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Work Breakdown Structure

Created on Wednesday, 14 August 2013 by

The Importance of Work Breakdown Structure for Global Projects Project scope helps companies define the path to reach desired transformation goals as well as document what needs to be done, by whom and how, in order to meet all of the requirements defined for the project. However, to ensure that it will be followed, it is important that the plan is understood by the entire project team. A well-defined and designed Work Breakdown Structure is the ideal solution, even when the team is located in different parts of the globe. To ensure project scope is clear and manageable across different cultures, it is critical to divide the work into smaller pieces, focused on deliverables and dates. Once that dissection occurs, it is useful to put them together again and make sure all of the pieces match the scope and the overall timeline that has been defined. Not only does the Work Breakdown Structure (WBS) divide the activities and deliverables into smaller components in order to facilitate the understanding and the management of all the main activities, it helps determine how achievable the plan can be once the work effort is initiated. One of the main challenges of global projects is…

Not Too Fast

Created on Monday, 15 July 2013 by

Take the Time to Understand the Costs for Building a HR Shared Services Model The secret is out. As a matter of fact, it has been out for years now. Some may even say that it has never been a secret, but more of a trend or topic that many organizations simply failed to pay attention to or adopt. No matter how it is described or referenced, it is evident that the HR Shared Services model has allowed numerous organizations to operate more efficiently and strategically with regards to HR service delivery. The topic of HR Shared Services has been discussed and examined so extensively that the majority of HR professionals can specifically list the potential benefits of implementing a HR Shared Services model. Ask many of the HR professionals within your organization and they will tell you that HR Shared Services will provide: A reduction in costs Improved management and decision making capabilities Increased efficiency and productivity Enhanced customer service While there are several other reasons for adopting a HR Shared Services model, most HR professionals can provide convincing evidence for the change initiative. If that is not enough, numerous case studies have been written detailing the success and…
HR Transformation projects come in a variety of shapes and sizes, but, more often than not, typically include a change in technology and/or a shift in “sourcing” models. A common mistake made by organizations engaging in such initiatives is underestimating the need, both short and long term, of HRIS resources. As an example, companies that have previously outsourced their software/service delivery models, may be looking to re-”source” part or all of those models in future state organizations. Due to the fact that HRIS resource needs are minimal in their existing model or, because new vendors promise that the “system is so intuitive” technical skill sets aren’t necessary, management fails to recognize the importance of HRIS in transformation and beyond. The infrastructure for transformation require critical technical capabilities that aren’t traditionally found in core HR functional departments – business analysis (including data management), interface management, reporting, security and testing. This article describes the role HRIS should play in transformation efforts and identifies potential pitfalls should proper resources not be engaged. Business Analysis While business analysis is a relatively broad term, requirements gathering/documentation is key to a successful transformation initiative. It is true that many vendors bring global “standards” to the table…

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