This document summarizes a meeting at Provincie Utrecht about implementing self-service using Assyst software. The goals are to reduce the organization's headcount by 30% and improve user satisfaction by encouraging employees to find answers through search rather than contacting support. A centralized digital front office was created using a "click-call-face" model where users search online first, then call for help, and finally schedule face-to-face meetings. The Assyst software was demonstrated as the right tool to power the new online helpdesk and knowledge base.
The main idea for developing this project is to replace existing manual
compliant system with online service support. In order to provide better compliant
response for any kind of corporation problems this system should be effective. This
system will increase corporation reputation by providing better services and
request feedback from people. As we know people are key for identifying
problems.
Imagine, if you will, your company without an HR function. Now suppose you're asked to set up HR: What would you do? Would you create something similar or radically different? Would you create it at all?
The main idea for developing this project is to replace existing manual
compliant system with online service support. In order to provide better compliant
response for any kind of corporation problems this system should be effective. This
system will increase corporation reputation by providing better services and
request feedback from people. As we know people are key for identifying
problems.
Imagine, if you will, your company without an HR function. Now suppose you're asked to set up HR: What would you do? Would you create something similar or radically different? Would you create it at all?
Keynote presentation given by Andy Spence, Founder of Glass Bead Consulting, at HR Change & Transformation 26th September 2013 in London.
Gives short critique of current HR Operating Models, highlights some future trends which will impact HR and some suggestions for what you can do next.
John Allen takes an in-depth look at HR Outsourcing and discusses who should be outsourcing to a and why, how small and mid-size businesses can take advantage of HR outsourcing administrative functions and common questions and answers in regards to PEO services.
HR Business Partnership: Do our business partners really hear us? Oliver C. Requilman
HR Business Partnership is all about strategic thinking; it is never meant to be a strategic function. It is a tactical role that requires strategic mindset.
Due to economic uncertainty many businesses are seeking to become more efficient while maintaining quality and service. Transitioning to a shared service model is at a fever pitch. Here are ten steps to a successful shared service center implementation.
Creating the Human Resources Operating Model for the next generation. See also Blog article on HR Transformer Blog - http://tinyurl.com/nxk5jm. Discussion of key trends, components of HR operating model and some predictions. Short presentation given at EMRG BPO Conference June 23rd 2009, London. Andrew Spence Glass Bead Consulting.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
Business is changing faster than it ever has before. To effectively support the business, HR needs to change, too. The one-size-fits-all HR mantra no longer works for all organizations. Many organizations need their HR to be far more flexible, with digital deeply embedded in the way it functions. Accenture has identified new, innovative HR operating models that create and sustain more flexible and integrated HR capabilities. Each model is designed to suit different strategies, cultures and types of workforces -- delivering a more flexible and strategically relevant HR.
Trends and Best Practices in Global Shared ServicesChazey Partners
The deck shows you the latest trends in Global Shared Services and Outsourcing industry and the best practices on optimizing your Shared Services performance
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
How Business Top Management Sees ITSM Implementation ProjectsPECB
The webinar covers:
• What business top management think about IT?
• How IT Department think about ITIL?
• What ITSM and GEIT theories say?
• Why ITIL implementation projects fail sometimes?
• How can IT Dept. make the ITIL implementation projects succeed?
Presenter:
This webinar was presented by Mr. Mostafa Alshamy. He is IT Services and Training Manager of EGYBYTE with more than 13 years of international experience in ITSM, systems management, security and infrastructure.
Link of the recorded session published on YouTube: https://youtu.be/RdMrntSgFKo
Keynote presentation given by Andy Spence, Founder of Glass Bead Consulting, at HR Change & Transformation 26th September 2013 in London.
Gives short critique of current HR Operating Models, highlights some future trends which will impact HR and some suggestions for what you can do next.
John Allen takes an in-depth look at HR Outsourcing and discusses who should be outsourcing to a and why, how small and mid-size businesses can take advantage of HR outsourcing administrative functions and common questions and answers in regards to PEO services.
HR Business Partnership: Do our business partners really hear us? Oliver C. Requilman
HR Business Partnership is all about strategic thinking; it is never meant to be a strategic function. It is a tactical role that requires strategic mindset.
Due to economic uncertainty many businesses are seeking to become more efficient while maintaining quality and service. Transitioning to a shared service model is at a fever pitch. Here are ten steps to a successful shared service center implementation.
Creating the Human Resources Operating Model for the next generation. See also Blog article on HR Transformer Blog - http://tinyurl.com/nxk5jm. Discussion of key trends, components of HR operating model and some predictions. Short presentation given at EMRG BPO Conference June 23rd 2009, London. Andrew Spence Glass Bead Consulting.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
Business is changing faster than it ever has before. To effectively support the business, HR needs to change, too. The one-size-fits-all HR mantra no longer works for all organizations. Many organizations need their HR to be far more flexible, with digital deeply embedded in the way it functions. Accenture has identified new, innovative HR operating models that create and sustain more flexible and integrated HR capabilities. Each model is designed to suit different strategies, cultures and types of workforces -- delivering a more flexible and strategically relevant HR.
Trends and Best Practices in Global Shared ServicesChazey Partners
The deck shows you the latest trends in Global Shared Services and Outsourcing industry and the best practices on optimizing your Shared Services performance
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
How Business Top Management Sees ITSM Implementation ProjectsPECB
The webinar covers:
• What business top management think about IT?
• How IT Department think about ITIL?
• What ITSM and GEIT theories say?
• Why ITIL implementation projects fail sometimes?
• How can IT Dept. make the ITIL implementation projects succeed?
Presenter:
This webinar was presented by Mr. Mostafa Alshamy. He is IT Services and Training Manager of EGYBYTE with more than 13 years of international experience in ITSM, systems management, security and infrastructure.
Link of the recorded session published on YouTube: https://youtu.be/RdMrntSgFKo
The Generations of Digital governance : From Paper to RobotsYannis Charalabidis
Digital or Electronic Governance relates to the utilisation of Information and Communication Technologies for achieving better digital services to citizens, enhance transparency and collaboration, and promote evidence-based decision making in the public sector. Along these directions, the talk presents the methods, the tools and the solutions that structure the main generations of Digital Governance. Starting from the introduction of computers in the public sector and reaching the emerging applications of artificial intelligence and other exponential technologies, the talk covers the benefits and the challenges for decision makers, from a technical and administrative viewpoint.
The Future of Services Industry Automation - ThinkX, Stockholm, March 12, 2018Søren Ilsøe
Input and inspiration for the future of the services industry automation - the services industry is going through a rapid digital transformation the coming years, find inspiration in drivers and cases from other industries, especially financials and public.
Presentation by Soren Ilsoe, director of Insight Strategy, Analytics & Information Management at the ThinkX Conference
The time has come for a new approach to IT service and support. Employees need a more mobile, social and user-centric experience and IT needs better-integrated tools and automated processes to streamline service delivery. The new IT experience helps people and business do their best work.
summer internship report on HCL infosystem at regional head office in chennai
at No 196 Old No 756 Habeeb Towers No 151/1 B Ground Floor, Opposite TVS & Near Ananda Vikatan, Vasan Avenue Anna Salai, Mount Road, Chennai - 600002
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
What is the point of small housing associations.pptxPaul Smith
Given the small scale of housing associations and their relative high cost per home what is the point of them and how do we justify their continued existance
Many ways to support street children.pptxSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
#donatefororphan, #donateforhomelesschildren, #childeducation, #ngochildeducation, #donateforeducation, #donationforchildeducation, #sponsorforpoorchild, #sponsororphanage #sponsororphanchild, #donation, #education, #charity, #educationforchild, #seruds, #kurnool, #joyhome
Russian anarchist and anti-war movement in the third year of full-scale warAntti Rautiainen
Anarchist group ANA Regensburg hosted my online-presentation on 16th of May 2024, in which I discussed tactics of anti-war activism in Russia, and reasons why the anti-war movement has not been able to make an impact to change the course of events yet. Cases of anarchists repressed for anti-war activities are presented, as well as strategies of support for political prisoners, and modest successes in supporting their struggles.
Thumbnail picture is by MediaZona, you may read their report on anti-war arson attacks in Russia here: https://en.zona.media/article/2022/10/13/burn-map
Links:
Autonomous Action
http://Avtonom.org
Anarchist Black Cross Moscow
http://Avtonom.org/abc
Solidarity Zone
https://t.me/solidarity_zone
Memorial
https://memopzk.org/, https://t.me/pzk_memorial
OVD-Info
https://en.ovdinfo.org/antiwar-ovd-info-guide
RosUznik
https://rosuznik.org/
Uznik Online
http://uznikonline.tilda.ws/
Russian Reader
https://therussianreader.com/
ABC Irkutsk
https://abc38.noblogs.org/
Send mail to prisoners from abroad:
http://Prisonmail.online
YouTube: https://youtu.be/c5nSOdU48O8
Spotify: https://podcasters.spotify.com/pod/show/libertarianlifecoach/episodes/Russian-anarchist-and-anti-war-movement-in-the-third-year-of-full-scale-war-e2k8ai4
Presentation by Jared Jageler, David Adler, Noelia Duchovny, and Evan Herrnstadt, analysts in CBO’s Microeconomic Studies and Health Analysis Divisions, at the Association of Environmental and Resource Economists Summer Conference.
A process server is a authorized person for delivering legal documents, such as summons, complaints, subpoenas, and other court papers, to peoples involved in legal proceedings.
2. ABOUT ME
Thuy – Tran Chau
12 years at Province Utrecht
In several fields: finance, personnel, purchasing,
fundraising, facilities services & ICT services
My function is ICT & Information specialist
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Self Service
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5. Goal for 2015
Target of Provincie Utrecht:
Organisation of 1,000 FTE in mid-2012 to 675 FTE
30% overhead
Target for business
370 headcount in mid-2012 to 150 FTE
Satisfied colleagues with focus on “Beter Performing Outside“
From 7 to 2 departments: framework/advice & control/services
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Self Service
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6. BUSINESS
The operation includes the following task areas:
Finance and Administration
ICT and Information
Communication
Facility Services and Housing
Organization development
Human Resources
Purchase & Fundraising
MO-department: responsible for frameworks and advice
SER-department: provides executive management tasks
Shrinkage is only achievable through a different way of working!
a targeted project which increases efficiency, reduces cost and improves business user satisfaction
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Self Service
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7. Click – Call – Face
Self Service
Services delivered through a Front Office:
the central desk for the whole business.
Using the Click-Call-Face principle:
1. Users are encouraged to answer questions themselves by
searching information in Serviceplein/Wiki/Yammer (‘Click').
2. If the user still has problems with searching, he/ she can
(digital) ask for help (‘Call'). Handling digital .. unless by
phone
3. If the user can not be helped by ‘Click' and ‘Call‘, he/ she
can have a ‘Face‘ contact at the Service Center.5/2/15
Self Service
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8. BEFORE
each domain has own FO + BO
Facility
Administration and Staff (esp. questions, status requests)
ICT (30% of incidents, 40% questions, 30% state requests)
DIV (esp. questions and status requests)
Geographic Information (esp. questions and status requests)
Licensing and Enforcement
Media / Webteam and Printing
Purchasing
Communication
Legal Affairs
Secretary services
Advising
Customer Contact Center5/2/15
Self Service
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9. CURRENT
Centralized digital FO (online Helpdesk)
Each domain focuses on 2nd-line BO
Uniform service management processes
Uniform tooling
Service square (central digital meeting space)
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10. USING THE RIGHT TOOL
FOR ONLINE/ DIGITAL HELPDESK
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