Front-line managers are critical to organizational performance but often too busy with non-managerial tasks. Empowering them through a professional operations management approach like Active Operations Management (AOM) can improve performance by giving managers more control and reducing workload. AOM has helped various organizations increase productivity by at least 30% by focusing on methods, skills, and tools to transform management style from top-down to collaborative.
The document discusses various elements of management control systems including strategic planning, budgeting, performance measurement, and responsibility centers. It defines management control as a process that ensures resources are deployed effectively to meet organizational objectives. Key aspects of management control systems include setting goals and standards, measuring performance, evaluating results, and taking corrective actions. Management control differs from task control in its focus on coordination across organizational units to implement strategies.
Business process reengineering module 5POOJA UDAYAN
This document discusses reengineering knowledge work and business processes for growth. It argues that a participative, bottom-up approach to reengineering is more effective than a top-down approach. Reengineering knowledge work requires addressing cultural and social aspects as well as linking business strategy to knowledge requirements. Rapid reengineering can be done using tools that evolve over time, such as through software reengineering. Post-BPR organizations should focus on enhancing value for customers while reducing costs, realigning processes for growth opportunities, and developing employee capabilities.
Management control systems jsb 606 part1Debasis Das
Management Control Systems make management of an organization possible. This set of presentations tells you what they are and how to go about building them. The series is in four parts. If you need to download the presentations mail me at ddas15847@gmail.com
The document discusses various aspects of project planning and management including:
1. The planning process which involves project identification, formulation, and preparation including market analysis, technical factors, and project appraisal.
2. Methods of project budgeting, cost estimation, and risk management.
3. Tools used in project planning such as the work breakdown structure, scheduling, budgeting, and forecasting.
4. The importance of market analysis and demand forecasting in the planning process.
This document discusses project organization structures and managing conflict. It covers formal organization structures including functional, matrix, and pure project structures. Matrix structures can be weak, balanced, or strong depending on the balance of power between functional and project managers. The document also discusses sources of conflict such as between users and contractors, and within project organizations between functional groups and project managers. While some conflict is natural and can stimulate creativity, too much unmanaged conflict becomes destructive and breaks down communication and trust. Project managers can manage conflict through methods like open communication, negotiation, and dispute resolution processes.
This document provides an overview of decision support systems (DSS) and related concepts. It defines DSS as computer-based systems that support business or organizational decision-making through the use of data, documents, knowledge, analytical models, and tools. The document discusses different types of decisions, levels of decision making, and models of decision making. It also describes the key components of a DSS, including data management, model management, user interface, and knowledge base subsystems. Finally, it outlines different types of DSS such as data-driven, model-driven, and knowledge-driven systems.
The document discusses various aspects of organizing and organizational design. It defines organizing as determining tasks, roles, and coordination. The key components of organizational design are structure, integrating mechanisms, and decision making locus. Common structures include functional, divisional, matrix, and network. Structure determines reporting relationships while integrating mechanisms manage interdependence between units. Effective delegation involves matching tasks to skills, clear communication, authority, accountability, and monitoring.
The document discusses various project scheduling methods including:
1. Gantt charts which show activity start/duration/completion in a bar chart format.
2. Resource leveling which adjusts work plans to fit staffing constraints.
3. Crashing which aims to accelerate schedules by adding people, increasing productivity, overlapping tasks, removing scope, or innovating approaches.
PERT/CPM networks are also covered as tools to plan, schedule, and monitor complex projects using activities, events, time estimates, critical paths, and other techniques.
The document discusses various elements of management control systems including strategic planning, budgeting, performance measurement, and responsibility centers. It defines management control as a process that ensures resources are deployed effectively to meet organizational objectives. Key aspects of management control systems include setting goals and standards, measuring performance, evaluating results, and taking corrective actions. Management control differs from task control in its focus on coordination across organizational units to implement strategies.
Business process reengineering module 5POOJA UDAYAN
This document discusses reengineering knowledge work and business processes for growth. It argues that a participative, bottom-up approach to reengineering is more effective than a top-down approach. Reengineering knowledge work requires addressing cultural and social aspects as well as linking business strategy to knowledge requirements. Rapid reengineering can be done using tools that evolve over time, such as through software reengineering. Post-BPR organizations should focus on enhancing value for customers while reducing costs, realigning processes for growth opportunities, and developing employee capabilities.
Management control systems jsb 606 part1Debasis Das
Management Control Systems make management of an organization possible. This set of presentations tells you what they are and how to go about building them. The series is in four parts. If you need to download the presentations mail me at ddas15847@gmail.com
The document discusses various aspects of project planning and management including:
1. The planning process which involves project identification, formulation, and preparation including market analysis, technical factors, and project appraisal.
2. Methods of project budgeting, cost estimation, and risk management.
3. Tools used in project planning such as the work breakdown structure, scheduling, budgeting, and forecasting.
4. The importance of market analysis and demand forecasting in the planning process.
This document discusses project organization structures and managing conflict. It covers formal organization structures including functional, matrix, and pure project structures. Matrix structures can be weak, balanced, or strong depending on the balance of power between functional and project managers. The document also discusses sources of conflict such as between users and contractors, and within project organizations between functional groups and project managers. While some conflict is natural and can stimulate creativity, too much unmanaged conflict becomes destructive and breaks down communication and trust. Project managers can manage conflict through methods like open communication, negotiation, and dispute resolution processes.
This document provides an overview of decision support systems (DSS) and related concepts. It defines DSS as computer-based systems that support business or organizational decision-making through the use of data, documents, knowledge, analytical models, and tools. The document discusses different types of decisions, levels of decision making, and models of decision making. It also describes the key components of a DSS, including data management, model management, user interface, and knowledge base subsystems. Finally, it outlines different types of DSS such as data-driven, model-driven, and knowledge-driven systems.
The document discusses various aspects of organizing and organizational design. It defines organizing as determining tasks, roles, and coordination. The key components of organizational design are structure, integrating mechanisms, and decision making locus. Common structures include functional, divisional, matrix, and network. Structure determines reporting relationships while integrating mechanisms manage interdependence between units. Effective delegation involves matching tasks to skills, clear communication, authority, accountability, and monitoring.
The document discusses various project scheduling methods including:
1. Gantt charts which show activity start/duration/completion in a bar chart format.
2. Resource leveling which adjusts work plans to fit staffing constraints.
3. Crashing which aims to accelerate schedules by adding people, increasing productivity, overlapping tasks, removing scope, or innovating approaches.
PERT/CPM networks are also covered as tools to plan, schedule, and monitor complex projects using activities, events, time estimates, critical paths, and other techniques.
The document discusses project portfolio management (PPM). It outlines the core objectives of PPM as maximizing value by selecting projects with the greatest value and allocating resources effectively, achieving balance by ensuring an appropriate mix of projects, and strategic alignment by ensuring projects contribute to the overall business strategy. It identifies challenges to implementation such as lack of strategy understanding, resource conflicts, and organizational politics. It also outlines limitations, roles and responsibilities in PPM, and critical success factors.
10 tips to manage project portfolio management (ppm) processesgianarosetti
The document discusses the importance of processes and process owners for project portfolio management. It states that PPM processes should be scalable to different project types and sizes, and should provide clarity on the who, when, where, how and why of work, not just what is to be done. It emphasizes that processes need process owners who periodically review and improve the processes based on lessons learned. The goal is for PPM processes to enable effective project execution while avoiding too much bureaucracy.
The document summarizes a study examining the role of management accountants in integrating management accounting systems during mergers and acquisitions. The study found management accounting system integration occurs in four phases: pre-integration, integration planning, implementation options, and review/evaluation. It focuses on management accountants' task-based activities at each phase. Regardless of industry or strategy, similar pre-integration and planning activities are performed. Implementation depends on firm size and option chosen. The goal is to provide guidance for successful management accounting system integration in mergers and acquisitions.
The document outlines the 8 stages of the Omega Business Change Framework for process management:
1) Discover - Gather facts about current business strategy, processes, people and technology;
2) Analyse - Analyze strategic alignment, process performance, skills, and improvement opportunities;
3) Design - Design new process configurations based on analysis and test multiple solutions;
4) Integrate - Integrate selected process design options;
5) Implement - Implement new processes;
6) Manage - Manage ongoing processes;
7) Control - Control processes;
8) Improve - Continuously improve processes.
Presenting a mental framework for strategic analysis of project portfolios in an organization. The example used is IT-Business alignment, but many components of this framework may be used in other applications.
The governance maturity assessment identified an overall maturity level of 2, indicating some repeatable governance processes. Recommendations include chartering cross-enterprise governance committees, developing architectures to guide improvements, and requiring compliance with architectures and policies. Managing core capabilities, empowering technical providers, and defining issue escalation are also recommended to improve governance maturity. The assessment highlights the need for collaboration between business and IT leaders at strategic, tactical, and operational levels of governance.
Management techniques and process - Reported By: Alta Gracia S. BañaciaUniversidad de Manila
Evaluation and control are integral to management. Evaluation assesses results, outputs, quality, impact and effectiveness. It can be performance or program evaluation. Control ensures tasks are done efficiently to achieve objectives. The control process establishes standards, measures work, and takes corrective action. There are various instruments for employee evaluation like rating scales, ranking, and forced distribution. Program evaluation determines if a program achieves its goals using measures like cost-benefit analysis and cost-effectiveness. Communication is also important for organizations to coordinate work and integrate units.
Planning involves setting goals and determining how to accomplish them. Key terms in planning include goals, objectives, and strategies. The planning process involves establishing goals, defining the present situation, identifying factors that help or hinder goals, and developing plans of action. Managers use strategic plans for long-term needs and operational plans to implement strategies. Control involves measuring performance, comparing results to standards, and taking corrective action if needed. Control systems help ensure the right things happen at the right time through feedforward, concurrent, and feedback controls.
This chapter discusses management control systems, including their importance, nature, types, and components. Control systems are important because they help guide employees to accomplish organizational goals and steer the organization towards its goals. They also help avoid large losses and bankruptcy that can result from defective products, poor coordination, and accounting irregularities. The chapter outlines the three levels of control - strategic, management, and operational - and describes the nature of management control systems, both formal and informal types, as well as their key subsystems and components.
The document provides an overview of the NAO's assessment of process management maturity across 12 government organizations. The NAO assessed performance against five areas: strategy, information, people, process, and improvement. The summary findings are that while some good practices exist, few organizations consistently demonstrate strong process management characteristics. Specifically, the assessment identified gaps in understanding customer demand, creating an environment where staff improve processes, and proving the benefits of change.
Management control system- Rendell Company case by Aviroop Banik,Rizvi Instit...Aviroop Banik
The document discusses the management control system of Rendell Company, which has 7 operating divisions. Currently, divisional controllers report to divisional general managers, with a dotted line to the corporate controller. There is a discussion on whether Rendell should adopt the control structure of Martex Company, where divisional controllers report directly to the corporate controller. Adopting Martex's structure could help achieve better goal congruence, but it may also be seen as the divisional controllers spying for the corporate office rather than being part of the divisional team.
The document outlines a complete kit to set up initiatives portfolio management including:
1) Establishing a strategic decision making framework and governance process to prioritize non-drug projects similarly to drug development projects.
2) Assigning project management leadership to get resources, drive projects, and ensure they pass tollgates.
3) Having a roadmap of tollgate decisions for projects in the initiatives portfolio.
Managers use controlling to ensure organizational goals are achieved properly and on time. There are three types of controls - feedforward, concurrent, and feedback controls. The control process has four steps - establishing standards, measuring performance, comparing results to standards, and taking corrective action if needed. Common control systems and techniques include employee discipline, project management, financial ratios, and balanced scorecards. Strategic control monitors strategy alignment while tactical control focuses on detailed maneuvers to accomplish tasks.
This document discusses controlling as an important management function. It defines controlling as evaluating performance and taking corrective actions if needed to ensure plans are followed. The document outlines characteristics of controlling like being a continuous process exercised at all levels. It discusses traditional techniques like direct supervision, break-even analysis, and budgetary control and modern techniques like management audits, management information systems, and PERT/CPM analysis. The overall purpose of controlling is to monitor performance and ensure objectives are met according to plans.
Management control systems jsb 606 part2Debasis Das
Management Control Systems make management of an organization possible. This set of presentations tells you what they are and how to go about building them. The series is in four parts. If you need to download the presentations mail me at ddas15847@gmail.com
Control is the last function of management. Success or failure of planning depends on the success or failure of controlling.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
This presentation discusses traditional and modern control techniques that managers can use to effectively monitor organizational activities. Some traditional techniques mentioned include personal observation, budgeting, break-even analysis, financial statements, and standard costing. Modern techniques discussed are return on investment, management audits, management information systems, and PERT/CPM. The presentation provides details on how each technique works and its benefits for control purposes.
This document discusses ranking portfolio initiatives and prioritizing projects. It outlines some of the challenges in defining prioritization criteria and building coherent portfolios. Some key points:
- It is important to define prioritization criteria as part of the strategic planning process to ensure the criteria are impartial.
- Multiple assessment criteria, both qualitative and quantitative, should be used to evaluate initiatives.
- The portfolio needs to be reviewed holistically to ensure balance and synergy across initiatives.
- Initiatives need to be sequenced and integrated properly to minimize competing priorities and maximize benefits.
This document discusses performance management and competency mapping. It defines performance management as a strategic approach to improving employee performance and developing capabilities to help achieve organizational objectives. The objectives and process of performance management are outlined. Strategic performance management is defined and its steps are described. Trends in performance appraisal discussed include self-appraisal, competency mapping, and balanced scorecards. Competency mapping is defined as identifying competencies for jobs and incorporating them in HR processes like evaluations and training. The benefits and process of competency mapping are explained.
5 Benefits of a Strategy Led Approach to Project Portfolio ManagementIan Needs
This document outlines 5 benefits of taking a strategy-led approach to project portfolio management: 1) Manage portfolios more effectively based on financial and resource constraints, 2) Make critical project decisions based on accurate resourcing data, 3) Accurately forecast resource demand and planned expenditure to ensure on-time, on-budget projects, 4) Provide an effective framework for identifying, planning, measuring, and successfully delivering quantifiable and meaningful business benefits, and 5) Improve strategic planning and executive insight through clear visibility and control over project and program deliverables.
The document discusses various concepts related to organizational structure and design including departmentalization, establishing reporting relationships, allocating authority, coordination activities, and basic forms of organizational design. It provides examples of different departmentalization approaches like functional, team-based, matrix, and network. It also outlines principles of organizational design such as division of labor, unity of command, and spans of control. Current issues organizations face include adapting to a changing environment and addressing workforce diversity and ethics.
This document discusses the basic control process in organizations. It involves 3 main steps: 1) establishment of standards, 2) measurement of performance against standards, and 3) correction of deviations from standards. Effective control systems focus on critical points, are integrated into existing processes, and have buy-in from employees. Controls make plans effective, ensure consistency, provide feedback, and aid decision making. To be effective, controls must be tailored to individual roles and plans, highlight exceptions, remain flexible, and achieve an appropriate cost-benefit balance.
The document discusses project portfolio management (PPM). It outlines the core objectives of PPM as maximizing value by selecting projects with the greatest value and allocating resources effectively, achieving balance by ensuring an appropriate mix of projects, and strategic alignment by ensuring projects contribute to the overall business strategy. It identifies challenges to implementation such as lack of strategy understanding, resource conflicts, and organizational politics. It also outlines limitations, roles and responsibilities in PPM, and critical success factors.
10 tips to manage project portfolio management (ppm) processesgianarosetti
The document discusses the importance of processes and process owners for project portfolio management. It states that PPM processes should be scalable to different project types and sizes, and should provide clarity on the who, when, where, how and why of work, not just what is to be done. It emphasizes that processes need process owners who periodically review and improve the processes based on lessons learned. The goal is for PPM processes to enable effective project execution while avoiding too much bureaucracy.
The document summarizes a study examining the role of management accountants in integrating management accounting systems during mergers and acquisitions. The study found management accounting system integration occurs in four phases: pre-integration, integration planning, implementation options, and review/evaluation. It focuses on management accountants' task-based activities at each phase. Regardless of industry or strategy, similar pre-integration and planning activities are performed. Implementation depends on firm size and option chosen. The goal is to provide guidance for successful management accounting system integration in mergers and acquisitions.
The document outlines the 8 stages of the Omega Business Change Framework for process management:
1) Discover - Gather facts about current business strategy, processes, people and technology;
2) Analyse - Analyze strategic alignment, process performance, skills, and improvement opportunities;
3) Design - Design new process configurations based on analysis and test multiple solutions;
4) Integrate - Integrate selected process design options;
5) Implement - Implement new processes;
6) Manage - Manage ongoing processes;
7) Control - Control processes;
8) Improve - Continuously improve processes.
Presenting a mental framework for strategic analysis of project portfolios in an organization. The example used is IT-Business alignment, but many components of this framework may be used in other applications.
The governance maturity assessment identified an overall maturity level of 2, indicating some repeatable governance processes. Recommendations include chartering cross-enterprise governance committees, developing architectures to guide improvements, and requiring compliance with architectures and policies. Managing core capabilities, empowering technical providers, and defining issue escalation are also recommended to improve governance maturity. The assessment highlights the need for collaboration between business and IT leaders at strategic, tactical, and operational levels of governance.
Management techniques and process - Reported By: Alta Gracia S. BañaciaUniversidad de Manila
Evaluation and control are integral to management. Evaluation assesses results, outputs, quality, impact and effectiveness. It can be performance or program evaluation. Control ensures tasks are done efficiently to achieve objectives. The control process establishes standards, measures work, and takes corrective action. There are various instruments for employee evaluation like rating scales, ranking, and forced distribution. Program evaluation determines if a program achieves its goals using measures like cost-benefit analysis and cost-effectiveness. Communication is also important for organizations to coordinate work and integrate units.
Planning involves setting goals and determining how to accomplish them. Key terms in planning include goals, objectives, and strategies. The planning process involves establishing goals, defining the present situation, identifying factors that help or hinder goals, and developing plans of action. Managers use strategic plans for long-term needs and operational plans to implement strategies. Control involves measuring performance, comparing results to standards, and taking corrective action if needed. Control systems help ensure the right things happen at the right time through feedforward, concurrent, and feedback controls.
This chapter discusses management control systems, including their importance, nature, types, and components. Control systems are important because they help guide employees to accomplish organizational goals and steer the organization towards its goals. They also help avoid large losses and bankruptcy that can result from defective products, poor coordination, and accounting irregularities. The chapter outlines the three levels of control - strategic, management, and operational - and describes the nature of management control systems, both formal and informal types, as well as their key subsystems and components.
The document provides an overview of the NAO's assessment of process management maturity across 12 government organizations. The NAO assessed performance against five areas: strategy, information, people, process, and improvement. The summary findings are that while some good practices exist, few organizations consistently demonstrate strong process management characteristics. Specifically, the assessment identified gaps in understanding customer demand, creating an environment where staff improve processes, and proving the benefits of change.
Management control system- Rendell Company case by Aviroop Banik,Rizvi Instit...Aviroop Banik
The document discusses the management control system of Rendell Company, which has 7 operating divisions. Currently, divisional controllers report to divisional general managers, with a dotted line to the corporate controller. There is a discussion on whether Rendell should adopt the control structure of Martex Company, where divisional controllers report directly to the corporate controller. Adopting Martex's structure could help achieve better goal congruence, but it may also be seen as the divisional controllers spying for the corporate office rather than being part of the divisional team.
The document outlines a complete kit to set up initiatives portfolio management including:
1) Establishing a strategic decision making framework and governance process to prioritize non-drug projects similarly to drug development projects.
2) Assigning project management leadership to get resources, drive projects, and ensure they pass tollgates.
3) Having a roadmap of tollgate decisions for projects in the initiatives portfolio.
Managers use controlling to ensure organizational goals are achieved properly and on time. There are three types of controls - feedforward, concurrent, and feedback controls. The control process has four steps - establishing standards, measuring performance, comparing results to standards, and taking corrective action if needed. Common control systems and techniques include employee discipline, project management, financial ratios, and balanced scorecards. Strategic control monitors strategy alignment while tactical control focuses on detailed maneuvers to accomplish tasks.
This document discusses controlling as an important management function. It defines controlling as evaluating performance and taking corrective actions if needed to ensure plans are followed. The document outlines characteristics of controlling like being a continuous process exercised at all levels. It discusses traditional techniques like direct supervision, break-even analysis, and budgetary control and modern techniques like management audits, management information systems, and PERT/CPM analysis. The overall purpose of controlling is to monitor performance and ensure objectives are met according to plans.
Management control systems jsb 606 part2Debasis Das
Management Control Systems make management of an organization possible. This set of presentations tells you what they are and how to go about building them. The series is in four parts. If you need to download the presentations mail me at ddas15847@gmail.com
Control is the last function of management. Success or failure of planning depends on the success or failure of controlling.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
This presentation discusses traditional and modern control techniques that managers can use to effectively monitor organizational activities. Some traditional techniques mentioned include personal observation, budgeting, break-even analysis, financial statements, and standard costing. Modern techniques discussed are return on investment, management audits, management information systems, and PERT/CPM. The presentation provides details on how each technique works and its benefits for control purposes.
This document discusses ranking portfolio initiatives and prioritizing projects. It outlines some of the challenges in defining prioritization criteria and building coherent portfolios. Some key points:
- It is important to define prioritization criteria as part of the strategic planning process to ensure the criteria are impartial.
- Multiple assessment criteria, both qualitative and quantitative, should be used to evaluate initiatives.
- The portfolio needs to be reviewed holistically to ensure balance and synergy across initiatives.
- Initiatives need to be sequenced and integrated properly to minimize competing priorities and maximize benefits.
This document discusses performance management and competency mapping. It defines performance management as a strategic approach to improving employee performance and developing capabilities to help achieve organizational objectives. The objectives and process of performance management are outlined. Strategic performance management is defined and its steps are described. Trends in performance appraisal discussed include self-appraisal, competency mapping, and balanced scorecards. Competency mapping is defined as identifying competencies for jobs and incorporating them in HR processes like evaluations and training. The benefits and process of competency mapping are explained.
5 Benefits of a Strategy Led Approach to Project Portfolio ManagementIan Needs
This document outlines 5 benefits of taking a strategy-led approach to project portfolio management: 1) Manage portfolios more effectively based on financial and resource constraints, 2) Make critical project decisions based on accurate resourcing data, 3) Accurately forecast resource demand and planned expenditure to ensure on-time, on-budget projects, 4) Provide an effective framework for identifying, planning, measuring, and successfully delivering quantifiable and meaningful business benefits, and 5) Improve strategic planning and executive insight through clear visibility and control over project and program deliverables.
The document discusses various concepts related to organizational structure and design including departmentalization, establishing reporting relationships, allocating authority, coordination activities, and basic forms of organizational design. It provides examples of different departmentalization approaches like functional, team-based, matrix, and network. It also outlines principles of organizational design such as division of labor, unity of command, and spans of control. Current issues organizations face include adapting to a changing environment and addressing workforce diversity and ethics.
This document discusses the basic control process in organizations. It involves 3 main steps: 1) establishment of standards, 2) measurement of performance against standards, and 3) correction of deviations from standards. Effective control systems focus on critical points, are integrated into existing processes, and have buy-in from employees. Controls make plans effective, ensure consistency, provide feedback, and aid decision making. To be effective, controls must be tailored to individual roles and plans, highlight exceptions, remain flexible, and achieve an appropriate cost-benefit balance.
The document describes organizational design and departmentalization. It identifies common types of departmentalization including functional, product, territory, client, and time-based approaches. An effective organizational design considers leadership, decision-making structure, people, work processes and systems, and culture. Symptoms of an ineffective design include conflicting communications, low morale, reduced responsiveness, poor work flow, skill or resource gaps, unclear roles, excessive conflict, and lack of coordination.
The document discusses various approaches to organizational structure including functional, divisional, matrix, team-based, network, and virtual structures. It provides details on each approach's key characteristics and advantages and disadvantages. The learning objectives are to understand fundamental concepts of organizing like work specialization and chain of command, and to explain when different structural approaches should be used.
The Solomon365 platform is a technology-based resource that equips leaders to clarify, simplify and master the most complex aspects of board and risk governance.
Performance Ally is a software-as-a-service solution that enables organisations to make performance management something authentic, effective and capable of delivering to the bottom line. It keeps performance management on track, headed in the same direction as corporate strategy.
This document discusses the nature and key concepts of management control systems. It defines management control as the process by which managers influence other members of an organization to implement strategies. A management control system typically includes detectors to measure behavior, assessors to compare it to standards, and effectors to provide feedback and alter behavior if needed. The document contrasts management control with task control and strategy formulation, and discusses how the internet can facilitate coordination and control.
Management control systems aim to ensure that organizational strategies are achieved. They involve detectors that measure behavior, assessors that compare it to standards, and effectors that provide feedback to alter behavior if needed. Managers at all levels use management control processes to ensure their subordinates implement strategies. Management control is complex, judgmental, and requires coordination between individuals. It influences employees to implement organizational strategies through planning, communicating, evaluating, and decision making. Financial and non-financial metrics are used to develop new strategies and focus attention on opportunities.
Operations management 2 nd sem mba @ bec domsBabasab Patil
This document discusses production and operations management over 6 units. It introduces production and operations functions, the relationship between production and other functions, and the effect of time on operations management. It discusses the history of the field and contributors like Taylor who brought scientific management. It outlines the functions of production and operations management which include planning, organizing, staffing, directing, and controlling. It also describes the relationship between operations management and other functions like finance, marketing, R&D, and maintenance.
Unit 5 CSM: Strategic Evaluation and ComtrolDayanand Huded
The chapter comprises of Overview of Strategic Evaluation; Strategic Control; Techniques of Strategic Evaluation and Control. Evaluation of Strategic Alternatives - Product Portfolio Models, BCG Matrix, GE Matrix, Gap Analysis; Strategic Control System.
Strategic evaluation and control is the final phase in the process of strategic management. Its basic purpose is to ensure that the strategy is achieving the goals and objectives set for the strategy. It compares performance with the desired results and provides the feedback necessary for management to take corrective action.
According to Fred R. David, strategy evaluation includes three basic activities
(1) examining the underlying bases of a firm’s strategy,
(2) comparing expected results with actual results, and
(3) taking corrective action to ensure that performance conforms to plans. Sometime, the best formulated strategies become obsolete (outdated) as a firm’s external and internal environments change.
Strategic control is a type of “steering control”. We have to track the strategy as it is being implemented, detect any problems or changes in the predictions made, and make necessary adjustments. This is especially important because the implementation process itself takes a long time before we can achieve the results.
Strategic control is like an alarm long before the calamity can happen.
Operational control is the process of ensuring that specific tasks are carried out effectively and efficiently. The operational control aims at evaluating the performance of the organization. Most of the control system in organization are operational in nature. Some examples of operational control are : Budgetary control, Quality control, Inventory control, Production Control, Cost control etc.
Portfolio Model is a technique used to analyse organisations in relation to their environments
Portfolio (set, collection, assortment, range, group)
A business Portfolio may be any collection of brands/products, markets, branches /divisions, income generating assets, etc.
PA is usually applied to firms with multiple SBUs (more than one product/services, customer categories, markets , divisions)
Helps managers in taking decisions regarding which SBUs to allocate more or less resources to at a given strategic point in time
After portfolio analysis firm makes an informed strategic choice e.g.
To have a balanced portfolio (minimize risk and maximize return) of all portfolios
To actively deploy a retrenchment strategy
This document discusses key concepts in management, leadership, and organizational structure. It defines management and outlines the necessary skills, including technical, human, and conceptual skills. The four primary functions of management are planning, organizing, directing, and controlling. Effective leadership requires setting a vision with high ethical standards. There are different types of organizational structures, including line, line-and-staff, committee, and matrix structures. Departmentalization and delegation are important aspects of organizing work within a structure.
General Management Course - 16th -27th February 2015Donald Donald
This document provides an overview of a general management course taking place from February 16-27, 2015 in Otjiwarongo, Namibia. The course objectives are to define management, differentiate leadership and management, and develop positive management skills. It discusses why management skills are needed, common causes of business failure, and the roles, principles, and functions of management. It also covers various branches of management including human resources, project, operations, and strategic management. Finally, it outlines the development of management theory and schools of thought on management.
The document discusses production and operations management across 6 units. It covers topics such as introduction to production functions, capacity and facility planning, process planning, work study, layout design, material requirements planning, quality control, and maintenance functions. The relationship between production/operations management and other functions like finance, marketing, research and development, and human resources is also described.
Operations management 2 nd sem mba @ bec domsBabasab Patil
This document provides an overview of production and operations management across 6 units. It discusses key concepts like capacity planning, facility planning, process planning, work study, layout design, material requirement planning, inventory control, quality control and total quality management. The introduction defines management as a distinct process of planning, organizing, actuating and controlling to achieve stated objectives using resources. It outlines the main characteristics of understanding management.
Logical roadmap of creating pmo with cm mi prospectiveAshok Jain
This document discusses the logical progression of a Project Management Office's (PMO) level of maturity as an organization's maturity level increases. It outlines five levels of a PMO from basic to advanced that align with the five levels of the Capability Maturity Model Integration (CMMI) framework. At each increasing level, the PMO takes on more responsibilities such as standardized processes, project information management, quantitative process management, and enterprise-wide continuous improvement. Relating the PMO level to the organization's maturity helps ensure the PMO evolves appropriately to support the organization's capabilities.
Growth stage general management success drivers dave litwiller - mar 29 2017Dave Litwiller
This document provides a summary of key practices for sustaining growth at scale in a technology business. It discusses maintaining a founder mentality through frequent small reorganizations and pruning bureaucracy. It emphasizes the importance of cash flow, developing strong managers, focusing on customer experience, and balancing incremental and disruptive innovation. It also notes that as data limits are reached, intuition and anticipating unquantified factors become more important for management.
The document discusses the concept of controlling as a management process that involves regulating organizational activities so actual performance meets standards and goals. It defines controlling and explains its significance and relation to other management functions like planning, organizing and directing. The document also outlines the roles of controls, levels of control, steps in the control process, managerial approaches to implementing controls, and characteristics of an effective control system.
The document discusses the concept of controlling in management. It defines controlling as verifying that organizational activities conform to plans and standards. The significance and role of controls are explained, including relating controls to other management functions like planning. Controls help cope with uncertainty, detect irregularities, identify opportunities, and handle complex situations. The document outlines the levels of control, steps in the control process, and managerial approaches to implementing controls. It concludes by describing characteristics of an effective control system.
Optimizing Operations by Aligning Resources with Strategic Objectives Using O...OnePlan Solutions
Operations departments are at the heart of organizational efficiency and effectiveness, constantly assessing performance against strategic objectives and key results. With OnePlan, operations leaders can gain the insights and tools needed to align resources optimally and drive essential outcomes. This webinar will delve into how OnePlan facilitates real-time visibility into performance metrics and resource allocation, enabling operations teams to remain agile and effective. Join us to explore actionable strategies for enhancing your operational efficiency and achieving your key results.
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Empowering Front Line Managers By Professionalizing Operations Management
1. Too Busy Being Busy—Operations Leaders and Skeptics
Take Note!
Empowering Front-Line Managers by Professionalizing Operations Management
Executive Summary
Front-line managers are the critical link in organizational performance. However, they are often extremely
busy dealing with a range of changing, complex, interrelated demands and challenges. Attempts to ease their
workload by mandating their actions or by centralizing control can lead to managers who are less engaged and
who have a diminished sense of involvement. Front‑line managers need a common, professional operations
management approach that enables them to have more responsibility and control over planning and
decision‑making, while at the same time reducing their workload. This paper discusses the challenges faced
by front-line managers and explores the breakthrough thinking and methods currently being used to address
these and to improve organizational performance.
The facts
Front-line managers are managers who have immediate responsibility for a team of approximately
10–25 members of staff and are usually at the first level of management in an organization.1 The number
of front-line managers in a large company can reach up to 20,000 and these front-line managers are
responsible for directly supervising up to 80% of a company’s complement of staff.2 They will often
perform the same tasks as their teams, along with their management responsibilities, which include
managing the individuals in their teams, budgets, work schedules, quality and operational performance,
and customer care.1,3 Front-line managers hold the critical role of being accountable for the production
or delivery of services, and are key to motivating the morale and performance of front-line staff.2 For this
reason, front-line managers are essential to the success of an organization; front-line managers and staff
have a significant impact on the productivity and efficiency of an operation.2,3 Research has shown that
the higher that staff rate their manager’s ability to manage people, the more committed and satisfied
they are, and the higher the performance of the organization. Indeed, front-line leaders have been shown
to be crucial in the difference between low‑performing and high-performing companies.1
The challenges faced by front-line managers: a squeeze between corporate
demands and customer satisfaction
Although front-line managers have been shown to have a significant effect on the performance of an
operation, they are often too busy dealing with non-managerial and administrative tasks to focus on
professional operations management. They face competing priorities and are subjected to unrealistic
demands, with too few staff and too many constraints. Often they spend their time ‘firefighting’
(i.e. managing crises as problem after problem is left to reach critical levels of urgency and magnitude),
with no time for reflection on longer-term goals and any emerging performance issues. All this leaves
them with a limited amount of time to manage incoming workload and staff. A study into the time spent
on various tasks by front‑line managers from a number of different industries found that approximately
30–60% of their time was spent carrying out administrative tasks and meetings and 10–50% of their
time was spent carrying out non‑managerial tasks, which included executing special projects, travelling
and directly dealing with customer service or sales themselves. Only 10–40% of their time was spent
managing operations and staff.4
The shortage of time to spend on managing staff and their workload puts the morale and the
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2. performance of the team at risk. The detrimental effects of this situation are particularly marked in service
operations, where a causal relationship between the behavior and attitudes of front-line staff and the
customer perception of service quality has been demonstrated.4
Ultimately, the outcome of this situation is that front-line managers do not have enough time to spend
on the critical task of upholding and improving the performance of the organization, and it suffers as a
result.
The common solutions: mandating actions or centralizing control
The common way to address the challenges faced by front‑line managers is to attempt to reduce their
workload by mandating their actions or by centralizing control. However, in doing so, front-line managers
end up simply communicating decisions from higher up the chain to front-line staff, without having
the chance to contribute to what these decisions might be. They have limited flexibility to respond to
any issues that may arise in their teams. The end result is that the front‑line managers are less engaged
with their staff and less able to respond quickly to emerging problems. Far from solving the problem,
mandating actions or centralizing control can magnify the challenges faced by front‑line managers
Breakthrough thinking: empowering the front‑line
In contrast to the common solutions mentioned above, best-practice organizations empower their
managers to take responsibility for making decisions and responding rapidly to issues or opportunities.4
Front‑line managers have an intimate knowledge of their team’s specific tasks, requirements and
workloads and are therefore best placed to make decisions about its operation.4 Transferring more control
to front-line managers enables them to become more engaged with their staff and the performance of
the operation improves. However, a professional, common operations management approach is needed
to support and maintain this level of control in order for it to be successful. The optimum approach
should enable front‑line managers to understand how to find the latent capacity within their operation,
release capacity to complete outstanding projects, identify who the most productive members of their
team are, and gain control over their team’s day, week or month, as well as their productivity and plans for
the long-term, to foresee and actively minimize any potential obstacles.
Assessing current operations management approaches against international best
practice
Some organizations will not have a formal operations management approach in place, and, as a result,
will not see the opportunity for improvement. Instead, they see discrete, interrelated problems with
distinct solutions, solutions that include leadership training programs, increasing the number of reports
produced, increasing reliance on technology, changes in processes and outsourcing, among others. Other
organizations may already have an operations management approach in effect, but might question how
their approach compares to the ideal best-practice model.
For both of these types of organization, there is a way to assess the current approach in use against an
international best-practice model. The following Capability Maturity Model (CMM) has been developed
by Alan Betts, Associate Professor at Warwick Business School, in conjunction with Active Operations
Management International (AOMi). The model is designed to act as a framework against which
organizations can rate their current operations management approach.
2
3. Level Key Features
• Integrated forecasting and planning information along supply chain
across organizational boundaries
• Consistent and disciplined management control cycles covering all time
Level 5
intervals
Quantitatively Managed • Variance and variability systematically managed
• Systematic performance improvement activities to improve operations
management
• Formal internal standards for capacity planning and control processes
• Skills in operations management defined and explicitly developed as
Level 4
part of the organizational competency framework
Managed • Consistency of execution and tools independent of individuals involved
• Integrated information systems supporting full-cycle control
• Recognition of the four components of control: forecasting, planning,
controlling and reporting
• Manifestation of control cycle is a local or work-specific issue and may
Level 3
not include forecasting and planning in some contexts
Incomplete • No central standards or managed capability for operations
management
• Data and tools partial and not linked
• Local practices for scorekeeping and reporting
• Individuals are central to how information is presented and utilized
• Focus on scorekeeping—issue-driven capacity planning
Level 2
• No explicit development of capacity planning or other core operations
Ad Hoc management skills
• Largely spreadsheet-based local tools; no database of production
information
Level 1 • No formality to production control
Unconscious • Focus on technical product or case outcome
Level 5 in this CMM represents the ideal best-practice approach to operations management, which:
• Facilitates widespread collaboration
• Provides common control levers
• Fosters engagement
• Allows instant visibility on performance against plan from the scale of a single day to a week, a month
or beyond
• Allows managers to plan ahead and anticipate any problems.
3
4. In a level 5 environment, senior managers coach and coordinate their teams rather than using the
typical ‘command-and-control’ management style. Front-line managers are given more responsibility
and confidence to make decisions about the operation of their teams. The process of cross-training staff
in the skills used in other teams, along with the skills matrices associated with this, is the responsibility
of front‑line managers as opposed to HR. Managers are able to achieve a calmer work environment by
disassociating their staff’s pace of work from incoming workload and unlocking and using their latent
capacity instead of preserving it.
The method used to assess the current level of an organization against the operations management CMM
is normally carried out on-site via interviews with staff, the collection of data relating to output work
volumes and staffing and observation of operational activities. However, an assessment is available that
organizations can carry out themselves, which gives a general indication of what their current level is.
Both the self‑assessment and the on-site assessment are available through any local AOMi office.
Active Operations Management
Although the operations management CMM is useful in establishing the attributes that a best-practice
operation should exhibit, it does not outline the method by which organizations can achieve this.
Developed by AOMi, Active Operations Management (AOM) is an innovative approach to operations
management that can allow organizations to achieve a level 5 status. AOM transforms the typical
top‑down, data-driven, command-and-control management style into a collaborative, method-driven,
bottom‑up culture, where decisions are made by the managers at the front‑line of the operation. AOM
provides managers with the ability to manage the uncertainties of work throughput and resource
availability, resulting in improved performance across the operation.
Internationally recognized as best practice in service operations management, AOM drives a fundamental
and lasting change in management behaviors, positively affecting the way operations work by
concentrating on:
• Method: Defined work practices carried out daily, weekly and monthly, provide structure, consistency
and better decision-making across teams.
• Skills: Training and coaching supports the 12-to-14-week implementation of AOM and a sustainability
program maintains best practice. Accreditation in AOM skills and competencies contributes towards
internationally recognized professional qualifications.
• Tools: A powerful, yet easy-to-use, cloud-based applications suite called Workware™ supports
AOM‑skilled managers.
AOM represents breakthrough thinking in the field of operations management, as recognized by
several leading institutions, including Warwick Business School, the Operations Council of the Corporate
Executive Board and the Institute of Leadership and Management. AOM has been deployed to many
different service organizations, including banks, insurance companies and business process outsourcers,
with staff numbers ranging from a couple of hundred to several thousand. AOM is implemented in
groups of 100 to 500 FTE, either sequentially over time or in parallel.
Figure 1 shows examples of actual results achieved through the implementation of AOM. The rapid
increase in productivity during the first weeks of the program is of particular note. As indicated in the
graph, one of the objectives of AOM implementation is to increase productivity within an operation by at
least 30%.
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5. Figure 1. Change in productivity across different service organizations following the implementation of AOM
Conclusion
Front-line managers can positively influence the performance of an organization through increased
involvement with, and effective management of, their teams. However, in order to instigate this, front-line
managers require a professional, common operations management approach to be put in place, which
empowers them to take responsibility for making decisions relating to the operation of their teams and allows
them to respond rapidly to arising issues or opportunities. AOM represents breakthrough thinking in the
field of operations management, as recognized by Warwick Business School, the Operations Council of the
Corporate Executive Board, the Institute of Leadership and Management as well as leading banks, insurance
companies and business process outsourcers. AOM transforms the typical command-and-control management
style into a collaborative, method-driven culture, where decisions are made by the managers at the front line
of the operation. AOM provides managers with the ability to manage the uncertainties of work throughput
and resource availability, resulting in improved performance across the operation. AOM is an innovative,
professional approach for organizations looking to improve their operational performance.
For further information about AOM or assessing your organization’s current operations management approach
against the best-practice Capability Maturity Model, please contact your local AOMi office from the locations
outlined on the following page.
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