy, gain technology), and the most commonly outsourced functions. It then describes two common outsourcing options - Professional Employer Organizations (PEOs) that manage all HR components, and HR consultants that assist with projects. It advises conducting a needs analysis and evaluating current processes/resources to determine the best option for each organization. Outsourcing HR can offer cost savings, expertise, efficiency, strategic support, and technology benefits.
Forecasting helps organizations plan for the future by predicting costs, product development timelines, and staffing needs. While forecasts are not always correct, they tend to be more accurate over shorter periods of time when key factors are analyzed. Effective forecasting supports technological advancement, efficient production and use of products, and optimized transportation scheduling to ensure supply and boost profits.
Flexible staffing using temporary employees can help organizations (1) manage their workload by handling administrative tasks and responding to unexpected increases, (2) meet strategic objectives by testing new ideas and bringing in specialized expertise, and (3) fill in gaps in their workforce due to absences, immediate needs, or unknown future demands. Temporary employees provide flexibility to adapt staffing levels to changing business needs while avoiding overstaffing.
The document discusses issues with the structure and management of blood centers in the UK. It notes that the centers have up to 8 independent directorates that do not have centralized leadership. This directorate structure leads to uneven staff distribution, competing priorities, and barriers to resolving problems across departments. The document advocates merging support directorates and giving site directors authority over all departments to improve efficiency, coordination, and support for front-line staff.
The document discusses using a balanced scorecard and strategy map to drive corporate performance. It provides an overview of key components:
1) A balanced scorecard balances financial and non-financial metrics across four perspectives: financial, customer, internal processes, and learning and growth.
2) A strategy map translates a company's strategy and helps identify strategic objectives and key performance indicators (KPIs) within each perspective.
3) KPIs should be measurable, relevant to objectives, and help evaluate progress towards strategic goals. Different types of KPIs include productivity, quality, profitability and more.
Exect Partners Group is a company that provides human resources services to help businesses improve performance and achieve their goals. They have international and Russian experts who use proven HR technologies to help clients attract the right talent, develop their employees, and align their people with corporate objectives. Exect can customize solutions to meet a client's specific needs and provide results quickly and cost-effectively.
The document is a handbook on Sales & Operations Planning (S&OP). It provides an overview and definition of S&OP as a process to balance demand and supply. The handbook discusses key challenges in implementing S&OP and achieving effective decision making. It emphasizes the importance of integrating different business functions and having the right focus, people, processes and data to support S&OP. The handbook also covers specific topics like demand forecasting, new product introductions, and ensuring S&OP is linked to strategic, tactical and operational planning processes.
The document outlines the key components of a feasibility study, including technical, financial, marketing, and organizational analyses. A feasibility study assesses whether an idea is viable and should proceed by identifying potential issues and answering questions like costs, market demand, and available resources. It provides critical information for decision making and developing a successful business plan to move an idea forward. The document discusses the importance of feasibility studies and describes the various sections that should be included to comprehensively evaluate a proposed project or business venture.
The document discusses integrating innovative design thinking into process excellence frameworks. It provides examples of how design thinking, hoshin kanri strategic planning, balanced scorecards, and a leaner Lean Six Sigma methodology can be incorporated. Specific tools and methods are examined, including data modeling, gemba walks, A3 problem solving, value stream mapping, and metrics. The importance of cross-functional teams, clear communication, and ongoing improvement is emphasized.
Business plan-guidelines-for-south-african-businessesAbisha Kampira
A business plan must meet certain criteria to effectively guide a business and inform interested parties. It must be practical and doable given the business's internal and external factors. It should present solutions to key business questions like objectives, customers, competition, financing, and growth. The length and level of detail depends on factors like the investment value, intended audience, and novelty of the business idea. An effective business plan is based on thorough qualitative and quantitative research conducted at the national, industry, market, and internal company levels. It typically includes sections on the business overview, external analysis, marketing strategy, operations, and financial projections.
A strategic plan provides a framework for business decisions and goals. It explains the business to others and helps with performance monitoring. A strategic plan differs from an operational plan in that it is more visionary and conceptual while an operational plan is shorter term and focused on implementation. Developing a strategic plan involves several key steps: defining a vision for the future of the business, crafting a mission statement, identifying core values, setting objectives and strategies, and establishing goals and implementation programs. The process requires reviewing past performance and identifying strengths, weaknesses, opportunities, and threats to help guide strategy development.
The document outlines best practices for strategic workforce planning (SWP), including defining SWP and diagnosing current practices. It recommends a 6-step SWP process of scanning, profiling, analyzing, developing, implementing, and controlling. Research shows that while many companies have some workforce planning, few take a strategic, long-term approach aligned with business strategies. The presentation provides guidance on applying an effective SWP process to gain a clear view of talent needs and ensure workforce alignment with organizational strategy.
Scenario planning: addressing a capability gap affecting industry competitive...Charles Edwards
Exponential population and technology growth is occurring at a rate never before seen in history. Together, these forces have created the data driven world we live in. The business landscape has become more competitive and complex given the increased level of capability required to scale, evolve and rapidly gain market share; shortening the business maturity life cycle.
A critical success factor to survival and succeed in both nature and business is the ability to learn and implement quickly – to adapt and evolve. By reducing the time it takes for your business to know what’s happening, learn what is needed for success and implement, you can outpace your competitors and capture new opportunities.
Today, there is an imperative to turn the vast seas of data into information, something usable which drives insights and enables us to make decisions which optimally utilise assets and resources. In operational speak, this entire process is enabled by excellence in Scenario Planning.
This white paper covers the relevancy of Scenario Planning today, an analysis of the stages of S&OP maturity and a case study on Simplot, a leading Australian food manufacturer with mature S&OP and Scenario Planning capabilities.
PDF available here: http://www.gra.net.au/uploads/resource/129-GRA-Scenario-Planning-White-Paper.pdf
This document provides an outline for conducting a feasibility study (also known as a proof of business concept) for a new business venture. It discusses the key differences between a feasibility study and a full business plan. A feasibility study is a lower-cost initial assessment to determine if a business idea is viable and worth further exploration through a full business plan. The outline provided includes sections to analyze the proposed product/service, market, competition, business model, financial projections, capital requirements, and make a final recommendation on the feasibility of the venture. Conducting a thorough feasibility study can help entrepreneurs and investors avoid wasting resources pursuing ideas that are not viable.
The contentious next level – ASDA's Business Engagement practiceIIBA UK Chapter
This document summarizes a presentation given by Nisha Hate of ASDA's Business Engagement Team. It discusses how the team was formed to address issues with previous project creation and initiation processes. Specifically, projects often lacked proper justification and ownership. The new Business Engagement capability aims to foster collaboration, identify strategic opportunities, and guide projects through governance. It established Business Engagement Managers to lead investigative work, support business stakeholders, and monitor projects. The team also implemented a new two-step project creation process and prioritization grid to select the right projects to address.
The document outlines 10 steps for an executive sponsor to ensure the successful implementation and ongoing success of a Sales and Operations Planning (S&OP) process. The steps include developing a clear vision, allocating necessary resources, managing project scope, providing guidance to the team, championing peer support, ensuring the S&OP team makes key business decisions, demanding measurable results, being visible as the accountable sponsor, celebrating wins, and visualizing the next stage of maturity for continuous improvement. Following these 10 steps will help the executive sponsor position S&OP to effectively coordinate business planning and strategy execution.
The document is a business policy and strategy assignment submitted by Rabia Iram to Sir. Nadeem Akram at Allama Iqbal Open University, Islamabad. It discusses key concepts in business policy and strategy including management, planning, strategy formulation, and provides an overview of Mobilink where Rabia Iram completed her internship. The assignment acknowledges those who supported Rabia during her internship and thanks her teacher for clarifying concepts and sharing experience.
10 Questions to Ask at Your Next Board MeetingRoger Branch
This document provides 10 questions for company boards to focus on at meetings to drive strategic discussion and long-term performance. The questions are divided into 3 governance questions regarding key metrics, risk management, and board composition, and 7 strategic questions focused on market changes, growth plans, evaluating proposals, and balancing mission with sustainability. Addressing these questions is meant to help boards focus on strategic issues rather than getting bogged down in procedural activities.
GRA - Scenario Planning: Addressing a Capability Gap Affecting Industry Compe...Rebecca Manjra
Exponential population and technology growth is occurring at a rate never before seen in history. Together, these forces have created the data driven world we live in. The business landscape has become more competitive and complex given the increased level of capability required to scale, evolve and rapidly gain market share; shortening the business maturity lifecycle.
A critical success factor to survival and succeed in both nature and business is the ability to learn and implement quickly – to adapt and evolve. By reducing the time it takes for your business to know what’s happening, learn what is needed for success and implement, you can outpace your competitors and capture new opportunities.
Today, there is an imperative to turn the vast seas of data into information, something useable which drives insights and enables us to make decisions which optimally utilise assets and resources. In operational speak, this entire process is enabled by excellence in Scenario Planning.
This presentation covers the relevancy of Scenario Planning today including an analysis of the stages of S&OP maturity as well as a case study with Simplot, a leading Australian food manufacturer and a leader in S&OP maturity and Scenario Planning.
The Five Pillars of Business (The Five P's) outlines the key elements necessary for business success: People, Planning, Process, Performance, and Profit. Each pillar is equally important and requires attention and monitoring. With the Five Pillars established, day-to-day operations will run smoothly and profitably. The pillars include prioritizing customers and employees, strategic and operational planning, formal processes, performance measurement, and generating profits through revenue maximization and expense minimization. While installation requires commitment, the pillars will make the organization highly efficient.
INTRODUCTION
STRATEGIC PLANNING
BUSINESS PLAN
SWOT ANALYSIS
SITUATIONAL ANALYSIS
STRATEGIC PLANNING ELEMENT
EFFECTIVENESS OF STRATEGIC PLANNING
FOUR PERSPECTIVES FOR TRANSLATING STRATEGY
MISSION ND VISSION
CONCLUSION
CASE STUDY
Great insight on what constitutes and effective business plan. Learn how to develop a strategic business plan that is guaranteed to get the attention of potential investors, business partners and other stakeholders.
Management involves coordinating efforts to accomplish goals using available resources. The five basic functions of management are planning, organizing, staffing, coordinating, and controlling. Planning involves setting goals and determining actions to reach goals. Organizing establishes the organizational structure and chain of command. Staffing involves recruiting and developing personnel. Coordinating ensures all activities work together, while controlling establishes standards and monitors performance.
Guide EmployeesThrought a Successful Merger - Construction Business Owner's M...Kweiss
When two firms merge or one company acquires another, the business owners often neglect their employees' concerns- this is especially true in small- and medium size firms that have limited resources and time. But in mergers and acquisitions", the people factor" is vital. To complete a successful merger or acquisition, follow these steps.
This document discusses portfolio management (PfM) and its role in delivering benefits. It introduces the APM Portfolio Management SIG and shares results from its 2012 survey on PfM principles and challenges. Personal perspectives are provided on introducing PfM as a long-term process requiring leadership, stakeholder participation, and demonstrating benefits. Effective PfM is positioned as integrating governance, decision-making, and processes to optimize change resources and deliver strategic objectives and benefits.
Similar to BIS lecture5(Information Systems and Strategy) (20)
This document provides an introduction to computer organization and architecture. It defines computer organization and architecture as the study of the internal workings, structure, and implementation of computer systems. It describes computer architecture as dealing with the operational attributes of the computer like the instruction set and addressing modes. Computer organization is defined as the practical implementation that realizes the architectural specifications, dealing with how components are linked together. The document outlines some key differences between computer organization and architecture.
Paper presented at the Second Congres International Des Etudes Somaliennes Pour Une Culture De La Paix En Somalie, 25-27 October 1995, Institut du Monde Arab, Paris.
The document summarizes European colonial intrusion into Somalia in the late 19th century and the resulting Somali resistance. It describes how various European powers - Britain, France, Italy, and Abyssinia - established control over different parts of Somalia through treaties and military campaigns. This led to the partitioning of Somali territories among these powers. The document also details the initial Italian colonization of southern Somalia and the resistance put up by the Biyamaal and Wa'daan clans against the Italian attempts to control their lands, which included blockading the port city of Marka for many years. The resistance remained disorganized for over a decade before taking a more organized form under new leaders in 1906-1907.
This document contains lecture notes on contemporary approaches to information systems. It discusses business problems and solutions perspectives, management challenges, and how information systems support business functions. It also covers different approaches to studying information systems, including technical and behavioral approaches, as well as the interdependence between organizations and their information systems. Finally, it discusses the impact of the internet on organizations and how information systems can impact organizational design.
At the business level of strategy, the key question is, "How can we compete effectively in this particular market?" The market might be light bulbs, utility vehicles, or cable television.
Important Managerial Questions:
What is strategy?
What is strategic advantage?
Information Systems as a strategic resource
How do we use Information Systems to achieve some form of strategic advantage over competitors?
Types of information systems?
Function of different types of system
Benefits of information systems
The characteristics of types of Information Systems
Also known as Critical Network Analysis
Developed by Dupont and Remington Rand in the late 1950s for managing plant maintenance projects
Uses one duration estimate for each activity
Provides basic framework for project planning and contro
The Meaning of Process
2.2 Software Process Models
2.3 Tools and Techniques for Process Modeling
2.4 Practical Process Modeling
2.5 Information System Example
2.6 What this Chapter Means for You
This document discusses the challenges facing Somali unity (midnimo) in the modern era. It argues that midnimo was based on shared culture and language, but the introduction of a centralized government system by colonial powers undermined traditional authority structures and caused problems. The concept of midnimo was also misinterpreted to mean rigid centralization rather than cultural unity. This centralized system and denial of clan influence contributed to the breakdown of the Somali state in the 1990s. The document examines ongoing efforts to redefine midnimo in a way that is compatible with clan structures and regional autonomy.
The document summarizes European colonial intrusion into Somalia in the late 19th century and the resulting Somali resistance. It describes how various European powers - Britain, France, Italy, and Abyssinia - established control over different parts of Somalia through treaties and military campaigns. This led to the partitioning of Somali territories among these powers. The document also details the initial Italian colonization of southern Somalia and the resistance put up by the Biyamaal and Wa'daan clans against the Italian attempts to control their lands, which included blockading the port city of Marka for many years. The resistance remained disorganized for over a decade before taking a more organized form under new leaders in 1906-1907.
This document discusses strategic planning and information systems strategy. It covers topics like strategic planning, vision and business needs, Earl's grid, McFarlan's application portfolio, and business process reengineering. For McFarlan's application portfolio, it describes assessing existing, planned and potential IT systems based on their current and future importance to the business. It also discusses Earl's reasons for having an IT strategy and categorizing systems as high potential, strategic, key operational or support.
Explain growth and importance of databases
Name limitations of conventional file processing
Identify five categories of databases
Explain advantages of databases
Identify costs and risks of databases
List components of database environment
Describe evolution of database systems
Understand how the database approach is Understand how the database approach is different and superior to earlier data systems different and superior to earlier data systems
Examine how information demand and Examine how information demand and technology explosion drive database systems technology explosion drive database systems
Trace the evolution of data systems and note Trace the evolution of data systems and note how we have arrive at the database approach how we have arrive at the database approach
Comprehend the benefits of database systems Comprehend the benefits of database systems and perceive the need for them and perceive the need for them
Survey briefly various data models, types of Survey briefly various data models, types of databases, and the database industry
The Federal Enterprise Architecture (FEA) is the latest attempt by the US federal government to unite its agencies under a single enterprise architecture. The FEA consists of five reference models describing different perspectives of the enterprise architecture, as well as a process for creating and evolving an enterprise architecture. It provides a comprehensive approach, including taxonomy and models, and can be viewed as both a methodology and the architecture of the US government itself.
TOGAF divides an enterprise architecture into four categories, as follows:
Business architecture—Describes the processes the business uses to meet its goals
Application architecture—Describes how specific applications are designed and how they interact with each other
Data architecture—Describes how the enterprise data stores are organized and accessed
Technical architecture—Describes the hardware and software infrastructure that supports applications and their interactions
System Development Life Cycle
Data, Function, Network, People, Time, Motivation What constitutes the “enterprise”?
Key enterprise architecture terms Enterprise Architecture Terms
How do you achieve perfect alignment?
Importance of alignment
Lack of Alignment
Nature of Complexity
Architectural Principles
This document provides an overview of enterprise architecture. It defines enterprise architecture as the explicit description and documentation of the current and desired relationships among business and management processes and information technology. It discusses key aspects of enterprise architecture including frameworks like the Zachman Framework and The Open Group Architecture Framework (TOGAF). The document also summarizes the different architecture domains including business architecture, information architecture, application architecture, and technology architecture. It concludes with discussing implementation and who typically implements enterprise architecture.
More from Taibah University, College of Computer Science & Engineering (20)
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
Gender and Mental Health - Counselling and Family Therapy Applications and In...PsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
1. 1
1
Information Systems and
Strategy
Lecture 5
Abdisalam Issa-Salwe
Business Information Systems
Finance and Legal Management
Thames Valley University
Abdisalam Issa-Salwe, Thames Valley University
2
Topic list
Strategic planning
Vision
Business needs
Earl’s grid
McFarlan’s application portofolio
Business Process Reengineering
(BPR)
2. 2
Abdisalam Issa-Salwe, Thames Valley University
3
Strategic planning
Entrepeneurs and business
managers are often so preoccupied
with immediate issues that they
lose sight of their ultimate
objectives.
That's why a business review or
preparation of a strategic plan is a
virtual necessity.
This may not be a recipe for
success, but without it a business is
much more likely to fail.
Abdisalam Issa-Salwe, Thames Valley University
4
Strategic planning (cont…)
A sound plan should:
* Serve as a framework for decisions or
for securing support/approval.
* Provide a basis for more detailed
planning.
* Explain the business to others in
order to inform, motivate & involve.
* Assist benchmarking & performance
monitoring.
*Stimulate change and become
building block for next plan.
3. 3
Abdisalam Issa-Salwe, Thames Valley University
5
Strategic planning (cont…)
A strategic plan should not be
confused with a business plan.
* The former is likely to be a (very)
short document whereas a business
plan is usually a much more substantial
and detailed document.
* A strategic plan can provide the
foundation and frame work for a
business plan.
Abdisalam Issa-Salwe, Thames Valley University
6
Strategic planning (cont…)
A strategic plan is not the same thing as
an operational plan.
The former should be visionary,
conceptual and directional in contrast to
an operational plan which is likely to be
shorter term, tactical, focused,
implementable and measurable.
* As an example, compare the process of
planning a vacation (where, when, duration,
budget, who goes, how travel are all strategic
issues) with the final preparations (tasks,
deadlines, funding, weather, packing, transport
and so on are all operational matters).
4. 4
Abdisalam Issa-Salwe, Thames Valley University
7
Strategic planning (cont…)
Basic Approach to Strategic
Planning
* A critical review of past performance
by the owners and management of a
business and the preparation of a plan
beyond normal budgetary horizons
require a certain attitude of mind and
predisposition.
* Some essential points which should
to be observed during the review and
planning process include the following:
Abdisalam Issa-Salwe, Thames Valley University
8
The Vision:
The preparation of a strategic plan is a multi-
step process covering vision, mission,
objectives, values, strategies, goals and
programs. These are discussed below.
The first step is to develop a realistic Vision
for the business.
This should be presented as a pen picture of
the business in three or more years time in
terms of its likely physical appearance, size,
activities etc.
Answer the question: "if someone from Mars
visited the business, what would they see (or
sense)?"
Consider its future products, markets,
customers, processes, location, staffing etc.
8. 8
Abdisalam Issa-Salwe, Thames Valley University
15
Business Process Redesign
Business Process Redesign is "the
analysis and design of workflows and
processes within and between
organizations" (Davenport & Short 1990).
Teng et al. (1994) define BPR as "the
critical analysis and radical redesign of
existing business processes to achieve
breakthrough improvements in performance
measures."
Abdisalam Issa-Salwe, Thames Valley University
16
BPR has been around for quite some time: a
lot has been written about it in both the
practitioner trade press and the academic
research journals.
However, the controversy still remains if
there is any accurate description of BPR, or if
BPR is just a fad: an appealing label to tag
on to whatever your company is doing to
suggest that your latest and greatest work is
'in vogue.'
To get some bearing about the question of
what is BPR and what is the role of
information systems and human factors in
that process, you may like to start here.