...System • Mary Washington Healthcare (MWHC) – Since 1899 • Over 40 facilities and services – Mary Washington Hospital – 437 beds – Stafford Hospital – 100 beds – Emergency and Outpatient Center – Snowden at Fredericksburg – Women’s Health Institute • Approximately 5,000 employees Background – Project Management • Consultant engagement – Lean projects identified • Project Management & Continuous Improvement (PMCI) – September 2010 – Project Management Office – Industrial Engineer/Lean Expert • Corporate Efficiency & Operations Committee • Leadership Commitment to Lean – Executive Leadership Training, July 2011 – Executive Office Training, 2011 Envisioned Roadmap for Lean Consultants identify projects PMCI created with initial staff Associates trained as Lean Leaders & Lean Master Leaders Lean Leaders paired with projects Ongoing Lean communication and education to the Organization Planning for Lean • Lean Training Research – Multiple national providers – Institute of Industrial Engineers (IIE) • Trainee Selection • Lean Green Belt Certification Training – Three-day, on-site course – 17 employees certified – November 2010 – Lean Hospitals and The Kaizen Event Planner Self Training • IIE – MWHC PMCI Partnership – QTP (Qualified Training Provider) • PMCI-trained employees – Class 2 – 16 students – Class 3 – 18 students – Class 4 – 20 students • 72 employees trained – 62 current Lean Leaders • MWHC employees...
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...How Strategy Shapes Structure by W. Chan Kim and Renée Mauborgne The Idea in Brief • There are two types of strategy: structuralist strategies that assume that the operating environment is given and reconstructionist strategies that seek to shape the environment. • In choosing which of the two is most appropriate for your organization, you need to consider environmental attractiveness, the capabilities and resources you can call on, and whether your organization has a strategic orientation for competing or for innovating. Diversified companies should be comfortable using both approaches. • Whichever type of strategy is chosen, success will depend on creating an aligned set of strategy propositions targeted at three different sets of stakeholders: buyers, shareholders, and the people working for or with the organization. • Where the approaches diverge is in the nature of their proper alignment. Structuralist strategies require that all propositions focus on delivering either low cost or differentiation. Reconstructionist strategy propositions aim to deliver both, as exemplified by the cases of the city-state of Dubai, Apple’s iTunes, and the charity Comic Relief. When executives develop corporate strategy, they nearly always begin by analyzing the industry or environmental conditions in which they operate. They then assess the strengths and weaknesses of the players they are up against. With these industry and competitive analyses in mind, they set out to carve a distinctive...
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...MY ALIGNMENT WITH THE VALUES OF THE BANK Going through the values of Access Bank, it felt like I was writing out my own values, only from a differentperspective as an individual and not a corporate body. Although there may be differences in the execution of her activities to meet up with her values, I actually do see an alignment in the values of the bank and mine. Comparing her values with mine one after the other would highlight the alignments between Access Bank and me. First in the list of values of Access Bank is leadership; just as the bank sees leadership as a very important value, I also see it as a part of me. Access Bank wants to be a leading bank in Africa and I have always exhibited the traits of a leader in family and academic environment. Been born into a position that has many responsibilities assigned to it, it became mandated upon me to execute my leadership position adequately. Being the first daughter in my family has given me the opportunity to experience leadership at the lowest level, which is that of the family.During my secondary education, the story was not different as I found myself holding the mantle of leadership in every class until I finally became the senior prefect in S.S.2. These positions were properly handled and I carried out my duties as a leader judiciously. Despite how hard I tried not to involve myself with any activities in the university, I was still required to help run one activity or the other because of my experience with leadership...
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...Human resource management consists of all the activities undertaken by an enterprise to ensure the effective utilization of employees toward the attainment of individual, group, and organizational goals. It consists of practices that help the organization to deal effectively with its people during the various phases of the employment cycle, including pre-hire, staffing, and post-hire. Human resource has a historical background since ancient times. Traditional HR it separate functions such as staffing, training and development, compensation, safety and health, and labor relations were created and placed under the direction of human resource manager or executive. Large firms might have had a manager and staff for each HR function that reported to the HR executive. The HR president worked closely with top management in formulating corporate policy. Today, HR tasks are often performed differently than they were even decade ago. “As more and more companies use alternative means to accomplish HR tasks, the role of traditional HR manager has changed. HR is now involved more in strategic HR, focusing more on the bottom line of organization and leaving the more administrative tasks to technology or others”, Mondy, R., & Mondy, J. (2012). Human Resource Management, page 39. It has reached its peak in approach and structured practices. There has been a vast change in the implementation compared to system followed at earlier days. Although field of HRM is a comparatively recent...
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...competitive advantage through superior Human Resource Management. In order to ensure organizational success, there are various things to keep in mind. Firstly we need to define the organization strategy. What is an organizational strategy? Kay states that strategy is about the achievement of competitive advantage which, in his view, is based upon an organizational identifying, developing and applying to relevant markets its distinctive capabilities, which are most often derived from the unique character of its relationships with its suppliers, customers or employees.’ The strategy would include aspects such as cost minimization which would involve optimum utilization of resources at minimum possible cost, this a traditional approach, on the other hand an organization could adopt profit maximization strategy which would involve taking risks and thus a more unconventional approach. Typically once the strategy is prepared the focus is on accomplishing these objectives. But how can this be done? Do you remember the first day at work? It’s a mixed feeling of nervousness and excitement. You get all geared up to commence our first assignment and go to the managers cabin and get all the required details of the assignment. But what is the most crucial thing in order to ensure successful accomplishment of the assignment? Alignment of Manager’s understanding of the assignment along with yours. This is essential because unless you don’t understand the manager’s point of view of the assignment...
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...Milkovich−Newman: Compensation, Eighth Edition I. Internal Alignment: Determining the Structure 4. Job Analysis © The McGraw−Hill Companies, 2004 Chapter Four Job Analysis Chapter Outline Structures Based on Jobs, People, or Both Job-Based Approach: Most Common Why Perform Job Analysis? Job Analysis Procedures What Information Should Be Collected? Job Data: Identification Job Data: Content Employee Data “Essential Elements” and the Americans with Disabilities Act Level of Analysis How Can the Information Be Collected? Conventional Methods Quantitative Methods Who Collects the Information? Who Provides the Information? What about Discrepancies? Job Descriptions Summarize the Data Describing Managerial/Professional Jobs Verify the Description Job Analysis: Bedrock or Bureaucracy? Judging Job Analysis Reliability Validity Acceptability Usefulness A Judgment Call Your Turn: The Customer-Service Agent Three people sit in front of their keyboards scanning their monitors. One is a sales representative in Ohio, checking the progress of an order for four dozen picture cell phones from a retailer in Texas, who just placed the four dozen into his shopping cart on the company’s website. A second is an engineer logging in to the project design software for the next generation of these picture cell phones. Colleagues in China working on the same project last night (day in China) sent some suggestions for changes in the new design; the...
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...1 I. Introduction Constitution of the Committee 1. The State Government in the GAD, vide order No. F-10-18- 2010/1/5 dated 6th April, 2010 (Annexure-I) constituted the Chhattisgarh Integrated Development Infrastructure Committee tasked with preparation of a blueprint for coordinated development of infrastructure in the four districts of Sarguja, Korba, Janjgir-Champa and Raigarh, in which a number of new power plants and industrial projects are proposed/coming up. The terms of reference of the Committee have not been clearly spelt out in this order. In a meeting taken by the Chief Secretary on 3.5.2010, of all members of the Committee and concerned officers, the terms of the reference of the Committee were discussed as also the methodology of its working. The Committee commenced work on 1.5.2010 and effectively after this meeting. The Hon’ble Chief Minister, who envisioned this project, provided valuable guidance to the Committee in a meeting he took on 4.7.2010. Methodology followed 2. The Committee had wide-ranging consultations with the stakeholders and the concerned officers of the State Government. The Committee visited Bilaspur, Korba, JanjgirChampa, Raigarh and Sarguja on 24th, 25th, 26th and 27th May and 3rd June respectively, and had discussions with the Divisional Commissioners of Bilaspur and Sarguja, the Collectors of the four districts and all the concerned...
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...Advanced Diploma of MECHANICAL ENGINEERING TECHNOLOGY COMMENCEMENT DATE: 8 February 2010 Take your existing skills in mechanical engineering or industrial technology and boost your career with practical knowledge of the latest technologies in this fast growing but critical field Ensure you and your company remain at the forefront of Mechanical Engineering Technology Through innovative e-learning participate from your home, office or facility WHAT YOU WILL GAIN: • Skills and know-how in the latest technologies in mechanical engineering technology • Hard hitting know-how in pumps, compressors, piping, seals and machinery safety • Guidance from experts in the field of mechanical engineering technology • Networking contacts in the industry • Improved career prospects and income • A world recognised IDC Advanced Diploma in Mechanical Engineering Technology Technology Training that Works AUSTRALIA • CANADA • INDIA IRELAND • MALAYSIA • NEW ZEALAND POLAND • SINGAPORE • SOUTH AFRICA UNITED KINGDOM • UNITED STATES • VIETNAM Download the detailed prospectus here: www.idc-online.com/e_learning/dmeprospectus.pdf INTRODUCTION Gain deep and broad skills by undertaking this advanced diploma in mechanical engineering technology - focusing on real, practical systems. Embrace a well paid, intensive yet enjoyable career by taking this comprehensive and practical course, delivered by live distance learning and presented by outstanding mechanical engineering instructors located throughout...
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...effectiveness through creative development (eHow.com, 2012) and this is done through the Directors priority to continually implement and improve the company’s “Corporate Governance” (Syngenta’s Annual Report, 2010). The culture of an organisation is dependent on the structure adopted by the organisation. The culture is developed through the leadership or management style, values, socialization, rites etc. The culture feeds the bloodline (structure) of any organisation and the proper development and alignment of same is crucial in the success of any organisation (Howard, 2007). Syngenta’s culture is a mixture of task and person which speaks to the goals of the organisation; therefore it fits well with the structure. The task culture encourages teamwork, problem solving and creativity through the expertise of its members whereas the person culture encourages the development of leadership and other management skills which act as a motivator for employees. The Grenada Industrial Development Corporation (GIDC) was a result driven organisation and was aligned with the functional structure, during 2011-2012 the company realigned itself to a project driven organisation to which the adoption of the matrix structure was introduced but not fully implemented. Having adopted this new structure Management did not readjusted its culture of role and...
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...have been possible. My children, Elandre and Jade, for their support and understanding; may this achievement motivate you in your studies and development. My personal mentor and supervisor, Ms Luni Vermeulen, for her highly professional guidance, motivation, continuous support and patience. To all the respondents at the various institutions for their participation and valuable contributions. Thank you very much for your selfless assistance. ii ABSTRACT In 2001 the first Human Resource Development Strategy of South Africa (HRDSA) was implemented. The lack of institutional arrangements, structures, procedures, processes and capacity and the location of the HRDSA, 2001, at both the then Departments of Education and Labour, severely hampered the implementation and effective functioning of the Strategy. This study aims to find solutions to the main implementation difficulties experienced with the HRDSA, 2001, in order to ensure increased performance regarding the strategic priorities of the revised HRDSA, 2010 - 2030. An empirical study was conducted to determine potential challenges pertaining to...
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...CC-307-017 Dynamic Strategic Alignment This reference note was prepared by Professor Steven White to introduce basic concepts and a framework for discussing strategic management. Copyright © 2009 by CEIBS (China Europe International Business School). No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means – electronic, mechanical, photocopying, recording or otherwise – without the permission of CEIBS The CEIBS Case Centre is sponsored by McKinsey & Company. Dynamic Strategic Alignment CC-307-017 Dynamic Strategic Alignment This note introduces the concepts and frameworks that are commonly used in strategic analysis, integrating them within an on-going process of creating and improving strategic alignment. 1. FUNDAMENTALS The objective of strategic management is to create alignments—within the firm and between the firm and its environment—that give the firm competitive advantage and enable it to achieve its goals. Strategic change, therefore, is fundamentally a decision about what changes to make in order to create or improve alignment that moves the firm closer to its goals. Managers may increase alignment and performance by a) changing elements of the firm, b) changing features of the environment in which operate, or c) shifting to another environment. There will usually be multiple options, and managers must decide which changes are necessary, possible and worth the effort required. When making...
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...of JISL 4 Work Place 4 Market Place 5 Community Development 5 Environment Sustainability 6 Critical Analysis 7 Analysis of JISL’s CSR initiatives and activities 7 Analysis of CSR activities at Workplace 7 Analysis of CSR activities at Marketplace 7 Analysis of CSR activities at Community 8 Analysis of CSR activities at Environment 8 JISL CSR and its alignment with MDGs & NVGs 9 Recommendations 10 References 10 Agriculture Sector Agriculture is the world's largest industry. It employs more than one billion people and generates over $1.3 trillion dollars worth of food annually. According to the World Bank, 70% of the world's poor who live in rural areas and agriculture is their main source of income and employment. Depletion and degradation of land and water pose serious challenges to producing enough food and other agricultural products to sustain livelihoods here and meet the needs of urban populations. Thus, the need for sustainable resource management is increasing rapidly. Demand for agricultural commodities is rising rapidly as the world's population grows. Need of the hour is a constant increase in productivity keeping in mind the threat to communities and the environment. Modernization in the field of agriculture, increased usage of pesticides, GM crops, access to electricity(% of population having access to electricity which have Increased from 74.1% in 2009 to 77.6% in 2010), among other things,...
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...Problem Solution: InterClean, Inc. A look at the InterClean strategies reveals that the organization is in a ripe form for change of structure, business process, Human Resource (HR) alignment, communication process and employee management. A change is inevitable; the successful management of a change with buy-in from all affected quadrants is the ideal situation for InterClean to achieve the merger with EnviroTech. Such a solution can be found with the right implementation of the HR domain statement, nine step problem solving process, effective change management and conscientious decision making. The paper tries to identify the various issues related to the merger, challenges, opportunities, solution paths, time lines and risks associated with the implementation of solutions. The paper also provides a set of timelines and metrics for measurement of the outcomes. Situation Analysis Issue and Opportunity Identification InterClean belongs to an eight billion dollar industrial cleaning and sanitation industry. As per the scenario, the principal stakeholders are trying to increase the profitability of the company through change in the business strategy and by the acquisition of a new company EnviroTech, an acquisition that is in-line with new business strategy and bound to achieve the targeted profitability of 40%.(University of Phoenix, 2008). Based on the decisions of David (President and CEO), the HR have taken immediate steps at performing skill gap analysis and identifying...
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...generally is a field that revolves about how and why a living thing act and behave and the processes in the mind that comes with the behavior. The American Psychological Association (2014) furthermore defines psychology as a study concerning the mind and behavior of the human being, involving everything from how the brain functions to why a certain person behaves. Basically, psychology is a field that studies human and their behavior with the goal of analysis on the mind as to why their behavior is such. 2.2 What are the uses of psychology in the business world? Psychology can be used in the business world by means of helping the employees achieve their optimum performance level and still be happy about their job (Society for Industrial and Organizational Psychology, Inc. [SIOP], 2014). Psychologists work in the human resources department, in the managerial department, in the administration, and more. It is use to develop and utilize an employee’s ability to perform even better at his job. Psychology is used to ensure harmony amongst the people in the organization. It is also concerned with trainings and development given to employees and to the company (San Diego State University [SDSU], 2014). According to the Victoria University of Wellington (2013), every business organization aims to supply a form of commodity, whatever it is, in an efficient and inexpensive method to the public. It is the duty of the psychology department of the company to have that desired outcome...
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...Criteria for Performance Excellence The foundation for the SMART Self-Assessment [pic] The Criteria for Performance Excellence Table of Contents: A Critical Look at the Criteria 3 Core Values and Concepts 4 The Criteria Framework 10 The Criteria 11 A Critical Look at the Criteria Businesses are facing increasing marketplace challenges everyday. Businesses can assess their readiness to respond to those challenges by assessing themselves against these Criteria. Companies that embrace the Criteria for Performance Excellence and incorporate them into their business practices can expect to achieve more than their competitors. (See NIST study.) Why should businesses use these Criteria? The Criteria provide an assessment framework for performance excellence. It will help measure performance on a wide range of key business performance indicators: customer, product and service, operational, and financial. All key stakeholders processes and results are examined: customers, employees, owners and public. Assessment against the Criteria allows the company to identify company strengths and target key opportunities for improvement. Company communication and performance will improve, with resources aligned to achieve common goals. Why should companies conduct a Management Self-Assessment The Self-Assessment is just one application of the Criteria...
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