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Digg it UP - Focus on Future - Values and Concepts of Malcolm Baldrige Criteria; Part 6
Let’s talk about how to keep your postage costs down.So far you have been following my advice and mailing to the same list more than once. At some point you find lists that will produce returns continually, but you notice that you are receiving more returns than when you started mailing to those lists.You may see things like "Undeliverable as Addressed" or "Forwarding Order Expired." Every time you mail to an address and that prospect has moved or cannot be found for any reason, you have just paid for the postage with no possibility of getting a response.Obvio
Would this lack of long term focus on operational issue a good practice? Well, from my encounters, companies included operational issues into their long term focus have gain competitive advantage as these focuses help to drive down operating cost.
With regards to HR planning, it is mostly done on
I say this because what I am about to share with you is Scientifically Proven and has had astounding results to back it up.The one condition however is that this applies to your face to face encounters.Although you can glean some sense of what others are conveying through how they say it on the phone, it's also the #1 modality for communicating lies. It's true! People lie in approximately 37% of phone conversationsEmail and Instant Messaging is the weakest mode for conveying a message and although that may seem obvious, what is surprising is th
To recap, below are the Eleven Core Values and Concepts of Baldrige Criteria:-
Visionary Leadership | Customer-Driven Excellence | Organizational and Personal Learning | Valuing Employees and Partners | Agility | Focus on the Future | Managing for Innovation | Management by Fact | Public Responsibility and Citizenship | Focus on Results and Creating Value | Systems Perspective
Articulated Focus on the Future
Creating a long term viability of business in an organization requires an understanding of a short and long term critical success factors. Focus on the future outlook and strategies that drive for continuous improvement to meet customers and other stakeholders’ expectations should be taken seriously as a long term Critical Success Factor.
In the planning process, it should anticipate a wide spectrum of future factors that may enhance organization values to grow its market share, customer base and achieve operational excellence, employee value creation such that profitability can be sustained.
Strategic HR play a major role in this initiative, after all, it is the people who make an organization. Clear HR plan should be developed and aligned to the organization drives for excellent. It should include developing of employee at various levels, suppliers, succession planning and opportunities for innovation.
Case Study on Focus on the Future
Most companies I worked with Focus on Future. Vision and Mission statement are developed and reviewed regularly. Shareholders expectations are understood, Key Performance Indicators stretch over 3 years for each year's budget planning. Unfortunately, all these are financial indicators. Few had a longer term expectation of operation strategies and key performance indicators.
Would this lack of long term focus on operational issue a good practice? Well, from my encounters, companies included operational issues into their long term focus have gain competitive advantage as these focuses help to drive down operating cost.
With regards to HR planning, it is mostly done on
Blogging for money has become the latest profit stream craze on the Internet. Thousands of bloggers have taken to the cyber streets, writing blogs for journalistic therapy or to make some serious money through different revenue streams. From its infancy through xanga and livejournal, where teenagers constituted most of the blogging population the most popular blogs are now run by small time corporations. Jossip.com and X17online.com, two popular celebrity gossip sites, are extreme examples of what could happen when you blog for money.Webmasters can make extra money blogging
Articulated Focus on the Future
Creating a long term viability of business in an organization requires an understanding of a short and long term critical success factors. Focus on the future outlook and strategies that drive for continuous improvement to meet customers and other stakeholders’ expectations should be taken seriously as a long term Critical Success Factor.
In the planning process, it should anticipate a wide spectrum of future factors that may enhance organization values to grow its market share, customer base and achieve operational excellence, employee value creation such that profitability can be sustained.
Strategic HR play a major role in this initiative, after all, it is the people who make an organization. Clear HR plan should be developed and aligned to the organization drives for excellent. It should include developing of employee at various levels, suppliers, succession planning and opportunities for innovation.
Case Study on Focus on the Future
Most companies I worked with Focus on Future. Vision and Mission statement are developed and reviewed regularly. Shareholders expectations are understood, Key Performance Indicators stretch over 3 years for each year's budget planning. Unfortunately, all these are financial indicators. Few had a longer term expectation of operation strategies and key performance indicators.
Would this lack of long term focus on operational issue a good practice? Well, from my encounters, companies included operational issues into their long term focus have gain competitive advantage as these focuses help to drive down operating cost.
With regards to HR planning, it is mostly done on
Knowledge management is an upcoming field of management, which focuses on maximizing business performance by making the most of the synergy between people, processes and technology.It deals with issues critical to organizational adaptation, endurance and expertise in the wake of progressively more sporadic changes in the environment. In effect, it stands for organizational processes that engage a synergistic combination of data, information technology and the creativity of people. In other words, the knowledge aspect of business should be considered critical to it and should
In the planning process, it should anticipate a wide spectrum of future factors that may enhance organization values to grow its market share, customer base and achieve operational excellence, employee value creation such that profitability can be sustained.
Strategic HR play a major role in this initiative, after all, it is the people who make an organization. Clear HR plan should be developed and aligned to the organization drives for excellent. It should include developing of employee at various levels, suppliers, succession planning and opportunities for innovation.
Case Study on Focus on the Future
Most companies I worked with Focus on Future. Vision and Mission statement are developed and reviewed regularly. Shareholders expectations are understood, Key Performance Indicators stretch over 3 years for each year's budget planning. Unfortunately, all these are financial indicators. Few had a longer term expectation of operation strategies and key performance indicators.
Would this lack of long term focus on operational issue a good practice? Well, from my encounters, companies included operational issues into their long term focus have gain competitive advantage as these focuses help to drive down operating cost.
With regards to HR planning, it is mostly done on
At the naval base of Douala, a Cameroonian company called `Atlantique` has for one year been developing a new form of partnership with `Mouquet`, a French company. Thanks to the combination of their technical know-how, the two companies gained markets and made the cleaning of quays to the port authority of Douala. The Atlantic and Mouquett were put together, like 8 other companies in Douala , at the following day of the second edition of the industrial trade-guild held in January 2006.It is a program to aid SME s in their development thanks to the training and with moder
Case Study on Focus on the Future
Most companies I worked with Focus on Future. Vision and Mission statement are developed and reviewed regularly. Shareholders expectations are understood, Key Performance Indicators stretch over 3 years for each year's budget planning. Unfortunately, all these are financial indicators. Few had a longer term expectation of operation strategies and key performance indicators.
Would this lack of long term focus on operational issue a good practice? Well, from my encounters, companies included operational issues into their long term focus have gain competitive advantage as these focuses help to drive down operating cost.
With regards to HR planning, it is mostly done on
When applying for a job, you first consider making and updating your resume. You want it to look professional in order for you to land the job you want. However, one most common mistake that a jobseeker do is not in resumes, it is usually found in cover letters.Jobseekers tend to forget that employers will also read the cover letter and will also base on it if you are indeed the right man or woman for the job.Writing the cover letter is the hardest letter you have to make as a jobseeker. A cover letter should not be too long as to bore the employer and at the same time
Would this lack of long term focus on operational issue a good practice? Well, from my encounters, companies included operational issues into their long term focus have gain competitive advantage as these focuses help to drive down operating cost.
With regards to HR planning, it is mostly done on a year to year basis. Even that, it is more of a headcount planning instead of a Strategic Approach to Human Resource requirement determination and gap analysis to determine shortage of competency, coverage etc. Succession planning is weak, not executed or non existing.
Opportunity for Improvement
Since there is a long term financial expectations for all companies, why not include a similar term of reference for operational indicators, Strategic HR and plan, development employee for key positions, upgrade competency of shop floor workers to achieve better quality and productivity. Develop a continuous improvement as a culture for not stop improvement work culture. Besides delegates to HR managers, leaders should take a leading role to review this long term initiative.
In summary, having understood the Focus on Future in Values and Concepts of Malcolm Baldrige, it should be taken as a strategic issue rather than operational. Most companies have in placed a Marketing Strategy, some would have Operational Strategy, would you want to consider having HR Strategy too? Leaders might benchmark their CEO of Baldrige Winners on their TQM successes in this value. My next article will articulate the next Core Values and Concepts in Managing for Innovation
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Disclaimer:
All rights reserved. This article is written by the author based on his practical application experience. All definitions and interpretation of terminology are his point of view and has it has no intention to conflict with experts in similar topic. The author holds no responsibility for the use of this article in any way. Full Baldrige Criteria are available at http://www.nist.gov/quality
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