Operations Business Management

Why strategies for effective management task Diary

meetings and time commitments are very important parts of the day for many people, and so effective in keeping diaries, which is fine under management is essential. Effective diary management can make the difference between you look like a high degree of professionalism, or you're looking like it's not a good idea to go to work with happen. Many potential customers form strong opinions of people who meet during the first couple of minutes of their meeting. If you arrive late to a meeting, and their opinion of you has fallen rapidly. And failing to turn up to a meeting in each of the almost certainly lose a client and can lead you to have a very bad reputation. Avoid doing so through the use of effective techniques for managing diary.

If you find that you struggle with the appropriate diary management, and do not have a personal assistant to help you out, the best diary management programs may be an option available for you. In fact, some forms of diary management programs are in fact the perfect position in a real personal assistant! If the diary management has become a problem for you, your computer that helps your diary management programs may be a solution much better than traditional paper diary and a pen would be.

Depending on the type of software which uses the diary, you will be able to put the diary program to issue you with a reminder at the appropriate time, so that you are able to prepare for the meeting and get there in good time. Computer-based diary management software also gives you the opportunity to color code the meetings and events so you will be able to understand the nature of your plans with just a quick glance.

Another advantage of programs that rely on more than the physical computer diary is the fact that it is possible to make a proper search using the electronic program. If you are sure that it is supposed to attend this event, but I can not remember exactly when that even supposed to be, then a good electronic diary that allows you to conduct a thorough search for the event. Usually the completion of this research in a matter of minutes! If you were to manually search your diary for this event, you could end up wasting time looking for one so that there is not even! You might even miss out through research and end up forgetting to attend the event perfectly!

Rewards and punishment in labor

managers can rely on the carrot or the stick to reward or punish employees. Unfortunately, most managers do not give a lot of thought about how to reward or punish. In dozens of sessions to develop the administration had paid, I have asked the managers what they use to motivate their employees. Most of the money says. Asked to think deeper about the motives of the employee often realize that they have not really given much thought about what motivates employees, not to mention giving a lot of thought about how the managers as he does it.

few gave much thought to the fact that the error of the reward this kind could in fact have the opposite effect. I share with them the story always representative of the highest sales in large pharmaceutical company where I worked. It was the best the company. Not only did they reward him with bonuses, but they also have many award flights that representatives can win on a quarterly, semester and annual basis. Won virtually all of them! The win trips to exotic and exciting places in cities across the country. I was working at the Center for sales operations at the time. I visited with him to learn more about its success. During our visit I was shocked when he told me how unhappy he was with the company and how he was thinking of leaving!

and soon learned why. He had a large area of ​​land, and was constantly "on the road". He also has several young children. While he realized he had to travel to be successful, and said he did not appreciate the fact that nearly every 3 or 4 months it is expected the company to go at this luxury trips, which took him away from his family even more. He asked: Why can not they just give him the money or give him the prize point, rather than force him away from his family! Management has never considered whether the type of bonuses we offer a really motivate those who received them. The same is true, if not more, when it comes to punishment. When working on difficult to deal with staff case studies, attendance in my leadership development programs usually respond first by simply saying "shoot them." Also talk about and put it on "performance improvement plans," or other types of punishment. Few gave serious thought about the kind of punishment or the manner in which the punishment and whether it has an effect on improving behavior in promoting the desired type of organizational behavior in the future.

At designed to detect examine whether the way managers provide punishment has a positive effect on behavior within organizations, ball, showed Revino Sims that "the punishment could positively impact the behaviors subsequent subordinates (and prevent negative behaviors) If a punishment in a certain way "(1994, p. 314). The researchers found that positive results occurred when the punishment was seen by the employee to be just and "matching the offense" committed by them and "consistent with what others had received" similar violations (p. 315). The researchers also found that the staff felt the punishment was more fair and consistent, and if they have some input in the process (p. 315). The actor in my example above wants input how they were rewarded, employees feel more enthusiastic than punishment if they were involved in the decision-making process with regard to punishment. It may seem unreasonable to engage the employee in this discussion. After all, they are punished. However, the study showed that "people who suffer from a strong belief in a just world and saw punishment as the most constructive and it provides them more control" (p. 316).

Moreover, individuals who see the world as unjust and where they have little control over events "seen as punishment process as less constructive and also provide them with less control, and they saw the punishment imposed as harsher" (p. 316). Through the involvement of the employee in the debate about the causes of punishment and punishment standards manager is said to build an environment that the employee feels free and fair, and where he / she is involved in this process.

implications of this important study. As a reward grants designed to stimulate or encourage positive behavior. The ultimate goal is to change the punishment, or interrupt this negative behavior. Therefore, the Director must consider the results of this study are to be truly effective upon delivery of the punishment. First, it must be seen to punishment as fair and impartial. To be seen as just, there must be consistency in which punishes and reason throughout the organization. Also, it should be proposed punishment in accordance with the sentence contained in the past and is not commensurate with the offense. After that, the employee must feel that his / her some control over what happens to them. Therefore, they must engage in a conversation with regard to procedures and sanctions. Director must take extra time to make sure they "affect the interpretation of the subordinate for the event by highlighting the positive and constructive features that explain clearly and justify the sentence imposed" (p. 316).

This engages employees and helps them to realize that they have control over their future if they change some behaviors. All this helps to ensure that they are punished in a manner improves organizational behavior and citizenship and not be seen as a "big stick" in the hands of tyrannical manager.

References:

Ball, GA, Trevino, LK, The Sims, HP, (1994). Just and unjust punishment: effects on the performance of the subordinate and citizenship. Academy of Management Journal. Vol. 37, No. 2,299 to 322.

6 TQM properties

Total Quality Management is a new way to manage quality involving many levels and operations of different jobs, but they need to be integrated cooperation. Can TQM properties are listed as follows:

(1). Objective:

in total quality management, and the most important goal is to achieve quality. You must assign quality policy toward customers. Meeting the needs of customers means to meet all customer requirements, but do not try to get to some of the quality specified by the standards. Never stop innovation - never stop perfecting quality is one of the most important principles of total quality management.

(2). Range:

to ensure the quality of services and products, requires a comprehensive quality management system and the expansion of the production process for suppliers and subcontractors. Typically, material handling in production may be responsible for 70% of the final cost of the product (depending on the product types). Therefore, to ensure the quality of material inputs, it is necessary specific criteria for each type of material to control the quality mode. It is also necessary to change the way you place an order to make it suitable with the production process.

(3). Format:

Instead of monitoring the quality of the final product (post-production), total quality management and puts the plans and programs to control and prevent problems right before the production process. And use statistical tools to supervise, a quantitative analysis of the results as well as the factors that affect the quality, look at the causes and take appropriate prevention methods.

(4). Basis of comprehensive quality management system:

based on the practice of total quality management in the company is human. We talk about quality, people usually think about the quality of the product. But this is the quality of the staff and this is the main concern for TQM. Of the three factors of the business, which is a hard worker (machinery, equipment, money ...), the soft factor (roads, secrets and information ...) the human factor, is the first concern of human-TQM.

The basic principle of the implementation of total quality management is working to rehabilitate fully and integratedly developed through training, authorization and waiver.

(5). Organization:

Total Quality Management System across the organization and function in order to manage and companies integratedly with the various activities of the system and to facilitate the work group. The implementation of total quality management requires the participation of high and mid-level managers. A proper organization helps duties to be assigned clearly. Thus, total quality management needs of the new management model, with different characteristics than the previous model.

(6). Skills and management tools:

ways to implement must be based on the principle of "properly done in the beginning," in the research and design to reduce the economic cost. Strictly enforce DEMMING circle (PDCA) to make the basis for continuous quality improvement.

The advantages and disadvantages balanced performance on the example of the work of Hotel Card tool

If you are the owner of the business to consider the benefit of a framework of strategic management, and you've certainly BSC and key performance indicators heard. Although these acronyms could strike fear in the hearts of novices, "These are used worldwide to evaluate the various institutions performance, ranging from schools, government agencies, and finishing with military units and small businesses on the Internet. Ever since its introduction in early 190, this tool has gained immense popularity because of the integrated approach to the assessment of business: In addition to the views of Finance looked traditional, developers, and the timing of the card's performance and offered three non-financial areas: teaching and learning, and customer service operations, and internal views. because of these aspects of the performance appraisal system can give a broad view on what is happening within the company. However, there are both pros and cons of this approach. below we will try to point out all of the positive and negative of this tool for example from the hotel industry aspects.

Scorecard designed

It is important to find a reliable officer who can adequately design and knowledge of its components is more important than your hotel work. individuals who belong to various departments may be trying to show their teams to the elements managers the most important in the company (room service managers may focus on their jobs, while the hotel restaurant managers may consider meals as the cornerstone of the entire project). This is why it is a great idea to hire a specialist impartial or independent director to design BSC The list of key performance indicators.

advantages: an experienced, impartial director can create optimal performance for your particular card template and hotel units or the entire network. In this case BSC will be a great tool in the analysis of the success of the hotel and see the relationship between cause and consequences of the views of financial and non-financial standpoint.

Disadvantages: manager with personal preferences and inclinations can be created with the wrong key performance indicators template is not relevant (usually too narrow to provide a holistic view of the state of affairs of the company). Key Performance Indicators wrong to make the entire system is barely comprehensible and useless. Moreover, it can be mistaken for signs lead to wrong conclusions and decisions that can greatly affect the good business structure.

Data Mining

it is impossible to get without any assessment of the data collection. In fact, the card performance balanced all about collecting and analyzing data. But how accuracy of the information they receive from managers and customers?

advantages: in the case of obtaining information from an unbiased source, it serves as a great tool in the evaluation of customer satisfaction and other aspects. For example, you can use the "shopper" service for the unity of your hotel: send it to the restaurant, to the reception hall, or anywhere for assessing the quality of service from a third party. Shoppers can be found in many research agencies and marketing.

Disadvantages: persistent reports can be too distracting, and can reduce overall productivity. Staff may also take the idea of ​​BSC without enthusiasm and fill out forms in a hurry. Moreover, in some cases, key performance indicators may mean getting very vague information that simply can not be measured in numbers.

The right software for your business and choose KPI

The main purpose of performance measurement is to improve business performance.

There is always a risk when you create the key performance indicators to identify all the things that are easy to measure, then collect and report all data associated with it, and then end up in the situation was none of that makes any sense.

However, with a little planning and some basic rules, and choosing the correct key performance indicators and should be relatively pain-free process effectively implemented.

Why key performance indicators are extremely important

key performance indicators enable you to see which elements of the business are performing effectively, they also highlight those areas of the business that is performed. They can provide immediate notifications of changes to the trend, with an appropriate monitoring mechanism. Key performance indicators business could provide valuable information to respond to events that have a significant impact on business. Can

management and then make informed decisions with valuable information about the performance levels of productivity against the target.

to find the right key performance indicators for your business

it is necessary to choose the key performance indicators that relate to aspects of your business that can be controlled. It should also be linked to high-level objectives of the business.

For example, the price of oil may be a vital factor for the performance of your business, but this can not be used in the work have no control or authority to change it directly. By contrast, the high exposure to fluctuations in oil prices can be controlled, so this may be a useful measurement.

Usually, include key performance indicators effective return on investment, and the profit margin, the sales numbers, customer complaints, appointments, unique visitors to the site and conversions, The cost per lead. However, it may also be required for a particular industry or legislative purposes.

process of identifying your key performance indicators

There are basically two main ways you can use key performance indicators to improve business performance.

First, you can use it to highlight potential problems and opportunities; secondly it can be used to identify targets for the concentration of departments and staff to provide targets or goals. It's a good idea to keep these in mind when working through the following steps:

(1). Identify successful areas of business .

process to identify the key performance indicators of your own and start with the identification of areas of your business to be successful, and immediately thereafter, with a focus on the measurements that are relevant and achievable. Obviously this will vary from organization and sector.

(2). Brain storm standards

copies of views on the cause of these areas is a successful arrangement, including management, users and teams in the process. Create a list of saying how you can improve these areas, are there any downsides? Try to answer the following questions for each area:

• Where are we?

• Where do we want to be (and when)?

• How are we going to get there (cost-effective)?

(3). Identify specific measurements

Now you should have your own areas and specific criteria, including a list of key performance indicators and their owners; you will now need to find a better way to measure them. For example it may be clear that marketing is a strategic priority - it is clear from these maneuvers, which was one of the areas that are directly responsible for opportunities through the site which is converted into sales.

you might consider measuring:

• Number of Visitors

• Number of sales visitors

• Cost per lead

Indicators key performance of your own.

Once you have identified your key performance indicators, and measurements will need a way to collect and manage the collection and reporting of data. Should be built data collection process in the labor process, and there are many options available:

Spread sheets

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small databases such as "access"

offers access capacity through basic forms to collect data from multiple sources; the data in one place, and can be used to create custom reports. The downside is that the specialized knowledge needed in the home access, user security and access management can also be resource intensive.

KPI programs

[1945001effectiveandmosteffectivesolutionistouse specialized of KPI . program online application . These are now available on the SAAS model, allowing you to get multiple users to access the system via the Internet. These applications offer many benefits including: providing real-time reports, user friendly, and security entry, and alert, plates and a simplified setup.

Top 5 skills, good project managers

I've worked with and enables project managers over many years. Based on my own what I did or did not do well in my projects, and similar remarks about other projects in their project managers, I present my assessment of the top 5 skills, good project managers:

(1). Attention to the achievement of project objectives - in many types of projects, especially IT projects, it can be easy to get wrapped up in the details, technology and lose sight of the business objectives. The focus of the team and shifts the project to the target technology - for example, the construction of XYZ system - rather than the goal of solving the business problem. When this happens the resulting system may not meet all the company's expectations.

project manager and the team need a clear understanding of the objectives of the work before the detailed planning and work begins on the project. Then, the project manager needs to regularly remind about goals and how to work on the project related to those objectives.

(2). Attention to detail - perhaps more skill -cited managers of the project is the attention to detail, and rightfully so. Projects of any size and has hundreds of thousands of little details that need to be addressed in a timely and proper manner throughout the project period. This is the reason that senior managers were not able to ... projects are supposed to deal with the big picture, not the details.

and not the job of the project manager to deal with all the details, but it is the function of the project manager to remind the team or ask the team for the tasks the details of doing.

(3). This is , planning and implementation of the project, working day after day, week after week, the grunt of the project - contact and coordination with the team. This is done by the project manager works directly with the team to make it all happen ... communication and coordination on their activities, and the dependencies between activities, and amounts of time for activities to do, and issues that must be resolved, and so on and so on.

communication and coordination is the essence of the daily management of the project. It requires good organization and good people and verbal communication skills.

(4). Solving the problem and communications outside the team - solving the problem of the public is an important project manager skill because of the problems and barriers must be dealt with often. In most businesses, it usually means finding people outside the team, including the project manager or team must work with and to take appropriate steps to get a solution to the problem. The means to climb the management ladder of escalation of the problem and get the necessary attention, setting priorities, and resources directed toward the problem.

This set of special skills also includes communicating the situation regularly to the Board on the progress of the project and issues that could affect the results of work, schedule and budget, and so excellent people require communication skills verbal and written communication good skills as well as .

(5). Customer Relationship Management - in the business , it is important that the project manager to maintain a good working relationship with the customer, whether external or internal customer. Customer expectations management is an essential part of this - not in the way of manipulation, but relatively fair and open manner. The client needs to know what is realistic in product development and what is not, and customers always like to be informed about how the project is progressing and if you are, and project manager, and respond to the issues most efficient manner.

CRM also involves communicating with the administration - to keep them informed about the project issues, whether the client is happy and quiet or dissatisfied, it is likely the escalation. Like many others, this area of ​​performance requires clear that good people and communication skills too, as well as good management of issues, which is all about tracking and management of customer issues to the satisfaction of the customer.

Bottom Line: There are many skills that must be the project manager, but if he or she is not these five well, will be the likelihood of success with most of the projects are high.

Ethical issues in inventory management

when we talk about ethical violations we immediately think operational management, or some sort of scandal on Wall Street, and we are rarely aware that frequently happens more in the bottom half of the workforce of the glass tower. Ethics violations committed in inventory management by:

1.Knowingly giving inaccurate information to customers or potential customers on pricing of storage space or other services, and inventory status.

2.Favoring one seller on the other when buying goods or services have a friend who works preferential to the seller or to achieve the possible financial gains.

3.Cover follow-up of damaged products out on shipping.

4.Manipulating inventory numbers and the levels when the client calls into question his inventory levels or when inquiring about inventory management situations.

5.Work slowdown to earn overtime.

6.Giving preferential treatment to some of the staff to achieve the possible gains in the future and friendship.

These are just a few examples and I'm quite sure that if observed closely in your organization, you can find much more than that. Why are these ethics violations occur? One of the reasons is the lack of a code of conduct. A code of conduct is a specific set of professional behaviors and values ​​that employees must know and must be adhered to, including confidentiality, accuracy, privacy and integration. Large organizations have a code of conduct, but occur violations of standards enforceable or management feels the violation is not worth their time.

medium to small enterprises lack a code of ethics program because they either do not know how to develop one, it does not matter to them or they are very expensive in terms of financial resources and manpower.

Enron and Goldman Sachs are good examples of why it's important to have the company's ethics code. In the business world, and the bottom line is to make money and there is nothing wrong with that, but when you consume your organization and you are taking a stand to make it at any cost, and then when the problem comes to view and people will do what they can be it moral or immoral to make money.

code of ethics and to keep people within certain limits of what is acceptable in the organization in terms of behavior and business practices. The reality of the business world is that the rule of profit and as long as the shareholders are happy, and there is full employment in the companies it seems that no one cares and ethics take a back seat to everything else.

with a lot of talk now days about ethics in business and the state of the financial affairs of the ethics of the world is more important today than ever before. Journalist and ardent keeping an eye out for the next business scandal, will each stone to expose and reveal the one, after all what sells news. Travel and work in Asia have found Asian culture is less sensitive for business does not mean they do not care just does not consume her every waking moment and they are not quick to judge such as Western nations.

works with the principles and noble morality is no less profitable than work in a way unethical. Claire, Ferrell and Fraedrich, in their book Integrity Management (1998), described the five known successful companies that have invested and make a profit organizational resources and operate in an ethical manner the three listed below may recognize.

1. Hershey Foods
2. Home Depot
3. Waste Management

ancient myth and says, "It's not personal it's just the work of" hollow then as it is now. Business is personal, especially when you take the time to build a business relationship with dealers and customers to the point where trust you, they will act in a manner that is ethical certainly destroy any confidence they have in your product or services and make it almost impossible to recover.

Different types of hospitality management systems

Hospitality Management Systems is a software that manages your hospitality sector. Arrange food system in your restaurant, program Book online accommodation, it can communicate effectively and manage your operation, and an increase in revenue eventually.

with a range of hospitality management systems to choose from, and understand what is important offers in order to find the right system that is tailored to your needs and budget. Depending on the type of process that runs, you should consider the following systems, their advantages and their suitability for your company should be.

housing management software:

group

software packages housing from those targeting B & B and a small hotel for the owners of those to run the big hotels, clubs and resorts. The basic package offers a simple guest room management, while covering more complicated all the necessary for the management and operation of large chain hotels side. This includes reservations, service, retail, inventory, menu and staff training, accounting and much more.

Front: front office software package should enable the reception staff to track all bookings, and the condition of the rooms and details of hospitality and fees and coordinate restaurant reservations for guests, and the duties of housekeeping plan and the guest check-in and check-out process. It should also provide a means for effective communication with all travel agents and organizers of the activity associated with the system. Features that you should look out the following: reports of arrivals and departures at a specified date. Guest book and details of the booking, including activities and special requests. The rooms and discounts, deals and prices, group bookings, etc visual schematic of hotel rooms and prestige. Optical schematic of a calendar with availability. Facility to print cards in the selection for the guests. Flexibility in the re-appointment of guests to another room. Facility fees easily added to the rooms of restaurants and a spa, and a gift shop, and so on integrating all payment options at checkout and receipt printing. List of work print of staff services for the storage of history Guest communicate efficiently with the reservation and travel agents

housekeeping / maintenance programs: Easy Service program - the use of the sections of the housekeeping and maintenance of your place of residence and will increase the efficiency of cleaning and room service. The main features of this unit will: Tracking the situation room - dirty, clean them, you lose, check-ins and check-outs, and so on all the information such as the number of guests, number of beds, length of stay, special requests (for example, should be the baby's bed , high chair) to clear each of the housekeeping and management personnel. Employees can enter maintenance issues as they arise, and those who are automatically sent to the maintenance department. And employees can request materials and toiletries cleaning order. Employees can track the status of laundry linen supply without interruption.

online booking system: This is a set of programs key to any place of residence. It helps you to increase online bookings directly on the spot. Prospective guests View hotel rooms (size, choose a bed), availability and prices, as well as the services and facilities provided. Systems must be an immediate confirmation of the credit card payments or other payment method online. After payment of the deposit and e-mail confirmation, Guests must be able to enter to view or change booking details. It should be mentioned cancellation policies, airport transportation options mentioned.

Hospitality Management POS systems ( POS) Operations: The restaurants, bars and gift shops hotel and spa, tour desk and other hospitality services. You must have a direct payment or charge Options to room. Apart from the registration of regular sales operations, and should include the issuance of daily transactions for the management, the GAO reports, and report daily revenue.

In the POS sector, there are many hospitality Operating Supply Management sector vendor food systems, which are restaurants, cafes and shops ready and delis.

Restaurant (POS) Management Packs. Of POS management packs, you have the option to order off-the-shelf for restaurants and cafes, where you can specify options to suit your operation, or one dedicated, specially configured for your business. Most systems are very easy to use and cost-effective. Features vary, but most offer the following: An order taking, sorting options, and the cashier using a PDA handheld system. Credit card receipts processing interface customized to your business. More advanced systems are also offered: the integration of all transactions with your accounting software. Inventory / inventory and facility complete translation of the language selected.

Program Management: This module is directed at senior management, and provides access to all levels of the organization. It provides instant access to the database from all sectors, and to ensure full transparency in the supervision and early intervention by senior officials can prevent mistakes being made by inexperienced staff and save money and the reputation of your business. · It can Other amenities include in this package:

tools to develop a different price for rooms and services: daily, seasonal, and special promotions systems, etc. Statistical data - the occupancy rate during specific periods, and other data used for policy-making and custom reports for presentations Council meeting. Organizing promotions and deals. Inventory of the various departments. Staff accounts and programs for the training of staff

remember: high with joint staff for the hospitality industry turnover rate, it is important to choose a system that requires minimum use of training, and have a "safe areas", which authorized personnel only (with the appropriate clearance) you may access and use.

selection and introduction of hospitality management systems for your business is a big job both operationally and financially. But once up and running, the system will increase efficiency, reduce costs and improve service in the company. You will have employees happier and happier guests, who will promote your business and thereby increase your revenue.

Five reasons your business needs occupational safety and health management systems

Every business needs of occupational health and safety management systems in place. It is designed to help you manage your health and safety within the workplace. These systems help to protect the safety of your employees, and work to stop unsafe work practices, and to ensure that safety standards are kept up to date and help your business safe guard against potential lawsuits if an employee does not injure themselves. If you do not have occupational safety and health management system in place then you can employ the help of a safety management consulting firm to come into your work and see what kind of an appropriate management system for your business.

protects employees

with occupational health and safety management systems in place you can work in order to provide a safe and healthy work environment for your employees. It can help reduce the amount of injuries and illness within your company, in order to work to create injury-free work environment. The administration wants systems to be set so that they can help you achieve this goal.

identify risks in the workplace

safety consulting management specialist can come to your workplace and help point out any risks or dangers. Because they are experienced in this area and will be able to identify any risks or risks that may be missed or are not realized in fact potentially dangerous. Sometimes people can get a little reckless, especially when you get used to doing a certain task over and over again. Redundancy and inability to concentrate can turn an easy task in a serious one, so it may be Consultants suggestions to improve safety levels that were not aware of, machines for example need to be safety guards and breaks employees who have at certain periods to reduce redundancy and thus eliminating the risk.

Be active

everyone within your company need to be active in the implementation of safe work practices, including managers, supervisors and employees. There may be a health and safety professional within a particular company or your business may hire employees from abroad. All of these levels of staff within the company need to work together. Workers are forced to learn what safety procedures, and how they can ensure that the daily work practices to meet these standards. Supervisors and managers need to listen to staff about any complaints or suggestions.

training

all staff need to receive appropriate training on safety in the workplace. They need to be educated about what is a safe workplace and how they can go about achieving it. You need to be trained on the use of dangerous machinery or equipment in a safe manner, and also knows what any emergency personnel actions.

audit

once in occupational safety and health management systems are in place your business can not just forget about it. You will need to re-examine constantly to make sure they are up to date and relevant with any changes that have occurred within your company. And occupational health and safety representatives come and audit firms in respect of safety standards, so it is important for this reason, as well as the ongoing safety of your employees to maintain your current standard.

Pros and Cons of workflow management system

workflow management system that allows you to coordinate work between the fixed station in a particular place ( "the base") and mobile units, such as vehicles, in this area. An example of workflow management system operator work station 911. First, a call that comes in place 911 emergency response, and brought the issue to the attention of the operator. Operator updates this issue on the computer, which can then summarize the disorder in a comprehensive report that can be sent to the police, the fire station, a local hospital, or another team which can be dealt with in an appropriate manner the situation. Although this is an extreme example, you can actually implement workflow management system within an organization or business, and therefore at low cost.

workflow management system JobFlow, allows the company to centralize billing, management of receipts to be used again, and the movement of service vehicles to the appropriate destination for them in the time given. With a variety of capabilities such as instant messaging and e-signatures and paper work, JobFlow makes doing business a whole lot easier.

an effective system to manage workflow have a few of the key elements that make success for thousands of institutions worldwide. One, you must help in your people management. Staff should be able to clock in and out, and their whereabouts are always known through tools such as GPS. JobFlow, for example, have the ability to integrate with the drum track for a comfortable car. Two, it is clear that help your cash flow. Workflow management system such as JobFlow does so by allowing the employee to have digital signatures provided by the customer to provide the services, and on the spot. This means if you have a factor in the 8-5, you can handle the payments and the calculation of the revenue generated on the fly, without waiting for the end of the working day when you come to the base unit. Three, must be allowed to grow within the organization. Whether it's efficient links to customers' different accounts, or support NICEIC, it needs to work with your business, and for the benefit of your business.

One important con system workflow management, undoubtedly, is the fact that it requires maintenance. Any upgrade that receive the company that involves technology inevitably require attention - whether it's hardware or software, it could mean the expenses on your behalf. Slightly last con is that there is a learning curve to anything new, so it will be necessary to train them to use the newly integrated tools your employees. However, the long-term benefits for the implementation of workflow management system in the organization that do not already have one far outweigh the opportunity cost of not having one.

People management - goals in the management of people

new director general will be a great experience in the technical aspect of the role, and high-performance here will have earned them promotion to the director or supervisor of the people. However, in all walks of life supervisor of the newly appointed people will be less sophisticated management, communication skills and people. If the work is in the shop floor, hospital, office or business, and a new director has the technical expertise, but will need to build a people management and team building skills.

people management objectives

to set clear goals help any manager begin to build the competencies they need to manage people effectively. These goals are:

(1). To be achieved through other results . So far, he is responsible for his or her own performance and results manager. Now, you will be measured on the results of your team members. Success in the management of people is the presence of the team that beats the best of the best members, and they do it without the help of the manager.

(2). Followers of winning. Is function commander to win the respect of followers and show them the way forward. Director effective people do not want to be loved, but they do not want to earn respect and show respect. Success is when members of the team is confident that they have the ship's captain, who will both keep them safe, which will build a high-performance team that will succeed.

(3). To build personal leadership. You can does not lead others if you can not lead yourself. Before the manager, you could be a loose cannon. Now you control everything you can do to ensure you earn the respect of others and motivate them to achieve their goals. Appreciate this attitude and behavior will affect your team members either positively or negatively. The use of positive behavior in encouraging others to improve and achieve.

(4). To structure and organize global loading effectively. Human resource management involves knowing the strengths of the people and to ensure that the use of that power effectively to achieve high results. This does not necessarily mean building a team of individual specialists, on the contrary. Effective human resources management means building the right team to achieve the goals of your team. You may need to build a resilient people who can enter to their respective roles, or the team that can brainstorm and problem solve any aspect of the workload of the team. Begin with the end in mind. Determine what kind of team you want, and work on how they will train individuals and a team to get there.

(5). To build an effective team operations. Team operations systems that we use to enable the team to achieve its objectives. How can we solve problems, address issues, and generate new ideas, and monitor the productivity of labor or a review of how we work together as a team? Think of the process is the solution to most of the labor issues is to be the correct process to deal with this. Success is when the team have identified the process that they can call for the removal of any block or implementation of any improvement. The team will use this high-performance without the present leader.

(6). Positive working relationships with senior management to build and other colleagues. Managing people involves not only your people, and your administration, but managing your relationships with everyone. This is the role of the director to be able to pull resources for the team and ensure that we work productively with other departments. Your team will want a leader who can influence and persuade others. The director must know what kind of relationship is effective, and it will go towards building a positive working relationship with the network of people throughout the organization. Success is when everyone wants to do business with you, others will listen to your point of view.

(7). To build the habit of a short put -term goals to achieve long term goals. Director effective people take steps forward in every week and every month. Those steps are identifiable goals and objectives should be the basis of these bricks so that more targets will be more achievable. Walking managers and speech goals and achieve the goal. Motivational goals for team members and manager.

(8). Celebrate success. Good people management for the recognition of milestones and achievements target or individual breakthroughs, and celebrates this with the team. Life should be fun, and the best celebrations and small, personal confessions. Homemade cake is more powerful that little bonus! Managing people is about knowing people, find out what will be rewarding for all of them.

Adapt to the Pareto Principle to manage projects

There are not many cases, it can be observed in our natural surroundings where we find an equal distribution of anything of value. Population and wealth and productivity in the workplace, and even the harvest of a plot farmers - A concentration of the products resulting from the minority, which represents the vast majority of the crop. This is just a way to Pareto Principle, pointing to rebuild, as a general rule titled after its namesake, who discovered the principle that as managers, we would be wise to apply in our own projects:

and most of the effects seen in the projects will come as a result of a minority of the work that your team does.

Pareto principle is "vital few law." More specifically, it asserts that by focusing on the 20% of the work that matters most to your client, then you will produce 80% of your project results. It's very important to remember the importance of this principle in two specific areas as the progress of the project: time management and quality control.

1) Time Management
and one of the pictorial wires that project managers have to balance throughout the project life cycle It is that fine line between meeting customer requests are difficult to satisfy with a tight schedule for the project from the ever escalating restrictions. So, what do you do when you add stakeholders nice to be the scale, small changes clause, or requests for jobs that do not necessarily add value or efficiency of their business processes? Or How can perfection that has a tendency to pour hours of unnecessary development to product improvements to satisfy a specific user or owner of the business developer to address? Inhibition unreservedly gold plating by enforcing and educating your teammates on the Pareto principle.

to apply it in your own projects, and look at what we learned earlier: identify 20% of the needs or jobs that will most satisfy the case of the original works of the project and avoid amending and modifications that add little overall functional value. Making impact survey trivial updates her on the project schedule, costs, and the success of the project illegal. And logic with stakeholders and colleagues in this way often win them over to your side, and will help to protect your schedule.

2) Quality Control
ensure the quality of the final delivery through the development of first-class and comprehensive testing and verification is given, is not it? A more difficult task, however, may be giving priority to the resolution of the defects found during the test. In this case, it can also be applied to the Pareto principle when dealing with issues of the system: 20 percent of the defects causing 80% of the problems. What this means for your team? Although it may be tempting to address the "hanging fruit" - flaws that are easy to fix, but not necessarily important for the business - it's wiser to convert the bulk of your efforts to address the most difficult issues. Isolate the more important 20% that will bring 80% or most of the benefits to your client. This focus leads to increase the success achieved and a higher level of customer satisfaction. It should deliver the functionality most important to their business less defects. Once have been processed more difficult 20%, you can deal with this easy to win the confidence of knowing that you've already met the majority of the client's needs.

If there is one thing you can take away from this rule is used for a long time, and remember this: While I certainly do not discourage work harder, being armed with prior knowledge of the Pareto principle, you can direct your team's efforts to work smarter. While not reduce the value of the remaining 80% of the work that you need to do after putting this principle into practice, your clients will thank you for identifying project tasks priorities to meet the bulk of its needs first.

The difference between the entrepreneur and businessman

Is there a difference between an entrepreneur and a businessman. If yes, how they differ. I have seen this question on the Internet on the multi-platform does not correct the answers provided. So I pointed out some of the work texts to see how these differ from each other. They say a structured text is being called when it starts, conceived and achieved commercial operation which is quite unique. In other words entrepreneur is a person who starts working from a new idea and make it work.

businessman is some who start a business on the current market platform developed by entrepreneurs. In this context that we can see that entrepreneurs weigh more than a businessman. Being an entrepreneur a difficult task. And one has to be to cut his own way through the market to find him and get his brand or product in force. The position of the outgoing and the will to succeed in any circumstance of difficult circumstances are the common traits one can find in the regulator.

acceptance in the conservative societies in Asian and European markets, the few is the main challenge faced by the business. In this case the most liberal American market is considered. This is why we find the emergence of more entrepreneurs in the United States more than any other state. But the explosive growth of information and communications technology multimedia helped the ones who aspire to become entrepreneurs. Easily accessible to the masses is one of the major contributions to the business of information technology provided to the business.

Asset Management - save money and improve productivity

Asset Management Can the tool every business used to save money and improve productivity

for most companies, and efficiency Track or installed base of equipment during the service, and management of spare parts inventory of the key factors in determining the internal productivity and profitability prospects of customer service. However, many organizations do not use after the process of a comprehensive asset tracking and management to ensure the availability of quality data that can be used to generate business information that can save them money eventually and improve efficiency. This is unfortunate, because the tools are readily available - it is just a matter of making it a priority.

What is asset management?

There are many definitions of "asset management", despite the fact that most deal primarily with financial considerations. Some are based on advanced maintenance management systems; some configurations to manage equipment factory floor; and some for the purposes of network monitoring equipment or even a rail car and container sites. However, no matter what the situation or the application of your business deals with, is still the core of a fixed definition. Asset management is a "methodology for the identification, classification and monitoring, maintenance and operation, development and replacement of the physical assets of the company on the basis of effective cost process."

in order to be truly effective, must be based asset management process on the basis of accepted accounting principles on a large scale, and supported by the right mix of sound business practices and financial acumen. And that the administration can provide an effective tool that can be used to extract the best short and the decisions of long-term planning. As such, it is something that every business should consider adopting - and embrace.

after years of studying and supporting information technology (IT) needs and requirements of customers in all key areas for action, and we prefer to asset management sets a more dynamic way, including each of the following four key elements:

• and empowerment to generate and maintain the critical data management to be used internally by the company, as well as with customers and suppliers (such as installing or maintenance entitlement database) involved in it.
• a comprehensive process to acquire, validate and accommodate data in corporate information systems.
• flexible system allows any manual gain and / or electronic capture and reconciliation of data.
• program with accurate and intelligent reports of significant operational and business information.

asset management is not just identify and record the information technology and equipment related; it is the process of making assets, which owns most of the work productively - and profitable - business. Moreover, it is not a system you can buy. But, instead, and business discipline to empower people, process, data and technology.

What are the signs and symptoms and impact bad asset management?

poor asset management leads to poor quality of the data - and the poor quality of data that can negatively affect the business over time. In fact, experience shows that there are a number of common causes that can lead to poor asset management, including the lack of controls to manage the work and / or update asset data; lack of ownership of the asset quality data. And out-of-balance investment in people, process, data and technology. In addition, some companies asset management may not consider to be an important function, with a focus on all audits; while others may not consider the asset data to be an important component of the intellectual property elements of the business.

The initial symptoms to manage poor assets are also everywhere to some extent, and can include anything from many of the compliance and security issues, and on capital can not be controlled and / or budgets account, and over the network crashes and poor performance, and assets less or use more, incompatible software applications, and increased operating costs and size, and asset data matching and not derived from various organizations and / or labor regulations.

Moreover, it can be ongoing practices poor asset management affect the business through degrading delivery of customer service, and the pollution of the existing installed base of data and resources distracting with customer data issues, for example, sales, it may be the weakness of the provision of services by sparing flour warehouse customers create entitlement issues, and increase the escalation to senior management and reduced customer satisfaction. Base install certain lengthen renew the contract cycle time and limits the opportunities for income and prevents updated technology planning. As a result of the management of poor assets can be ultimately destructive for the business, and often leads to one or more of the following negative effects:

• increase asset total cost of ownership (TCO)
• drop productive workforce
• issues of increasing non-compliance (ie sulfur)
• decreased customer satisfaction
• the lower the return on investment (ROI) on capital investments
• drop network / business performance
• increase the number of internal and external audits

causes of poor asset management can be many. Symptoms prevalent. And the results are devastating. However, the good news is that there are specific solutions available that can help any organization to avoid these pitfalls.

Petro asset management process

just "chasing data" is a weak substitute for a formal program for asset management, can be a daunting and expensive and not very rewarding task. In order to achieve the full benefits of the asset management program, the first order of business is to move the paradigm shift away from the cleaning of a large block projects, reactive and ineffective generally can usually accomplish little or nothing. And instead focus on the implementation of a series of planned operations, proactive cooperation with the client or a senior partner or service provider. There is a need for something more. This is something more than that is the official asset management process.

assets that are ultimately selected for use by the organization management tool that should be one that meets their specific - and sometimes unique - needs. This is obviously a case where "no one size fits all." Whether the situation calls for just the improvement that has occurred to the Tool menu, and re-engineered or revised process, or a completely new approach, and the needs of each institution must make an accurate assessment and evaluation, and must be designed customized and implemented to achieve the best results solutions.

Some organizations may already have the internal skills and experience needed to build asset management solutions on their own, while others will need to look for professionals with significant experience in the design and development of certain types of processes and applications that will be required, starting of data mining, to accommodate the data, and the development of associated systems and implementation. Although many of the solutions might look good on paper at the beginning, "the devil is in the details", and the details will play a crucial role in the prospects for successful implementation.

designed either internally or through an independent systems integration, implementation will need to focus on specific aspects of the analysis, and the development and preparation of reports to ensure the provision of integrated solutions and their implementation. Many companies mistakenly believe that they can build an effective tool almost Asset Management "out of the box." However, while the concept easily enough to understand the unique environment of information technology and the complexity of each organization is like this, there will be a need for outside help in almost all cases.

to address the many complexities that determine individual business organizations, we have developed our own asset management process, known as Petro. Includes five main areas of focus, Petro, using Six Sigma approach, can serve as a basis for the design and implementation of an effective solution for asset management end to end. And include five major components:

1. P - before inventory: review and junior high from the ground up - check and verify the company's assets, spare parts, inventory, and records of installed base and requires a data reference; Create framework for an inventory and audit network or data mining; create a baseline for comparisons.
2. E - extraction: the client's network to get the data - to acquire data from physical inventory, and tools for computer network or database record extracts in different forms of discovery.
3. T - translation: Draw maps data - map and repeat data from the acquisition of the shape to a form that can be matched to the fundamental data of the company explanation.
4. R - Reconciliation was found to reconcile and liberation - to validate the inventory / extraction to baseline results. Matching and validation inventory / extraction to the baseline record company, and generate user reports associated with the results.
5. Oh - the original absorption: conversion, merging and load - a process to accommodate the data to corporate systems; transforming reconciled data to the defined data elements with attributes and values ​​are consistent with the company's data and definitions requirements; data integration into a unique cases, standardized, data tariff to meet business data requirements. Download, integrated source of data transferred to the company's records.

The first corridor of the process of Petro defines "clean" baseline records that must be maintained over time. Since the success of any solution to asset management in the long term is directly related to the quality of maintenance continuous data used for the program, it must be designed interfaces process and the system of which to support the continuous updates represent the data for the company databases through certain points of contact where is updated assets or change data. In other words, you should not can ensure data quality throughout the entire process, but the ability to resolve to maintain the quality of the data over time, and through all the individual points of contact, and it must be protected.

ongoing asset management at the touch points of the process

solutions and ongoing asset management (also known as moving, add, change or delete -MACD process is a simplified version of Petro focused on the ongoing control processes, a consistent process of repetition, owned mutually by managers contact points (both within and outside the Organization) and the master database of record. it should ensure the quality of data updates through processing in a timely and effective to update records (Delta).

in cases pass data between the different organizations, should take extra care to develop a collaborative process in a transparent and ensure the quality of data updates. must be the depth and complexity of Petro process commensurate with the size and frequency of updates as well as data hygiene at the contact points. can processes ranging from customer self-service accounts for small management fully cooperative large accounts with heavy volumes and issues frequent data quality.

components key current assets management process

key factors of the process MACD consists of the following four elements:

1. and extract comprehensive and translation of data and reconciliation process - the development of each of the processes and standards for the collection of data updates (electronic or manual). - The performance of automated or semi-automated, and the process to validate and compile and reconcile the results. - The establishment of data management MACD to store and keep track of temporary records during the ongoing operations of Petro - develop automated case reports in all stages of the process transparent to all points of contact MACD - formatting data updates in the contact points and / or outside the sites (customers).
2. process, policies and development procedures - making analyzes the asset management process MACD required assessments at all points of touch. - Design and development processes and capabilities to support the implementation of Petro. - Determine the required policies and procedures in the asset management process for both the near and long term.
3. requirements / systems development - the development of all the functional requirements and regulations. Coordination and involvement of information technology in the development of an automated system to analyze and extract, transform and reconciliation and the absorption of the company's data. - Development of models and work systems, as needed, to support the asset management process.
4. data maintenance - development of processes to support asset management process for the implementation of the long-term, including ongoing maintenance and data integrity. - Development of Performance Monitor meaningful assets and operations control.

Sri risk management buzzwords revealed

hello to the world of risk management, or what is sometimes now called enterprise risk management or ERM.

for anyone looking for a reference to the concepts used in the past or the newly appointed expert danger, and you will see elements of risk management in the organization in some of the concepts below. May be part of:

1. contingency planning,
2. review and due diligence,
3. review of the acquisition,
4. , and mergers and acquisitions review,
5. operational evaluation of
6. facilitated senior management strategy session in this approach, or
7. risk management.

by a common source of the definitions of the Business Dictionary, think of these concepts as follows:

acquiring coordinate planning of individuals involved in the purchase of an asset or supply activities to ensure the timely and cost-effective.

contingency planning activity is taken to ensure that will be taken by the management and staff in emergencies appropriate and immediate follow-up steps. Its main aims are to ensure the following:
(1) contain the damage or injuries, or losses, individuals and property, and
(2) the continuity of the main operations of the organization.

due diligence is a measure of wisdom, responsibility and diligence that is expected of it, and usually practiced before, sane and wise in these circumstances.

operational evaluation is to assess the effectiveness of the work and suitability of the system during the test methods aims to:
(1) identify the flaws and gaps and areas of danger,
(2) the adequacy of the output measure, and
(3 ) assess the reliability of operations.

include

risk management policies, procedures and practices involved in the identification, analysis, evaluation and monitoring, and to avoid, reduce or eliminate unacceptable risks. Assuming the risk of the company, and to avoid the risks may use, and retention of risk, and risk transfer, or any other strategy (or a combination of strategies) in future events sound management.

often the new expert in the job has to get a working knowledge of the terminology and industry buzz expressions as one of their first steps. If you are an expert in risk management of the new institution, or a risk management expert, and you'll see these conditions regularly.

Why is management cycle therefore very important for training on the proper management of

anyone who has a career within the confines of the corporate world needs to know why the management cycle is so very important for the proper training of the administration. Some companies have fallen into the bad habit of very cheap and is successful in integrating training style and function. We will examine to what kind of education we are talking about is much better for something like this alternative.

will

any person suffering than ever before through such a situation the workplace are quite aware of this, but the truth is very simple. The presence of the Director of poorly trained or unqualified is not a very good thing to have to go through. Something like this is very bad for business because you do not have a qualified person leading your team, and in the long run productivity is suffering so much.

whole purpose behind the kind of course we are discussing is to make sure that the manager learns the true master the skills necessary for the performance of his or her job properly. As we mentioned earlier, the training work just can not put the time and effort that is required to produce the kind of director that is necessary to achieve high-quality results.

If anyone is considering the achievement of such education, they need to be sure that they get a degree or certificate that relate directly to the actual position will be filled. A lot of people spend a lot of money on education, which is very broad and generalized that they have a problem applying what they have learned in the actual work day. If you spend the money, take the time to shop for the session that fit you best.

is a high level of importance that people consider the fact that there are some employers that actually require this type of standardized training in order to get any kind of promotion within their companies. Some even require it to fill entry-level jobs. Also consider that the number of companies that expect this type of education is still continuing to grow every day.

There are some people who prefer to go to the actual physical locations when they learn their trade skills. Also keep in mind that, while we have said some negative things about some of the levels of vocational training, and there are many companies that offer exceptional training. Sometimes they even provide this type of course and my painting was licensed properly to do so.

when you are thinking of taking a qualified training course for managers, do not forget that the vast majority of options are open to anyone who uses the Internet. Not only are most interest in online education is very clear, but this type of classes and usually more cost effective type as well. All of these things are very important to consider if you need this kind of training.

After learning a little more about why management cycle is so very important for the sound management of training, you might want to browse around the web to learn more. Find such a thing can not be a bad career decision.

Trading partner of human resources in (HRBP's) - Are they really business partners?

Over the past few years there has been excessive use one function - the title of human resources business partner (HRBP). However, it does not seem that many of the defending champions and the title of the providers that understand the meaning of this role. First and foremost, "human resources" director and "human resources business partner" is not the same, and therefore can not be used interchangeably. Second, human resources business partner is the role of a high level, and thus an individual must have a great deal of experience before they called HRBP. HR business partner equal to head of human resources, the SBU head of human resources, the country head of HR, the head of the regional human resources. Responsibilities of human resources business partner in any industry are as follows:

1. goals Cascade Business segment and targets for improving the reconciliation of work and strategies of human capital, and ensuring effective implementation of
2. partner with a leader the business sector to develop and deploy strategic planning goals to build a dynamic that will provide significant growth and sustainable enterprise.
3. provide guidance to managers and employees regarding the interpretation of company policies and procedures. Guide and coach managers on employee relations and issues of human resources, according to company policies and best practices, including disciplinary, grievance, performance, and redundancy, and management of the absence of
4. advise and Business Coach leaders on issues related to talent management, including competency requirements , manpower planning, selection of leadership, executive and training, performance management, retention, and succession planning
5. working in partnership with executive management teams to identify opportunities and areas for improvement to support improved organizational performance and the people in line with business needs
6. leadership and organizational efficiency and positive results through lean, harmonization of systems, processes and structures to pay for people's right behavior and participation.
7. leverage employee data (such as interviews, climate survey results, turnover analysis) and performance management system to improve employee engagement, performance and retention.
8. development of behavior, team building / team strategies both proactively and when necessary to improve the team's performance. The current options for managers on organizational structure, roles and responsibilities and staffing levels, and management of the matrix.
9. maintains in-depth knowledge of the legal requirements relating to day-to-day staff management, and reduce legal risks and ensure regulatory compliance and policy.
10. achieve a sustainable increase business results through spending wisdom on people costs and help make business informed decisions with respect to the investment people

competencies necessary to be successful as HRBP -

1. accomplish guidance - this includes working on efficiency achieve results and improve the individual as well as organizational contribution. An individual who shows these competencies analyzing organizational results for decision-making, setting priorities, or the choice of targets on the basis of input and output calculated. This includes the process of analyzing the results of both people involved. Moreover, he will follow the results and measures against a standard of excellence not imposed by others. Also, he said he would make decisions that allocate limited resources to achieve policy objectives.


2. business acumen - the individual demonstrate these competencies has a thorough knowledge of the organization and strategic direction of the ministry, programs and services, and environmental effects and their impact on the long-term because it is related to human resources management. Moreover, he will be able to understand clearly the direction and expression, culture, and the challenges and priorities of the business organization and take appropriate action to harmonize these tasks with the business direction and needs.


3. Change leader - HRBP indicates that jurisdiction will be able to lead, develop and champion and promote change in the workplace, and building employee and departmental support and commitment. He also said that he should be able to persuade and convince others to gain support for the recommended change to the need, and provide options and solutions that are reasonable and logical.


4. decisiveness - crucial to an individual takes ownership decisions and ensures decisions are consistent with the legislation, and previous policies and procedures of the organization. He said he will put the systems to monitor proactively identify risks and carry unacceptable risks. Moreover, he said the integration of risk management in program management and organizational planning.


5. impact and influence - and HRBP with efficiency from the "influence effect" will be able to develop and maintain an open and honest professional relationships with colleagues, clients and stakeholders. And you will be able to persuade, convince and influence others in order to achieve understanding and to reach an agreement. Moreover, he will be able to guide and train a variety of staff to lead a team capable of meeting its goals and objectives, while maintaining a healthy and productive work environment, respectful, safe and free from discrimination. He said building a "behind the scenes" support the ideas.


6. leadership and development teams - behavioral key indicators of this competence is HRBP's ability to develop and implement building and support and promote team morale and productivity strategies, as well as promoting a positive and cooperative working environment. He gives the reactions to direct reports, peers, and / or team members or other personnel in behavioral rather than personal items for the purposes of development, and refer them to the resources available to help enhance their success. Moreover, he encourages a climate of openness and trust and solidarity among employees by treating each person as a member of a team worth where people feel comfortable in expressing their views and needs.


7. building the relationship - relationship building involves the ability of for the development of communications and internal and external relations of the organization, to facilitate the work efforts or to get support. This type of relationship is often quite deliberately, usually focused on the conduct of this relationship road. And HRBP who show this efficiency works continuously to build and maintain relationships and networks critical ways of communication that contribute to the achievement of the goals.


8. Results Orientation - establishes and maintains effective accountability systems to review activities and goals to strategies; analysis of performance information to identify priorities and to take calculated risks to improve the operations and activities of the Human Resources, expects emerging issues and manage the risks associated with them. HRBP is to show this efficiency is able to develop, maintain and manage effective performance and accountability systems ensure the activities and objectives to support organizational strategies.


9. strategic direction - in HRBP who demonstrate this efficiency priorities for action in line with business objectives, and work and implement strategies and policies in accordance with the organization of the strategies, goals and targets. They consider and re-consider the impact of policies, processes and methods based on future trends and developments. Also make sure that there is an emergency and the problems and situations that may occur plans.


10. subject matter expertise - detailed knowledge of HR principles, concepts and strategies, trends and current issues.

This write-up is to try to develop the role of human resources business partner in the organization and highlight their importance. I hope this will be helpful in expanding your knowledge horizon. HR business partners play an important role in the organization and provided its role has been carved properly and interpreted. In the absence of the right knowledge, and HRBP nothing more than just a fancy job title and other fad human resources.

Management by objectives - a new way to manage

In 1965, George S. completed. Odiorne book management by objective. The fact that the term "management by objectives" has now become a common designation for corporate managers across the country demonstrates the success of Odiorne literary efforts.

management by objectives (MBO) is the practical application of the logic behind the idea of ​​the theory of setting goals. MBO is a process that staff involved with management in setting goals or objectives. A key feature of the MBO program is that it involves a single negotiating session on-one between supervisor and subordinate to develop goals and concrete objective for the performance of the employee. During the session has been set a deadline to measure achievement, and discuss paths to achieve the desired objectives and remove potential obstacles. After the expiration of the founding of time (usually six months or a year), and the supervisor will meet again for the review of the subordinate's performance using the agreed targets on the measuring stick.

is based on the concept of Odiorne management by the target on a basic premise that any management system is better than no system at all. Secondary hypothesis states to be viable, any management system must bridge the gap between theory and practice.

has shown

research in organizations such as Black and Decker, and Wells Fargo, GE so, on the whole, MBO programs can succeed. Because MBO depends on the applicable principles and setting goals, it has great potential to improve performance. In the real world restricted, however, can sometimes reduce the positive impact of the system and setting goals.

The idea that activity management should be directed towards achieving pre-defined goals, which is appealing intuitive great. Whatever the circumstances are incompatible with the Director of acceptable behavior from any point of view of social and legal sense, or common.

is based on the concept of Odiorne management by the target on a basic premise that any management system is better than no system at all. Secondary hypothesis states to be viable, any management system must bridge the gap between theory and practice. A third important hypothesis states that the assessment of managerial performance is not a separate activity from the other activities of the company. In other words, it is the process of evaluating only one of several sub-systems operate within the confines of the management system geared toward a particular goal.

Before proceeding to discuss the key elements of the "case" management unit several statements objective system seems justified. Each of the following statements related to environmental conditions faced by managers and puts the setup at a later date to determine the practical significance objective management system by:

A. Because the economic environment within which they operate businesses have changed quite dramatically in recent years, it has developed a whole new set of requirements on companies and their directors.

B. The initial step in the management system on a unity of purpose dictates that managers identify, somehow, and organizational goals that aims to meet the new requirements noted in A, above.

Jim immediately identify the company's goals, it must be available to manage an orderly distribution or allocation of responsibilities and directed towards achieving those goals.

D. in the practical world of business management, and administrative behavior should become the prevailing administrative figure. Moreover, in the final analysis, the results of behavior (measured against specific targets) become the basic criteria for evaluating a good performance.

is recognized

E. total participation of management staff in setting goals and making decisions for the social and political value in spite of its impact on production levels may be low.

F. and there is not a better one management system. Moreover, since the administrative activity depends, to a large extent, on the point of view of both the Director of specific targets and economic system overall, and his actions should be discriminatory.

in a shorter form, which makes the management system through objective decision Odiorne and contains the following basic elements: (1) setting a goal before you start. (2) to collect and organize all of the relevant facts; (3) identify the problem and its causes. (4) Work on finding a solution and some of the options; (5) Options screen through some decision criteria; (6) put some security measures to enhance the potential success of the solution. (7) Gain accept the decision. (8) the implementation of resolution; and (9) the measurement results. It is now considering every element of the nine elements in more detail.

and there is a positive feature of the MBO system lies in its focus on the development of specific measurable goals. In fact, the goal of this is the UN, acceptable or unacceptable in the MBO system only in the non-measurable might think that this is impossible for all the goals, especially the ones that those executives at a high level. Although it is difficult to measurable targets in the upper levels of the organization's status, but it is possible. For example, one of these goals may be quantifiable that the institutional will be ranked in the top ten by the annual ballot of executives in the same industry. 0R college football team coach has a goal to make the top 20 in the poll of trainers, "The Associated Press over the next five years. Some targets more typical to increase the market share of 45-55 percent by the end of next fiscal year, to increase annual production by 10 percent, or to increase profit after tax by 3 per cent., and can be some of the goals measure in the yes or no and fashion. for example, the goal of establishing a training program for sales staff or completing a feasibility study before a certain date can be judged on the success or simple failure fashion when it arises in the schedule. either such a project has been completed or it did not.

advocates MBO believes that everyone in the organization can and should be involved in the development of this includes all employees, from the CEO (who has put goals in consultation with the board of Directors) to the newest member of the objective of the cleaning crew. in practice, however, managers mid-level supervisors first line and participate more common in such systems and setting goals.

supporters systems MBO is also believed the supervisors should play a special role in the process of setting goals. Supervisors themselves as instructors or advisers must whose role is to help their subordinates to achieve the goal. This is the role of the coach / advisor extends beyond just helping to identify and remove obstacles to achieve the goal (for example, using personal influence to speed up shipments from another department). It also means that the supervisor will act as a mentor, someone to whom subordinates can go with problems related to their work and assume that they will be treated with the respect and support.

One of the major obstacles to the success of any MBO program can be a lack of support from executives at a high level. If the key people in the organization, and especially the President and Vice President, does not fully supports the MBO, the lack of support it is likely that hair and answered on the lower levels. The net effect will be a decided lack of enthusiasm for the program.

problems may also arise if managers are not interested in having a subsidiary to participate in the process of setting goals. Some managers prefer to retain the evaluative and superior attitude and uncomfortable with the idea of ​​being a coach or counselor to their subordinates.

personal conflicts between superiors and subordinates is another potential problem for systems of goal-setting, as is the competitiveness. A president who feels threatened by the talented subordinates may do little to help them be more successful and, therefore, more visible, and in addition to that, subordinates may be reluctant to identify hard targets for fear of failure and its consequences.

also tends

MBO systems to emphasize the midwife aspects of performance measurement while ignoring the more qualitative aspects. This is an understandable tendency, where participants are encouraged to MBO systems to focus on such dimensions of performance.

qualitative aspects of performance, which are often more difficult to identify, measure, likely to be ignored or de-emphasized. For example, how do you define the quality of service provided by the organization or enterprise image in the local community and measurement? MBO because the success of any system depends largely on the quality of the relationship between supervisor and subordinates, and the degree of trust and support in the work unit is a primary concern.

for MBO system to be very successful, and these elements are important basic conditions, and the lack of confidence and support severely restrict the effectiveness of the system. Although many of these potential obstacles, and track record of MB0 was fairly good, and in the last review of the literature devoted to research MBO, Robert Rogers and John E. Hunter examined 70 report that the quantitative evaluation of programs MBO. They showed their findings productivity gains in 65 of the 70 study evaluation. The rate of increase in productivity by 47 percent, while the cost data and savings, on average, 26 percent showed. The employee alarm attendance also improved by 24 percent. The polls revealed a follow-up to the level of top management support for programs and increased productivity by 57 percent when he was a senior management's commitment to a high 0.33 percent when the average commitment, and only 6 percent when he was a low level of commitment.

has passed

MBO through several stages since its introduction in l95Os. In the beginning, he was greeted MBO with a lot of enthusiasm on the part of managers and scientists administration, during the late 1960s and early 1970s, and it seems the MBO, so be "sweeping the nation." At present, MBO seen more objectively by scholars and practitioners as a tool that can be more effective under certain favorable conditions. Now it has become outdated even to call the initials MBO. In fact, the principles and philosophies of MBO has become even passion Laden in the minds of managers of the organization often enter MBO system under a different label. For example, an organization may establish a program called START (short range goals and review), or GAP (the goal of acceptance) program. It is likely that borrowing heavily, if not entirely, from the MBO mechanics of such software approach. In short, the trend towards the development of old wine in new bottles, with the recognition that the development of a common goal is not a panacea for all organizational problems in all possible circumstances.

This theory helps in several ways.

• unique ability on multiple levels of management to appoint, assign, approve, suspend or modify, refuse or just display MBO measures and scores.
• cooperation for the performance metric between employees and managers settings.
• and the clarity of the situation MBO progressing through the steps of the workflow.
• and the conduct of a formal action to comply with internal business rules and processes.
• The estimated bonus payments automatically on the basis of objective dozens.
• a streamlined approval process tens and management updates.