The document compares the traditional IT offshoring model to the CoMakeIT strategic engagement model across several dimensions. The traditional model focuses on low-cost staff augmentation with uncertain timelines, basic outputs, and risks due to lack of visibility and control. The CoMakeIT model provides direct contribution to business value through complete managerial control over dedicated teams and processes, flexible scope, competitive pricing, and high performance outcomes through product expertise and agile methods.
How Does IT Provide A Consistently Effective ServiceJusto Stoll
This presentation is a complement to the previous blog entry and deals with implementing standards required by IT to maintain consistent levels of service:
How Does IT Provide A Consistently Effective ServiceJusto Stoll
This presentation is a complement to the previous blog entry and deals with implementing standards required by IT to maintain consistent levels of service:
Plan to Succeed: Building a strategic talent management planHalogen Software
Tim Mullligan, Chief Human Resource Officer of the San Diego Zoo discusses the importance of building a strategic talent management plan and how it has revolutionized the zoo’s culture, making the entire organization more accountable, focused and goal driven. Since implementing the system, the society has achieved a number of benefits including establishing greater employee motivation as well as employee accountability. The zoological society’s employees are now able to see a clear connection between the objectives that have been set for them and the overall objectives of the organization, which is driving stronger overall performance for the organization as a whole.
Talent Management Framework - A look at PCMMUtsav Agarwal
PCMM, acronym for People Capability Maturity Model, is a maturity framework that focuses on continuously improving the management and development of the human assets of an organization
Solutions-orientated Project Manager with experience in developing and implementing complex infrastructures and technical solutions for industry leaders. Accomplished leader in business-to-business networking, sales, marketing and business-to-business communications. Strong project management skills with proven ability to manage large-scale, highly visible projects through to completion. Skilled in providing effective leadership in fast-paced, deadline driven environments. Able to lead and motivate teams. Outstanding presentation and communication skills and able to understand business requirements to cross-collaborate and increase profits.
IT Services have been an in-house function for most of organizations across the globe a decade ago. With rapid growth in new technologies and expansion of customer base, organizations were unable to adapt to changes relying solely on their in-house IT teams. This gave rise to external IT service providers and proliferation of multiple engagement models.
Regulatory Affairs Outsourcing Considerations and ModelsPaul Kuiken
I present a number of issues which are being considered by all organisations in the healthcare, pharmaceutical, biotechnology, and clinical sectors. I presented this to an audience at an outsourcing summit and have tailored this to a more general audience.
I am happy to receive your comments and provide your insights to whether you agree or not with my points or to hear from you regarding your experiences of outsourcing in whatever sector you are interested in.
Enterprise development is a business to business transaction, where the aim is to provide contributions to assist in the operation of financial requirements and also for the development towards business sustainability.
1. DIF ERENTIATORS
Time-To-Market
TEAM COMPOSITION AND QUALITY
PRICING
Traditional IT Offshoring model coMakeIT Strategic engagement Model
F
Uncertain, dictated by the
nature of engagement with the
service provider
Low level of task based
reactive output with little
incentive for innovation
Low, very basic staff
augmentation mode
Difficult to anticipate and manage
risks due to lack of visibility into
service providers processes,
team management, and resource
movements
Owned by service provider,
low level of integration with
customer’s team
High, direct contribution in
delivering measurable
business value to customer
Easy, due to complete managerial
control over people and processes
Owned and managed by
customer, complete integration
with customer’s team
Basic, and hands off Mature, and collaborative
Vendor selection, service
provider’s maturity and retention
of same team across delivery
cycles
Significant attention to detail required
in contract planning covering all
aspects of the engagement, and
adequate foresight needed to
provide for contingencies
Rigid, need clearly defined scope
and deliverables from the
customer
Variable, and depends upon the
maturity of the service provider
Dictated by the service provider Controlled by the customer right
from the recruitment process
including roles and composition
Flexible, driven by customer’s
requirement and adaptable to
changing business dynamics. Inbuilt
agility, decide as-late-as possible
and start as soon-as-possible
Mature. State-of-the art tools and
agile processes fully integrated
with the customer’s development
framework
Cost of expansive infrastructure
and redundant bench is priced in
Nature of long-term engagement
and relationship demands that
pricing remains very competitive
Simple, and easy to interpret
contract based on “people+cost
of shared services” model
Team selection, product develop-
ment know-how, and dedicated
high performance teams
High performance, proactive
teams and benefit from insights of
COMAKEIT’s product development
know-how & expertise
Agile model guarantees reduced
time-to-market
PROCESS FRAMEWORK
SCOPE & FLEXIBILITY
CONTRACT MANAGEMENT
SUCCESS FACTORS
ENGAGEMENT
OWNERSHIP/SPAN OF CONTROL
RISK MITIGATION
BUSINESS VALUE
INNOVATION & CAPABILITY