The 7-point business continuity guide from the Chartered Management Institute provides steps to develop an effective continuity plan for any business. The steps include: 1) Communicating the need for a plan to all staff, 2) Creating a complete picture of business operations, 3) Evaluating risks and prioritizing failures, 4) Evaluating current planning and costs to address gaps, 5) Developing a risk strategy and action plan, 6) Establishing procedures and rehearsing the plan, 7) Regularly reviewing and testing the plan with different scenarios. Following these steps can help businesses reduce disruption impacts and "shock-proof" operations.
Rob Mclean provides a summary of his career in corporate communications and public relations. Over the past 15+ years, he has held Director level roles at several technology companies, including CounterPath, NewHeights, and Mitel, where he established PR departments, increased media coverage, launched marketing initiatives, and improved brand awareness. Mclean believes effective communication is crucial for connecting parties, establishing understanding, and imparting trust. He highlights several ways PR can provide tangible returns for organizations, such as increased sales, brand equity, and internal morale.
Three strategic models for social business including the Social Engagement Journey, Relationship Progression and the Social Engagement Matrix. Can be used as either a diagnostic ("Where is our enterprise today?") or a roadmap ("Where does our enterprise want to go in the future?") in creating a social business strategy.
This document discusses organizational change management and its importance for project success. It addresses why people resist change, and how change management seeks to understand stakeholder sentiments and promote efficient change implementation and support. Key skills include business psychology to change behaviors and culture. While organizational design focuses on restructuring roles and jobs, change management focuses on winning hearts and minds. People issues are a major cause of project failures if not adequately addressed. Change management should be a distinct workstream starting at project initiation to develop a case for change and sponsorship across affected organizational areas.
Michelle Richmond IET Qualifying Technicians SFIASFIA User Forum
This document discusses the ICT Tech professional qualification and the SFIA levels. It provides an overview of the SFIA levels 1-4, describing the autonomy, complexity, and business skills expected at each level. Level 3 (Apply) is highlighted as demonstrating technical and professional skills through discretion and problem solving, interacting with teams, and effective communication.
The document discusses the roles and responsibilities of managers. It defines a manager as a person responsible for supporting and directing the work of others. Managers plan, guide, and assess the work of subordinates. They are found in both large and small organizations, both for-profit and non-profit. The document outlines the key functions of managers, including supervising employees, providing support, and helping teams achieve goals. It also discusses important managerial skills like problem-solving, communication, and planning.
This article discusses four main issues that human resources practitioners must consider when implementing a telework program: (1) what costs the employer is responsible for paying; (2) steps to ensure compliance with wage and hour laws; (3) whether an employer can require employees to telework; and (4) which states employment taxes must be paid in. The article provides guidance on each of these issues and emphasizes that properly implementing a telework program requires thoughtful analysis of the legal constraints to realize the benefits while avoiding costly legal claims.
The document discusses the process for evolving solutions and the roles of coaches in that process. It describes the different solution statuses including framed, draft, reviewed, rework, internal, published, suspect, and obsolete. It outlines expectations for coaches such as reviewing solutions, providing feedback, and participating in meetings. Coaches are also advised to utilize queries and filters to review solutions by status, owner, and product. The document provides guidance on what coaches should look for when reviewing solutions and tips for ensuring solutions are properly formatted, technically valid, and findable/usable.
Sustainability needs to be properly represented in design briefs to make it a more systematic part of the design process. Some clients now include sustainability in briefs, showing increasing commitment. However, sustainability is not always included and clients sometimes drop related goals. For sustainability to be effective in briefs, clients must clearly define what they mean by sustainability and align any goals with their corporate targets. Designers can also help by explaining the business value of sustainability measures and considering sustainability even if not formally required in the brief.
Rob Mclean provides a summary of his career in corporate communications and public relations. Over the past 15+ years, he has held Director level roles at several technology companies, including CounterPath, NewHeights, and Mitel, where he established PR departments, increased media coverage, launched marketing initiatives, and improved brand awareness. Mclean believes effective communication is crucial for connecting parties, establishing understanding, and imparting trust. He highlights several ways PR can provide tangible returns for organizations, such as increased sales, brand equity, and internal morale.
Three strategic models for social business including the Social Engagement Journey, Relationship Progression and the Social Engagement Matrix. Can be used as either a diagnostic ("Where is our enterprise today?") or a roadmap ("Where does our enterprise want to go in the future?") in creating a social business strategy.
This document discusses organizational change management and its importance for project success. It addresses why people resist change, and how change management seeks to understand stakeholder sentiments and promote efficient change implementation and support. Key skills include business psychology to change behaviors and culture. While organizational design focuses on restructuring roles and jobs, change management focuses on winning hearts and minds. People issues are a major cause of project failures if not adequately addressed. Change management should be a distinct workstream starting at project initiation to develop a case for change and sponsorship across affected organizational areas.
Michelle Richmond IET Qualifying Technicians SFIASFIA User Forum
This document discusses the ICT Tech professional qualification and the SFIA levels. It provides an overview of the SFIA levels 1-4, describing the autonomy, complexity, and business skills expected at each level. Level 3 (Apply) is highlighted as demonstrating technical and professional skills through discretion and problem solving, interacting with teams, and effective communication.
The document discusses the roles and responsibilities of managers. It defines a manager as a person responsible for supporting and directing the work of others. Managers plan, guide, and assess the work of subordinates. They are found in both large and small organizations, both for-profit and non-profit. The document outlines the key functions of managers, including supervising employees, providing support, and helping teams achieve goals. It also discusses important managerial skills like problem-solving, communication, and planning.
This article discusses four main issues that human resources practitioners must consider when implementing a telework program: (1) what costs the employer is responsible for paying; (2) steps to ensure compliance with wage and hour laws; (3) whether an employer can require employees to telework; and (4) which states employment taxes must be paid in. The article provides guidance on each of these issues and emphasizes that properly implementing a telework program requires thoughtful analysis of the legal constraints to realize the benefits while avoiding costly legal claims.
The document discusses the process for evolving solutions and the roles of coaches in that process. It describes the different solution statuses including framed, draft, reviewed, rework, internal, published, suspect, and obsolete. It outlines expectations for coaches such as reviewing solutions, providing feedback, and participating in meetings. Coaches are also advised to utilize queries and filters to review solutions by status, owner, and product. The document provides guidance on what coaches should look for when reviewing solutions and tips for ensuring solutions are properly formatted, technically valid, and findable/usable.
Sustainability needs to be properly represented in design briefs to make it a more systematic part of the design process. Some clients now include sustainability in briefs, showing increasing commitment. However, sustainability is not always included and clients sometimes drop related goals. For sustainability to be effective in briefs, clients must clearly define what they mean by sustainability and align any goals with their corporate targets. Designers can also help by explaining the business value of sustainability measures and considering sustainability even if not formally required in the brief.
The document discusses the relationship between release management and testing at Telecom New Zealand, noting that release management plays a key role in planning releases, understanding what projects are in the pipeline and their stage of development, and working with development and test teams to plan and scope the next release. It also notes the importance of release management in planning to avoid conflicts over integrated test environments and meeting customer needs through constant delivery while maintaining planning across release and deployment tasks.
TMA World Managing Remote Workers webinarTMA World
Remote and flexible working is increasingly common and the challenge for the remote worker is to get the very best from employees when their primary, or only, means of interacting with them is via technology.
This TMA World e-Class webinar provides an overview of skills and best practice strategies for maximizing the productivity of remote employees.
The document discusses project management fundamentals and tools. It covers topics like change management, configuration management, reviews, directing work, and productivity. The key points are:
1) Change management is a major challenge and different types of changes need to be managed, like changes in scope, efforts, and deliverables.
2) Tools help standardize processes like capturing change requests and tracking project baselines. This improves information retrieval and traceability.
3) Reviews are important to ensure quality but require motivation and proper planning to be effective. Metrics can analyze review performance over time.
4) Tracking work estimates, productivity, and team availability helps manage projects proactively and communicate status updates accurately. Simple templates
ICWA modernized their aging mainframe platform to reduce costs and improve agility. They rehosted existing COBOL applications to a Micro Focus platform running on Linux servers with a DB2 database. This allowed them to compile the existing COBOL code with minimal changes, improving disaster recovery capabilities while gaining a 10% reduction in IT operating costs within 12 months. Key success factors included full executive support, dedicated resources, and a focused proof of concept to validate the technical feasibility before full implementation.
Disaster Recovery Special. Learn about:
- Successful DR Planning
- What constitutes a Disaster?
- So Do's and Don'ts of DR Planning
- How managed services can assist with DR planning
The document is the program for the 2007 SHSMD Annual Conference and Exhibits held in Washington D.C. from October 3-6, 2007. It features sessions on healthcare topics, networking events, and opportunities to connect with peers. Joe Flowers, founder of Imagine What If Inc., is scheduled to give the general session presentation on Thursday, October 4th about integrating physicians and healthcare organizations. The conference aims to provide healthcare executives opportunities to learn, network, and discuss strategic issues in the industry.
Driving Down Cost Through Workplace Strategies: Installment 1-The Physical SpaceGina Payne, LEED AP, ID+C
The document discusses strategies for reducing real estate and facilities costs through workplace changes. It identifies three main cost drivers: employee churn which leads to moving costs; lack of flexibility in physical space layouts; and inefficient space utilization. The document recommends reducing employee moves, increasing space densification to use less square footage per person, and implementing alternative workplace strategies like telework and hot desking to improve flexibility. Case studies show these strategies helped companies significantly reduce real estate costs.
Successful change is about the who, rather than the what, why or howBSG (UK)
Successful change focuses on stakeholders rather than objectives. A change embedded in a business through stakeholder engagement delivers more benefit than one fully addressing objectives but neglecting stakeholders. The document advocates analyzing stakeholder sentiment, continuously involving stakeholders, and addressing their needs and concerns to ensure successful change implementation. It presents a stakeholder-centric approach using sentiment analysis and interventions to monitor and improve stakeholder experience throughout the change process.
KC Cyviz The Future of Collaboration Report - Executive SummaryKjetil Kristensen
The document summarizes the findings of a survey on collaborative work environments in the oil & gas industry. It finds that (1) collaborative environments are seen as mission critical by most participants and their importance is expected to increase, (2) audio/video conferencing and data sharing are the most important functionalities but can be difficult to use, and (3) current and anticipated use of collaborative environments is higher than expected, with over 30% of respondents working in them for over 6 hours per week.
1) The term "Lean" is an unfortunate phrase that does not fully capture the philosophy of the Toyota Production System, which focuses on effectiveness and doing the right things, rather than just efficiency.
2) In other languages, Lean is translated differently, focusing more on concepts like essentials, benefits to people, or appropriate management.
3) In the UK, quality frameworks for general practitioners incentivize activities like quick appointments that can encourage doing the wrong things righter, rather than improving actual patient outcomes.
This document provides an overview of business communication. It discusses what communication and business communication are, the purpose of communication, methods of business communication including oral, written, formal and informal. It also discusses types of business communication, flow of communication, benefits of effective communication, important skills for organizations, frequency of skills use, the communication pie, statistics on communication effectiveness, barriers to effective communication, and ways to overcome barriers through completeness, conciseness, consideration, concreteness, clarity, courtesy and correctness.
Highly visual pdf explaining why employee engagement matters, what it means and what an 'engaged' employee looks like. The evidence infographic, how we get there and some key ingredients for success. As well as pointing to further resources. Use as is or pick out the bits you need.
Please use as you see fit - this exists to help you have quality conversations about engagement and that lead to positive action.
Andrew Brennan and Ruth Banner - DVD training packageCOT SSNP
This document introduces a training DVD that teaches a low-arousal approach for de-escalating challenging behavior in patients with acquired brain injuries. It aims to address high staff turnover, which disrupts continuity of care. Currently, minimal staff training exists for managing challenging behavior. The DVD aims to effectively train large numbers of staff and improve risk management. It evaluates the unit's incident reports over the past year to understand the types of challenging behaviors occurring and justify the need for alternative training approaches that focus on positive relationships rather than power struggles. The DVD's goals are to provide a stand-alone training package for new and current staff on an interdisciplinary approach to working with patients who exhibit challenging behaviors following brain injuries.
Pre-admission Screening of Older Adults with Cognitive Impairment: Considerat...wef
Presentation made by Elizabeth Kirkland and Amy S. Powell on the 17th of May 2012 (event supported by the Virginia Center on Aging's GTE Initiative). All rights reserved.
Virtual teams present unique risks that must be managed. Key risks stem from the multiple boundaries within and between virtual teams, and the challenges of building effective remote interpersonal relationships without in-person interaction. These relationship risks include a lack of shared values and culture, slow development of trust and cohesion, reduced coherence in communications due to time lags, and weak informal coupling between team members. Recognizing these risks enables project managers to take steps to mitigate them, such as facilitating occasional in-person meetings or shifting work schedules to improve synchronous communications.
The document discusses the True Downtime Cost (TDC) methodology for analyzing all costs associated with equipment downtime. It argues that typical management decisions focus too narrowly on direct labor costs rather than considering total overhead and indirect costs. TDC provides a framework to account for all relevant cost factors, from labor to lost production to maintenance. Implementing TDC and standards like MIMOSA can help facilities more accurately quantify downtime savings opportunities and prioritize improvement initiatives.
The document discusses various topics related to technology in the workplace including continuous improvement processes, process reengineering, e-organizations, conceptual frameworks for analyzing work tasks, job characteristics model, work space design, work redesign options, work schedule options like flextime and telecommuting. The objectives are to understand these concepts and how technology influences organizational behavior.
The document discusses radical redesign in public services and caring roles. It explores moving from incremental to radical innovation by improving current services compared to mobilizing community resources and changing outcomes. Diagrams show moving from inside to outside the system and changing goals rather than means. The design process involves learning from users, generating ideas through co-design, and creating solutions that shift behaviors.
Unified Comms Exploring Attitudes Towards Riskrosiegregory
The document discusses risks facing UK businesses and their attitudes towards risk management. Some key findings include:
- 61% of businesses surveyed say they have become more focused on risk in the last three years. However, smaller businesses are less likely to have formal business continuity plans.
- Risks are categorized into two tiers: tier one technology risks like IT and telecom failures, and tier two "talent" and environmental risks. Technology is seen as both a risk and a solution.
- Flexible working enabled by technology is seen as important for retaining employees, though talent risks are still not as high a priority as technology risks for most businesses.
- The closing comments encourage businesses to take a systematic
The document discusses the relationship between release management and testing at Telecom New Zealand, noting that release management plays a key role in planning releases, understanding what projects are in the pipeline and their stage of development, and working with development and test teams to plan and scope the next release. It also notes the importance of release management in planning to avoid conflicts over integrated test environments and meeting customer needs through constant delivery while maintaining planning across release and deployment tasks.
TMA World Managing Remote Workers webinarTMA World
Remote and flexible working is increasingly common and the challenge for the remote worker is to get the very best from employees when their primary, or only, means of interacting with them is via technology.
This TMA World e-Class webinar provides an overview of skills and best practice strategies for maximizing the productivity of remote employees.
The document discusses project management fundamentals and tools. It covers topics like change management, configuration management, reviews, directing work, and productivity. The key points are:
1) Change management is a major challenge and different types of changes need to be managed, like changes in scope, efforts, and deliverables.
2) Tools help standardize processes like capturing change requests and tracking project baselines. This improves information retrieval and traceability.
3) Reviews are important to ensure quality but require motivation and proper planning to be effective. Metrics can analyze review performance over time.
4) Tracking work estimates, productivity, and team availability helps manage projects proactively and communicate status updates accurately. Simple templates
ICWA modernized their aging mainframe platform to reduce costs and improve agility. They rehosted existing COBOL applications to a Micro Focus platform running on Linux servers with a DB2 database. This allowed them to compile the existing COBOL code with minimal changes, improving disaster recovery capabilities while gaining a 10% reduction in IT operating costs within 12 months. Key success factors included full executive support, dedicated resources, and a focused proof of concept to validate the technical feasibility before full implementation.
Disaster Recovery Special. Learn about:
- Successful DR Planning
- What constitutes a Disaster?
- So Do's and Don'ts of DR Planning
- How managed services can assist with DR planning
The document is the program for the 2007 SHSMD Annual Conference and Exhibits held in Washington D.C. from October 3-6, 2007. It features sessions on healthcare topics, networking events, and opportunities to connect with peers. Joe Flowers, founder of Imagine What If Inc., is scheduled to give the general session presentation on Thursday, October 4th about integrating physicians and healthcare organizations. The conference aims to provide healthcare executives opportunities to learn, network, and discuss strategic issues in the industry.
Driving Down Cost Through Workplace Strategies: Installment 1-The Physical SpaceGina Payne, LEED AP, ID+C
The document discusses strategies for reducing real estate and facilities costs through workplace changes. It identifies three main cost drivers: employee churn which leads to moving costs; lack of flexibility in physical space layouts; and inefficient space utilization. The document recommends reducing employee moves, increasing space densification to use less square footage per person, and implementing alternative workplace strategies like telework and hot desking to improve flexibility. Case studies show these strategies helped companies significantly reduce real estate costs.
Successful change is about the who, rather than the what, why or howBSG (UK)
Successful change focuses on stakeholders rather than objectives. A change embedded in a business through stakeholder engagement delivers more benefit than one fully addressing objectives but neglecting stakeholders. The document advocates analyzing stakeholder sentiment, continuously involving stakeholders, and addressing their needs and concerns to ensure successful change implementation. It presents a stakeholder-centric approach using sentiment analysis and interventions to monitor and improve stakeholder experience throughout the change process.
KC Cyviz The Future of Collaboration Report - Executive SummaryKjetil Kristensen
The document summarizes the findings of a survey on collaborative work environments in the oil & gas industry. It finds that (1) collaborative environments are seen as mission critical by most participants and their importance is expected to increase, (2) audio/video conferencing and data sharing are the most important functionalities but can be difficult to use, and (3) current and anticipated use of collaborative environments is higher than expected, with over 30% of respondents working in them for over 6 hours per week.
1) The term "Lean" is an unfortunate phrase that does not fully capture the philosophy of the Toyota Production System, which focuses on effectiveness and doing the right things, rather than just efficiency.
2) In other languages, Lean is translated differently, focusing more on concepts like essentials, benefits to people, or appropriate management.
3) In the UK, quality frameworks for general practitioners incentivize activities like quick appointments that can encourage doing the wrong things righter, rather than improving actual patient outcomes.
This document provides an overview of business communication. It discusses what communication and business communication are, the purpose of communication, methods of business communication including oral, written, formal and informal. It also discusses types of business communication, flow of communication, benefits of effective communication, important skills for organizations, frequency of skills use, the communication pie, statistics on communication effectiveness, barriers to effective communication, and ways to overcome barriers through completeness, conciseness, consideration, concreteness, clarity, courtesy and correctness.
Highly visual pdf explaining why employee engagement matters, what it means and what an 'engaged' employee looks like. The evidence infographic, how we get there and some key ingredients for success. As well as pointing to further resources. Use as is or pick out the bits you need.
Please use as you see fit - this exists to help you have quality conversations about engagement and that lead to positive action.
Andrew Brennan and Ruth Banner - DVD training packageCOT SSNP
This document introduces a training DVD that teaches a low-arousal approach for de-escalating challenging behavior in patients with acquired brain injuries. It aims to address high staff turnover, which disrupts continuity of care. Currently, minimal staff training exists for managing challenging behavior. The DVD aims to effectively train large numbers of staff and improve risk management. It evaluates the unit's incident reports over the past year to understand the types of challenging behaviors occurring and justify the need for alternative training approaches that focus on positive relationships rather than power struggles. The DVD's goals are to provide a stand-alone training package for new and current staff on an interdisciplinary approach to working with patients who exhibit challenging behaviors following brain injuries.
Pre-admission Screening of Older Adults with Cognitive Impairment: Considerat...wef
Presentation made by Elizabeth Kirkland and Amy S. Powell on the 17th of May 2012 (event supported by the Virginia Center on Aging's GTE Initiative). All rights reserved.
Virtual teams present unique risks that must be managed. Key risks stem from the multiple boundaries within and between virtual teams, and the challenges of building effective remote interpersonal relationships without in-person interaction. These relationship risks include a lack of shared values and culture, slow development of trust and cohesion, reduced coherence in communications due to time lags, and weak informal coupling between team members. Recognizing these risks enables project managers to take steps to mitigate them, such as facilitating occasional in-person meetings or shifting work schedules to improve synchronous communications.
The document discusses the True Downtime Cost (TDC) methodology for analyzing all costs associated with equipment downtime. It argues that typical management decisions focus too narrowly on direct labor costs rather than considering total overhead and indirect costs. TDC provides a framework to account for all relevant cost factors, from labor to lost production to maintenance. Implementing TDC and standards like MIMOSA can help facilities more accurately quantify downtime savings opportunities and prioritize improvement initiatives.
The document discusses various topics related to technology in the workplace including continuous improvement processes, process reengineering, e-organizations, conceptual frameworks for analyzing work tasks, job characteristics model, work space design, work redesign options, work schedule options like flextime and telecommuting. The objectives are to understand these concepts and how technology influences organizational behavior.
The document discusses radical redesign in public services and caring roles. It explores moving from incremental to radical innovation by improving current services compared to mobilizing community resources and changing outcomes. Diagrams show moving from inside to outside the system and changing goals rather than means. The design process involves learning from users, generating ideas through co-design, and creating solutions that shift behaviors.
Unified Comms Exploring Attitudes Towards Riskrosiegregory
The document discusses risks facing UK businesses and their attitudes towards risk management. Some key findings include:
- 61% of businesses surveyed say they have become more focused on risk in the last three years. However, smaller businesses are less likely to have formal business continuity plans.
- Risks are categorized into two tiers: tier one technology risks like IT and telecom failures, and tier two "talent" and environmental risks. Technology is seen as both a risk and a solution.
- Flexible working enabled by technology is seen as important for retaining employees, though talent risks are still not as high a priority as technology risks for most businesses.
- The closing comments encourage businesses to take a systematic
Royal Resort Cap Malabata aims to be the leading resort on Morocco's Mediterranean coast. It will mix Mediterranean and Moroccan influences in an authentic yet innovative development located on Cape Malabata with stunning natural beauty and views. The master plan includes luxury villas, townhouses, apartments, boutique hotels, a convention center, marina, golf course, and more to attract families and conventions. It aims to create a lively community with a variety of housing, dining, and leisure activities while preserving the natural environment.
The document presents the vision and components for the Amman Diplomatic Quarter project. The vision is for it to be an exclusive mixed-use development offering places for living, working, and leisure. It will include areas for residences, including luxury villas and embassies; office and event spaces; and open spaces, shopping, and recreation. The residential area will be more private while the Forest Plaza and Park areas will be more public and include commercial and leisure facilities. Embassies will be available in different sizes and configurations to meet various countries' needs.
Hatamania (hatamania.ua) создает инструмент по продаже недвижимости, который помещается на ладони.
Используйте, когда Ваши клиенты действительно важны для Вас!
Превращает смартфон или планшет в эффективный инструмент работы!
Отчет с АСНУ 2013 - http://hatamania.ua/blog/view/admin/4-2013-05-19-yubk--more--chudesn--y-rassvet--yalta-inturist-i-konferentsiya-asnu-2013---/
Three-fifths of businesses now equip the majority of employees with the ability to work remotely. Flexible working is felt to boost employee satisfaction, create a more productive place to work, develop a more flexible workforce and lower costs due to reduced demand for office space. While overcoming fears of reduced productivity, impact on teamwork and blurring of home/work boundaries were initial challenges, in reality these fears are typically unfounded. Three quarters of flexible employees report improved job satisfaction and work-life balance.
FOCUS Newsletter by AIR Technology ServicesJack Taugher
Business continuity involves keeping a business running no matter what. It is important to back up critical data and ensure it can be recovered. A business continuity plan should identify important customers, documents, equipment and employees to maintain operations if normal access is lost. Creating such a plan with input from all departments can help a business avoid damage from disasters or other disruptions.
This document discusses the importance of developing a business continuity plan (BCP) to prepare an organization for disasters and ensure business operations can continue. It provides 6 general steps to create a BCP: 1) identify business requirements, 2) protect data with backups, 3) analyze threats and risks, 4) document the BCP and educate staff, 5) test the plan thoroughly, and 6) re-evaluate and update the BCP annually. A good BCP considers both technical and non-technical aspects, such as communication plans, authorization processes, and alternative resources. Regular testing and staff education are key to making the BCP effective.
Enterprise architecture plans provide little value unless they present information that is clear, relevant, and easily understood by decision makers. User-centric enterprise architecture synthesizes an organization's key business and technical information to support better decision making. It captures and communicates data about performance, processes, requirements, systems, technologies and security. This information is packaged so users can understand the current and future states of IT, as well as the roadmap to get there. However, the information is only useful if presented in a way that is understandable, accessible, and allows easy navigation, such as through profiles, inventories, and models that illustrate relationships in a visual format.
Perspectives On Business Process ManagementNat Evans
The document discusses different perspectives on business process management (BPM) from four main groups: end users, IT, system providers, and risk/compliance officers. Each group has different needs from process models. End users need detailed instructions, IT needs to support the business, system providers need accurate configurations, and risk officers need governance. There is often confusion when these groups discuss processes without understanding each other's perspectives. The document proposes using colored hats - orange, white, blue, and red - to represent each group's view and needs. It argues for a shared process model that links to related systems and information to support all perspectives while using a common business-focused visualization.
The document discusses strategies for IT leaders who feel overwhelmed by hiring demands. It identifies four primary barriers to effective hiring: lack of time for hiring in IT departments, financial constraints, talent shortages, and candidates' desires for flexibility. It then provides five strategies to help with hiring: building a stronger business case for hiring, streamlining hiring processes, focusing current staff on higher priority "big rocks" and using contractors for other tasks, using staff augmentation more strategically to address capacity issues, and partnering with staffing vendors for assistance.
The document discusses strategies for IT leaders who feel overwhelmed by hiring challenges. It identifies four primary barriers to effective hiring: lack of time for hiring in IT departments, financial constraints, talent shortages, and candidates' desires for flexibility. It then provides five strategies to help with hiring: building a stronger business case for hiring, streamlining hiring processes, focusing current staff on higher priority "big rocks" and using contractors for other tasks, using staff augmentation more strategically to address capacity issues, and partnering with staffing vendors for assistance.
The document discusses strategies for IT leaders who feel overwhelmed by hiring challenges. It identifies four primary barriers to effective hiring: lack of time for hiring in IT departments, financial constraints, talent shortages, and candidates' desires for flexibility. It then provides five strategies to help with hiring: building a stronger business case for hiring, streamlining hiring processes, focusing current staff on higher priority "big rocks" and using contractors for other tasks, using staff augmentation more strategically to address capacity issues, and partnering with staffing vendors who understand needs. The strategies are aimed at helping IT leaders feel less overwhelmed and better able to hire effectively.
The document discusses 5 strategies for improving IT hiring practices. It notes that IT leaders feel overwhelmed by tight deadlines and constant pressure while lacking resources like time, budget, and talent. The strategies presented are: 1) Build a better business case for hiring; 2) Streamline hiring processes; 3) Start with higher priority "Big Rocks" tasks and use contractors for lower tasks; 4) Use staff augmentation more strategically; 5) Stop going it alone and work more closely with staffing vendors. The document also identifies 4 common barriers to effective hiring: lack of time for hiring, financial constraints, scarce talent, and candidate demands.
Avanulo White Paper 446 Relentless Achievement An Effective Defense Agai...mstxbusiness
The document summarizes key challenges facing companies in preventing external failures that damage brands, such as product quality issues. It notes that the cost of external failure is higher than ever due to intense media scrutiny. While technology has reduced some risks, companies often rely too heavily on technology without addressing human factors. Truly engaging employees is key to achieving the high quality levels needed to prevent external failures but remains an elusive goal for most firms. A holistic approach is needed that dedicates resources to both technological and human-focused solutions tailored to each organization.
Streamline the traditional approach to make BCP development manageable and repeatable.
Your Challenge
Ineffective business continuity planning (BCP) leads to:
Regulators and customers demanding a functional BCP.
Progress is limited or stalled – no effective approach to make this a manageable project that can actually be completed.
No clear sense of appropriate recovery objectives or how to get there.
Do-It-Yourself Implementation
The slides in this our Best Practice Blueprint will walk you step-by-step through every phase of your project with supporting tools and templates ready for you to use.
Project Accelerator Workshop
You can also use this Best Practice Blueprint to facilitate your own project accelerator workshop within your organization using the workshop slides and facilitation instructions provided in the Appendix.
Let us help you plan your project
Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops.
Onsite Expert Advice
Our expert analysts will come onsite to help you work through our project methodology in a 2-5 day workshop. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully. In some cases, we can even help you to complete the project while we are onsite!
The document discusses redefining how work is done by focusing on results rather than physical workspace or time spent working. It argues that most work can be done remotely as long as employees produce the needed results. Virtualizing work allows reducing costs while increasing flexibility and productivity. The document envisions a future where remote work is the norm and traditional offices are less important, with organizations relying more on a supply chain of flexible workers producing results.
The document provides an overview of Bluesky Connect, a publication from Bluesky HR Solutions.
The first section discusses the need for moderate, periodic attrition of strategic and leadership levels to encourage organizational change and renewal. The next section emphasizes the importance of dashboard management for SMEs to make timely, accurate decisions. It states key personnel and executive attrition are more important metrics than general attrition.
The last section announces new additions to the Bluesky team, client updates, an upcoming management development program, and solicits interest in outsourcing HR functions.
The document discusses the need for companies to develop mobile strategies to adapt to digital disruption from new platforms like social and mobile. It outlines two key triangles to consider for a mobile strategy: 1) the organizational triangle which focuses on reconnecting with customers and employees through platforms and 2) a technological triangle focused on integrating data and apps. It provides six high-level strategic perspectives and emphasizes the importance of understanding customer needs on mobile to develop intuitive new services and apps.
Process Transformation: Your Questions AnsweredDATAMARK
Q&A with DATAMARK’s Director of Business Engineering Nina Brown, covering the topics of Issue Analysis, Business Process Re-Engineering and Assessing Outsourcing Options.
This document discusses optimizing sterile processing workflow through process mapping and identifying waste. It recommends managers map their process to identify all activities, determine which add value, and streamline workflows by eliminating unnecessary non-value-added activities. Process mapping helps pinpoint waste like excess motion, waiting, overproduction, and defects. Optimizing workflow can improve efficiency and quality while reducing costs.
Part II - Why-asset-management-system-software-implementations-failTranscendent
The document discusses common reasons why asset management system software implementations fail. It identifies 5 critical points of failure: 1) poorly defined project scope, 2) not prioritizing the most impactful parts of the system, 3) unresponsive technical support, 4) lack of benchmarks, and 5) ineffective training. It stresses the importance of managing expectations, including customer objectives, required customization, and responsibilities of each party. Clear expectations help address many potential points of failure.
How to become an Analytics-driven organization - and why bother? - IBM Smarte...IBM Sverige
Presentation från IBM Smarter Business 2011. Spår: IBM Cognos Performance.
Information is the oil of the future. It will be the resource running our economy in ways not possible in the past. In this era of extreme information organizations need to understand how to find the information that really matters and how to draw intelligence from it. They need to become Analytics-driven.
Talare: Juha Teljo, Business Analytics Executive.
Mer information på www.smarterbusiness.se
The document discusses five categories of metrics that companies should use to measure performance: 1) customer metrics like on-time completion, 2) productivity metrics, 3) inventory metrics, 4) quality metrics, and 5) employee welfare metrics. It argues that non-financial metrics can be more effective than financial metrics alone and that metrics should be shared with employees to empower them and improve performance. When the right metrics are selected and regularly communicated, employees will be more productive and the company will perform better.
Why Midsize Companies Need Business Intelligence Solutions in this uncertain ...FindWhitePapers
Learn how midsize companies are putting in place a business intelligence information infrastructure - making them more likely to adhere to their budgets and deadlines, concentrate on improving the overall business rather than just one department, and reward employees accordingly.
MiPro Consulting provides PeopleSoft value optimization services to help clients get the most out of their existing PeopleSoft applications. The services assess current usage, identify unused features, and make enhancements to help clients meet business needs without costly upgrades. Consultants follow a structured methodology to examine applications and usage, identify functionality the client already owns but isn't using, and implement recommendations. This allows clients to continue meeting goals even with limited budgets.
Similar to Unified Comms Risk Continuity Plan (20)
1. ping your
Kee ess
b usin ness
in busi
The Chartered Management Institute
7-point business continuity guide
Every business is vulnerable to unexpected challenges, irrespective of its size. So how
well could your business cope with events such as severe weather, technology failure,
or through disruption due to large scale international events. And how prepared are
you to manage the inevitable consequences arising from these type of events?
This is where business continuity plans become invaluable tools, but when things go
well, all too often this kind of planning and preparation takes a back seat.
To help make businesses more aware of the need for this, we’ve partnered with the
Chartered Management Institute (CMI), the professional body dedicated to raising the
standards of management and leadership, and a perfect partner in our mission to help
UK businesses find better ways of working.
Research published by the CMI revealed that businesses who had a widely agreed
business continuity plan in place, reduced the impact of disruption. Whilst having a
plan can’t guarantee total freedom from failure, it’s the first step in ‘shock-proofing’
your business.
And if you think such plans are the preserve of blue chip companies, think again.
Having a plan that can keep you trading even in the face of flood or IT failure has
proven to make a difference between a viable business or one that’s dead in the water.
2. business continuity guide
Getting started
Here you’ll find the CMI’s 7-point business
continuity guide, designed to help get you
started with your business continuity plan.
Print this and start to work through each point for your business using the space provided.
u t why you
1. Work o lan and tell
need a p bout it
everyone a ss and that it
’s
continuity p
roce
dopted and
you own the business The plan needs to be a
l that ected by it. experience
It’s essentia everyone aff ith different
ted to ing people w your overall
communica siness, involv ar about
hout the bu at you’re cle cussion abo
ut
mainta ined throug important th . This might involve dis
f sen iority. It’s s or severe
and levels o il you need hone system .
out the deta ch as, IT or p
objecti ves to work su staff
pact failures, ply chain or
a numb er of high-im ccess to your office, sup
t prevents a
weather tha
3. business continuity guide
2. Get a com
ple
of your busin te picture
To pl
ess
an effectively for
potential disruptio
your business as ns, you need as co
possible. Think ab mplete a picture
out: of
• key products and se
rvices your busin
revenue and profi ess offers that ge
t nerate the most
• the most important
procedures and re
your service sources involved
in delivering
• staff who are critica
l to your activity
• key people who ‘h
old all the knowle
• your main suppliers dge’
• the most important
elements in your
• your key customer supply chain
s and their areas
of business activ
ity
Put together flow
diagrams showin
equipment, and in g the relationship
ternal/external ac between people,
potential failure po tivities. These will
ints. help you identify
4. business continuity guide
s
at e your risk e for
3. Investig aluate what plans you have in plsac e
ar
ent will help yo
u ev hen these plan
A risk assessm se what and w
tinuity an d then prioriti
business con
implemente d.
elihood of
criteria: the lik
risk based on two
can prioritise
Generally, you s impact of fa
ilure.
busines
fa ilure and the ds without
for short perio
se rvice failures e to be
s can sustain ice as if it wer
M any businesse but as sess each serv
ness impact, ree days.
a critical busi e, for up to th
varying periods of tim
impacted for
ons including:
hat if ?’ questi
Ask yourself ‘w
went down?
one systems
• what if our IT or ph t documents?
yed importan
• what if a fire destro ill or leaves?
r of staff is off
• what if a key membe r could not supply to us?
ain supplie
• what if our m er couldn’t pay us?
stom
• what if a cu
As well as:
enario?
worst-case sc
• what is the people are cr
itical?
• what functions and
5. business continuity guide
4. Evaluate
w
planning to hat you are
put in plac
After a risk an
benefit to im
alysis, look at
your potenti
e
plementing th al continuity
they measure em, and the arrangements
up against yo time it takes and costs; th
ur agreed ob to put them e
jectives. in place. See
how
risk
5. Pu t together a
strategy needs to agree
what’s
list
ur stakeholder
pape r. Everyone on yo
Get it down on e plan.
import ant and agree th
cide to:
u list, you can de
For each risk yo
r action
d take no furthe
• ac cept the risk an occur
ate it ld the incident
• at tempt to elimin lop cont inuity plans shou
duce it and deve inate the risk
• attempt to re re you can’t elim
or change the process whe
• stop, suspend
6. business continuity guide
6. Develop
you
continuit r business
Establish ag
y plan
re ed procedure
from the inve s and rehea
stment in yo rse them to
ur continuit get maximu
y plan; for e m benefit
• money sp xample:
ent o
• an effective n a plan must provide
plan should a relevant b
core roles explain who usiness ben
needs to do efit
• use check what and wh
lists and flow o holds
services (sta charts to exp
ff facing a cr lain key acti
• provide ess isis won’t hav vities to rest
ential instru e th ore key
with contac ctions on ho e time to read detailed re
t informatio w to carry o ports)
• save versio n ut the plan,
n-controlled
identifying w documents
h and insert ke
• put a proce en each step should sta y staff name
s
ss in place fo rt
r updating th
is informatio
n
7. business continuity guide
view
7. Try out and re
your plan uity plan to m
ake
ntin
r business co ur team and
follow
review and rehearse you o over with yo
You should scenario to g with each
elect a failure arises the team issed.
su re it works. S is trial run famili nm
rocedures. Th g or have bee
yo ur planned p as that aren’t workin
identifies are e still
process and e sure they ar
s reg ularly, to mak g and
rent scenario antly changin
It’s best to go over diffe nvironme nts are const
ur business. E p-to-date.
ap propriate to yo ur contin uity plan is u
t that yo
it’s importan
And lastly, don’t:
• focus only on office, IT and phones
• forget the importance of people
• think the planning process is ever complete
• fail to recognise that risks to the business may come from inside the business
For more information go to managers.org.uk