How a Good Business Process Management Can Turn Around the Growth of a Company

Business process management can turn around the performance of a business through strategic use of resources and manipulation of manpower to achieve the intended results. The lifeline of a business organization is the ability to make huge profits. Whereas business profitability can be achieved through good assets' management such as finance, human resource, and capital assets including machinery and equipments, it is certain that a holistic approach may lack in achieving the desired results. For instance, the productivity may be improved but the costs of production are enormously high. Similarly, the customers’ response may be good but the employees are unhappy. Also in other cases, the workers may produce quality products but the sales volumes are low.

It is only an integrated and ad-hoc approach that clearly addresses these disparities in company performance. The business process management puts together the subjects of effectiveness and efficiency in a more concrete manner while promoting customer and employee satisfaction.  In order to create one of the most pervasive, effective and efficient production team that is customer-oriented, the company has to apply the process of BPM. This entails a design of the strategies that promote effective and efficient production.

This is achieved by building a strong employee team with the necessary skills, know-how, talents, exposure, and knowledge. The employee should also be induced to perform. This is enhanced through creating morale, re-training them, involving them in decisions, handling their problems with apathy, as well as incorporating them in corporate research. The technological innovations in place should be cost effective to reduce the costs of operations.

When the employees are provided with such technological developments, and are stimulated to produce, the results are commendable. The employees should be equipped with the know-how to produce quality products that meet customer expectations. The company must connect the employee with the consumer so as to nurture a mutual understanding between the two subjects. This helps in producing products that match the needs and wants of the customers.

This significantly magnifies sales volumes. The company has to analyze the existing production strategies and have a parallel comparison with the new approaches to see if there are changes that need to be implemented. The implementation process is the most important as any misinterpretation may lead to the wrong results and conclusions. For instance, if the employees are unsatisfied, the otherwise good and valuable strategies may be rendered ineffective because of lack of wholesome commitment by the employees.

The workers do not utilize their efforts, time, skills, talents, know-how, willpower, and energy to give their best exceptional performance. This is viewed as a retrogressive approach, which is not ad-hoc. In BPM, all the 'loopholes' are sealed that can prompt an unsustainable, inefficient and ineffective performance. The monitoring of the strategies put in place should be consistent and often detailed to observe any abnormalities.

Test parameters must be actively utilized so that any shortcomings are identified in advance and feed-backed for a review. The strategies that are identified as suitable and result-oriented are put on a long-term practice through a continual improvement plan. This ensures that the good is not achieved today and lost tomorrow. In a nutshell, from a good business process management a business assumes increased sustainable growth through enhancing quality production, happy employees’ team, cost effective technological innovations, increased sales volumes, customer satisfaction, customer loyalty, and an eventual competitive edge.

What Is Project Management?

What is project management? Project management can be defined as the initiation, planning, execution, control, and completion of a temporally activity that has a predefined beginning and end. Projects are usually impermanent undertakings that are aimed at achieving particular results. In the context of business organizations, project management may entail a product improvement process, defining ways to enhance good customer relations, devising ways to improve employees’ morale, streamlining business administration and upgrading an IT infrastructure in a company.

Other projects may encompass handling a legal case set against a business organization or mitigating business risk occurrence and severity. For instance, a management step to add value to a product or increase employees wages and salaries are typical cases of project management. Similarly, integrating a resource planning software product in a company may be viewed as an IT project management.  A project management process may be pegged on different stages, which include the initiation stage, planning process, execution part, assessment and evaluation as well as project completion.

Project initiation is the first stage in project management. However, depending on the type of project, this may be preceded by a feasibility study. In the initiation stage, the project scope, range and outputs are defined. The beneficiaries, required personnel and project goals are established. If required, the IT software to be used is also identified as part of the IT project management.

The project planning process establishes how resources are to be utilized to achieve the set targets. Project team is identified and the financial allocations are done. In the planning process, the time schedules are drafted. Budgeting is also carried out based on the financial needs. Perceived project risks are assessed and mitigation measures planned for in advance. In essence, proper planning is called for in order to accomplish the project’s results as desired.

Project execution part entails the actual mobilization, coordination, and directing of the project team to utilize the available resources to achieve the set targets. The project manager must win the support of the team. Workers should realize that the success of the project lies on their hands. The manager should identify the personnel weakness and strengths and model out a project team that is result oriented.  Efficiency and effectiveness are core aspects that must be instilled in this stage.

Assessment and evaluation are critical measurement aspects in any project endeavor. The actual results need to be measured and compared with the projected results. Project control ascertains that the plan is executed as earlier intended. The assessment and evaluation is the trouble shooting stage where any stumbling blocks to achieving the desired results are established and corrective measures put in place. A feedback is carried through to the stakeholders and workers. The stakeholders are updated on how the project is fairing. Workers on the other hand are informed of their achievements.

Project completion is the last part of the management process before handing over the results to the respective interested parties. During this stage, the workers are appreciated of their good performance.  A report is prepared and presented to the stakeholders. 

5 Lessons Managers Should Learn From Change Management

The shift from the conventional employee-manager relationship in the workplace during change management signals that surely the management cannot survive without the workers support. Indeed, managers should ensure that they maintain a mutual relationship with staff in order to gain support and respect.  It must be pointed out that, it would be difficult for the 'hard-lined' and autocratic managers to initiate a process of change management in an organization. 

This is when employees show their true colors and express the feelings of resentment and disappointment that they have held within their hearts. In managing change, the employees become the 'bosses' and superiors assume the role of observation and guidance.  Workers take the center stage role and they are the 'managers' of the implementation process. This turn of events from the 'traditional' way of managing employees gives out lessons to the management. Lessons that can be learned from change management are;

Workers control the change process
If employees can display self-initiation while in the workplace, then they can as well be termed as 'managers'.  Employees are the driving force for the business performance.  They are the main assets in an organization.  Workers' decisions are equally important as managers and at times, the subordinates' decisions outweigh the managers'. 

During change management, managers have to accept what the employees are demanding and should not impose change management. This can turn to be catastrophic when staff members pretend to accept change only for the management to implement it and later on ‘down their tools'. The business incurs loses in time, money and waste of resources.


Managers should be flexible in change management
Management is not only about being authoritative and enforcing rules and regulations. The managers should have different 'faces'.  At times, they are tough and 'stone-faced' and on other times they are 'jovial' and interactive with the workers. This is because, there are times when managers need to convince but not compel employees to do a certain task. This requires the managers to bend low and listen to the views of the workers. 

Change adversely affects employees' well-being
Change creates fear within the workers and that is why they resist it.  The workers feel that they may lose their jobs; others assume that they will not be able to deliver to expectations.  There is lack of confidence and a lot of misconception about change. In fact, the greatest insecurity for the employees is withstanding change. Some employees even resign when change is announced. This is a coward and out of ill-advise.

Change should be facilitated not enforced
The secret behind implementing change successfully is to win the support of the employees. The Workers need to be left to find their way of coping with change. Enforcing change can aggravate the situation as the employees pretend to accept it only to resist later. 

Change should be properly communicated
There are two aspects to consider while communicating change.  One, it should be announced to the workers in advance to enable them have a recap and begin evaluating possible ways to cope with.  Secondly, during the planning and implementation, the managers should closely and personally interact with the workers to gain their support. This means that managers can move round the workplace explaining and elaborating the aspects of change to workers. 

A face-to-face communication is preferred. Managers are able to answer to issues posed by the staff.  Sitting in the office and using memos and notices to communicate to the subordinates is not only ineffective but also frustrating to the managers. Workers respond with disregard and out of ill-intend to make the whole process a flout.

In a nutshell, when handling workers during change management, managers should bear in mind that there comes a time when the employees take control of the workplace. It is during this time that the workers can really frustrate managers, especially those that have maintained a hard-stance and authoritarian kind of management. Manager who mistreat employees have daunting moments during this time and it would be appropriate not to 'test' how workers can respond to ill-feelings that have manifested for a long time.

What are the Common Project Management Constraints?

Project management constraints are a major stumbling block to achieving the desired results. In project management, there are uncertainties that managers, personnel and even the stakeholders go through in a bid to initiate, plan, execute, control, and complete the project. The constraints may form part of the project risks and if not checked, they can send the whole venture into turmoil.

Common project constraints are; time, finance, personnel, planning and execution.  These constraints can be categorized as resource-based and strategic setbacks. For instance, time, finance, and personnel may be termed as resource-based whereas planning and execution are regarded as strategic setbacks. 

Time limits
The time frame set for a project completion is one of the challenging aspects to the project managers.  The managers should ensure that the period proposed as the project time scale is realistic and attainable.  Underestimating the time period may greatly frustrate the manager and at the same time disappoint the stakeholders.

It must be emphasized that stakeholders put pressure on the project managers to deliver the results within the shortest time. If proper evaluation of the timescale provided is not done, the project managers can find themselves in problems. This substantiates the reason why project managers must re-evaluate the time frame demands provided by the stakeholders.

Financial constraints
The backbone of a project management is a sufficient and even provision of funds and appropriate planning and utilization of these finances. The cost of running a project should critically be established. Besides, when the funds are supplied, a stringent financial planning should be ensured.

Transparency and accountability must be promoted. The project manager must closely monitor how the funds are being used by measuring the results of the project and comparing these outcomes with the amount spend.

Personnel uncertainties
The workforce to execute a project may be faced with uncertainties ranging from lack of sufficient skilled and experienced workers to lack of staff morale resulting to poor performance. The workers are the driving force for the project's plan implementation. Insufficient finances may also affect the morale of the workers especially if they are not paid in time and there is constant delay of materials and equipments to use.

Planning
Planning is an essential part of project management. For the resources to be mobilized effectively, proper planning is required. This defines how the goals and objectives are to be achieved. It also identifies the project execution team. The finances are budgeted for to unsure that every penny is channeled to the appropriate financial use.

Poor planning may derail a project plan. For instance, if the finances are not well budgeted for, this can lead to misappropriation of cash hence resulting to funds shortage. This is quite daunting to the project managers, stakeholders and even the staff executing the plan. In essence, when you understand the common project management constraints and how to deal with them, you can successfully deliver the results as desired. This reduces conflict of interest, dissatisfaction, and failure in achieving results.  Project managers can use project management tools and templates to be able to plan, communicate, store information and collaborate the execution team effectively.

What is Employment Termination?

What is employment termination? Employment termination is simple withdraw from offering duties in a company by either through a self-decision of the employee or action of the employer to stop you from offering services. There are essentially two ways in which an employment can be terminated. First, the employee can purposely or unwillingly withdraw from duty execution. On the other hand, the organization can resort in terminating the services of an employee. In whichever case, there are procedural ways of rendering a job termination. Some of the reasons why a company would terminate the services of an employee are; out of poor and persistently unsatisfactory performance and misconduct.

A company can also arrive at the decision to terminate employment to safeguard the interests of the company such as a lay off arising from an impending economic recession. On the other hand, an employee relinquishes duties due to perceived poor workplace environment or in a bid to pursue greener pastures.

There are different ways to terminate employment and these depend on the reason for the termination. If the core reason to leave a job is, for instance, to source for a better one, this may mean that the worker renders a resignation letter. If a company carried out a lay off or dismisses employees, a job termination letter is offered. It must be noted that when terminating employment, a reason should be given to the respective party.

 A company that decides to fire an employee should give a concrete reason as to why the decision has been arrived at. At the same time, an employee who decides to relinquish duties should do so procedurally by giving rationale as to why employment is being terminated. To protect the interests of the company or the employee a notice should be given by either party (employee or employer). This is essential since it gives time for the employee or employer to prepare for the exit.

It must be said that it’s quite unethical to decide leaving a company abruptly when it would be possible to give a notice in advance. For instance, such an impromptu decision made by an employee creates a gap in the workforce and it could be detrimental to the company performance. If a company suddenly decides to dismiss an employee, this could implicate on the workers well-being resulting to stress.

Depending on the duration an employee has been working for a company, a notice is granted. In case the notice is not given, either party is expected to pay an equivalent in lieu of the notice. Should the company not give notice to an employee on an impending job termination, it should compensate the worker on terms prescribed by the State’s labour laws and as agreed upon between the Labour Union and the companies. The same applies to the employee.

Furthermore, if an employee is registered with a Labour Union organization, the Union should be served with a notification on the termination of employment. This notice is aimed at putting the labour officers in the limelight of what has happened between the company and the terminated employees.

Tapping Risk Management Practices to Promote Business Growth

Business risks are profoundly one of the worrisome aspects in business success and this is why risk management is an important aspect for any business be it large or small. Risks cause daunting moments for investors and business management.  In a bid to understand what is risk management, it is imperative to define what a risk is. Risks are consequential event occurrences that subject a business into threats that manifest in form of damages or losses. The uncertainties are either internal inceptions or originating from outside the business but pose a threat.

An enterprise risk management process entails an identification of the uncertainty events, assessment of the possibility and degree of impact, implementation of mitigation measures by minimization, control and monitoring of the probability and severity of the risks' effects. A good risk management is defined by the ability to identify the risks and edge out extenuation measures to control the possibility to occur and the extent of the impact.

The uncertainty events identification can be carried out by establishing the common known risks including such as it risk management issues presented by lack of technological developments in a business and listing them down. It can also be achieved through defining the objectives of the business and establishing any hazardous events that may trigger impacts on the efforts to realize the goals. Risks sources can also be analyzed to see how they prompt the occurrence of the uncertainties.

For example, employees may be a source of risk, and the uncertainties may be poor financial management, workers injuries due to unsafe work environments and increased employee complaints that may induce industrial strikes. IT innovations may be another source of a business risk and the uncertainties presented may include lack of adopting new technologies, adopting the wrong technologies, and using best-of-the-breed resource planning and scheduling tools that are not compatible with existing IT systems in the workplace.

In risk management plan, identification of the risks paves way for an assessment to establish the probability and severity of the risks. Prioritization of the uncertainties is done and this depends on how soon and often the risk can occur and the damage it may cause to the business. The composite risk index is one of the widely accepted forms of risk evaluation. It holds it that, the composite risks index is a function of the impact of risk event multiplied by the probability of occurrence. The impact of the risk is evaluated in scales of 0 to 5 (whereby, 0 stand for minimum impact and 5 maximum impact).

Probability on the other hand is put in to indicator measurements of 0 to 5 (whereby, 0 corresponds to zero probability and 5 represents 100% possibility of the risk even to occur). From the tabulations, the composite index is calculated and it ranges from 0 to 25 (whereby, the figures are discretionary divided into low, medium and high risks).

Therefore, high indexed risks that have a high probability and more severe are accorded urgency in the risk management plan and mitigation measures need to be put in place. The implementation process is vital as it determines how the business may apply the available resources in the most economical way to achieve results. There are mainly four implementation methods in the risk management process and these are;
•    Risk avoidance
•    Reduction
•    Sharing
•    Retention

The adoption of each of the strategies is pre-defined by the composite index. Highly indexed risks such as fire damages, natural disaster occurrences and staff injuries from work-related accidents are usually perceived as expensive to retain and the business usually passes on the liability to another party. This is what is regarded as sharing and the risks liability is 'transferred' from the business to another firm such as an insurance company that covers the losses. The insurance risk management companies understand the nature of these damages and are willing to take the risks on behalf of the other companies.

Nonetheless, there is some degree of residual risk liability, for instance, in the event that the other party ascertains that the occurrence of the risk was due to negligence of the business management, then it may render the risks non compensatory and the business eventually bears the burden. The risk management program such as planning also entails a review and evaluation of the 'framework' to employ the necessary changes so as to update the previous security controls put in place.

Due to changing business environment, the mitigation measures need to be revised periodically in order to keep abreast with the threats dimensions. For instance, the business may expand its operations through injecting in an additional resource base such as personnel, working capital, physical assets including machinery, buildings and equipments. This implies that the cost of damage changes significantly and risk management assessment should be done and the changes updated and reflected in the Business Continuity Planning (BCP) in order to have the most justifiable valuations with time.

What is bullying…Workplace Bullying another Hidden Epidemic

Convincingly, bullying is one of the blusterous and intimidating aggressions that continue to be witnessed in the workplace today despite a worldwide concern and cry to curb the vise. To understand what is bullying, it is important to examine the circumstances in which this bully behaviour occurs in workplace. Bully can be defined as a deliberate and repeated action that is aimed at hurting the feelings of another person thus making the victim become hopeless and intimidated with no response. In workplace, this kind of act takes different forms such as shouting and verbally abusing another employee.

An employee may be subjected to unjustified criticisms and blaming with no apparent reason or mistake committed. Similarly, a worker may be excluded from company work-related activities or even his or her contributions ignored and not taken into consideration at all. Jokes, which hurt an employee, may also be perceived as acts of bully.

To understand more about bullying, a bullied person often suffers from stress and depression and his or her work performance deteriorates significantly. Bullying statistics show that close to one-third of workers are victims of this devastating act. Some 20 percent of workplace related bully activities turn to a point of harassment. Most of the workplace place bullies are men and these make about 60 percent of all bully activities.

It is clear-eyed that certain organizations if not governments have failed to eradicate this menace in the workplace. With the need for globalization of every sphere of development in the world, it is incredibly difficult to keep silent on a monster that continues to encroach the rights of workers. The world must really voice out its plea if not dictate on the downcast for workplace bullying. Like a fierce fire, bullying continues to rage havoc to our brothers and sisters in different parts of the world and society seems to do little about it.
 
Must the community remain quiet yet the unimaginable is taking course in the workplace? Let us all rise and blow the whistle for the respective organizations and institutions to take it to their concern that something is a miss in the workplace. For instance, in the hospitality sector and in particular, the cruiseship workplace portfolio, this anti-social and inhuman practice upholds at the expense of the suffering employee. Foreigners and female workers are the most affected.

This aggression usually demoralizes the workers and they regret why they have to go through such an antagonizing experience in spite of being in a world that calls for equality in every aspect of life. The affected employees show a state of remorseful feelings, anger, and frustrations coupled with fear and lack of confidence.

The workers are put off in their ability to execute their duties in a hassle-free environment. Employees are manipulative subjects that need to be treated in the most respectful manner possible. So as to achieve good performance, the workers should be comfortable in the workplace. A bully act usually bounds the workers in a state of confusion and ill feelings that trigger self-denial. There is fright and lack of self-assurance and the result is a retarded performance.

With the globalization in career development, employees from different parts of the world converge in those areas where there are job opportunities to explore their skills and talents. Soon after the warm welcome, things begin to turn into nightmares. They are confronted with unethical and unacceptable bullying behavior. It has been noted that despite the abused workers reporting their cases to the management and the respective government authorities, little is done concerning the matter.

In fact, workers stricken by this antagonism are given a ride with empty promises on follow-ups and possible compensations on the matter. This is quite uncalled for unethical behavior in this 21st century and the business or non-business organization that provides the jobs for the foreigners should change their attitude toward bullying in workplace. This must be treated as an unacceptable and immoral value in the society, and where it prevails, it should be rooted out forthwith.

For the nations to walk on common grounds, they must initiate respect for all in the workplace. Countries and organizations must speak in one voice as far as workplace bullying is concerned. Surely, how can one expect a bullied employee for instance, in the hospitality to create a 'home away from home' for the guests as the critics say, in such an anti-social environment?

The guests expect to be treated with authenticy and respect yet the worker does not receive the same from the fellow workmates. It is quite unexplainable! This kind of immoral practice takes place in other workplaces and not only in the hospitality sector and it is time for a more concise and hard-lined stand to be taken against the bullies. Otherwise, the world perceives bullying as just another form of discrimination in the workplace.