Interdependency of the People, Process and Technology triangle is fairly well-known. If you are not familiar with this concept, then you can read more about it here.
The overlapping areas of the People, Process and Technology triangle indicates that all three i.e. People, Process and Technology flow together where technology empowers the functioning of a group (people) by following well-defined processes.
But when we are developing business processes, there is one more dependency we need to consider- and that is between the given business group, rest of the business of that organization and of course technology applications. This becomes even more important for Corporate Functions, since unlike line divisions, these Function teams service all of the organization in their respective areas.
For e.g. the Human Resource division will provide HR services to the entire organization. It is similar with other Functions such as IT, Facilities, Supply Chain and so on.
Such an interdependency diagram will look like this:
Any given team or group cannot and should not be working in silo. Teams within an organization are supposed to work in a collaborative manner so that all other teams that conduct any preceding or succeeding task are well informed of what is coming into their work pipeline.
Organizational Business, Core Team and Technology helps to identify these dependencies.
Key benefits of conducting such a core analysis is to:
Sandhya Bhat MSc, CSSMBB, CSSE has developed several new (under patent filing) and enhanced existing strategic methodologies to improve technology and human capital utilization, produce greater ROI on investments and streamline service delivery. She is an acclaimed author, speaker, a sought after thought leader and an avid world traveler.
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When you get into a team, the key thing to note is how any team becomes a reflection of its leader! This could be a small project team or a larger organizational department or even an organization that reflects the principles of its CEO and Board.
What is key here is that every team has its own dynamics. For e.g. if it is a small project team or a transient team which has been put together towards accomplishing some specific goal- i.e. A short-term project team, then in that case- coherence of its members is very key. Where there is not coherence with the members and the Project Leader, you will often find that there are un-happy people or that they refuse to accept the project manager as their leader and so on…
Coherence is not about about individuals having a good or bad personality. Different people have different styles. It is true that at a professional level, we are expected to deal and work well with all kinds of people, but the reality is that- it is not always true.
Workplace conflicts are even more apparent than between friends and unlike in a personal scenario where people at times back down to save the relationship, in professional situations, people back down only because they need to (maybe in a lower organizational position). This in turn leads to resentment and sooner or later and in outright or less-obvious way, it is going to get expressed- which may not be for the betterment of an organization.
All organizations should, but particularly if you are a smaller company, then make it a point to hire people based on coherence of your organizational culture. People can be taught techniques and methodologies, but you cannot change a person’s intrinsic personality (nor should you, since they are entitled to be who they choose to be).
But hiring based on coherence will allow you to develop and grow your teams, their capabilities in a manner which is not only beneficial to that specific individual, but also for your organization as a whole. You will find that your people feel better engaged and this in turn will help to build organizational-loyalty, which is starting to be a dying trait!
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Retaining your current talent is an important part of Workforce Planning. Watch on to learn more as about Retaining Talent...
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Your employees, your Human Capital is very crucial for your organization's success. Unengaged or disengaged employees cost companies much more than simply lack of productivity! The actual cost ends up being an exponential total of loss of productivity, plus cost of lower quality and many a times unrepairable damage to company's brand and market-reputation. Because of this, it is ever more important to understand Employee Engagement and understand what steps need to be/can be taken to enhance and increase employee engagement. Watch on to learn more...
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Building an Effective Organization: How to have an Engaged Workforce? (Organizational Effectiveness Series): It is important to have an engaged workforce. After all your people are your most valuable asset! Continuing further with our Organizational Effectiveness series, here is another video on the steps you can take to have a more engaged workforce that will take pride in being part of your team and contribute their very best. Watch on to learn more......
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