And the question why "Process Management" will haunt a few people and would be just another word to impress the vocab of business communication/language. I was doing this session on Process Measurement with Prof Saxena; KBC as he is popularly known as. And when I am in the class trying to relate it to something from my past corporate experience I start realizing how such big companies like the one I was working for sometime back can talk about management philosophies and water tight execution. They never define it around the process but around the team and in true sense it's quite ironical.
We are so ignorant to get into the system and forget to apply the things we have learned in our academics. True that management is to be practiced but do they really practice it. Why do I not see a manager or the head of a department, coming to the company and giving his/her process an improvement that's strategic in nature.
Let me critic a process very common in most of the organization. We talk about process improvement. Let's take HR hiring process. How many companies after a desired period of hiring a person evaluate whether their hiring of the above candidate was in fact justified. All these traditional hiring process suffer from the myopia of evaluating their team and process internally as to how many were the potential hire and how many got hired? What were the targets and what were the actuals? I am still curious to find that one organization which has an HR function that measures the outcome of whom they have hired. Let's say six months, does the HR evaluate whether the candidate which was hired for six months now is on expectations. Do they identify the strategic factors which might re-evolve their hiring process?
I am listening if there's someone who does these basic "Performance Measures" to complete the cycle of "Business Process Management".
We are so ignorant to get into the system and forget to apply the things we have learned in our academics. True that management is to be practiced but do they really practice it. Why do I not see a manager or the head of a department, coming to the company and giving his/her process an improvement that's strategic in nature.
Let me critic a process very common in most of the organization. We talk about process improvement. Let's take HR hiring process. How many companies after a desired period of hiring a person evaluate whether their hiring of the above candidate was in fact justified. All these traditional hiring process suffer from the myopia of evaluating their team and process internally as to how many were the potential hire and how many got hired? What were the targets and what were the actuals? I am still curious to find that one organization which has an HR function that measures the outcome of whom they have hired. Let's say six months, does the HR evaluate whether the candidate which was hired for six months now is on expectations. Do they identify the strategic factors which might re-evolve their hiring process?
I am listening if there's someone who does these basic "Performance Measures" to complete the cycle of "Business Process Management".
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