Because labor costs represent one of the major expense items for most enterprises, it should come as no surprise to anyone that “personnel”, “talent”, or “human resource” management is a major strategic and tactical priority. Too many organizations, however, both in...
Not surprisingly, most commercial enterprises, organizations and governments already have most, if not all, of the elements and resources necessary to implement Enterprise Performance Management (EPM), and make it work. The challenge is that their priorities are in...
What IS Performance Management? We all tend to understand what we mean by “performance”, the work of getting something done. The problem seems to be that some in the strategy, consulting, and software realms have inaccurately defined what “management” means....
Looking at human organizations “big picture”, the basic function of a business or enterprise is to collect and deploy Financial resources (and their surrogates, “assets” and “liabilities”) to enable an enterprise’s Workforce to serve Customers with the...
Strategic Convergence: Workforce, Customer & Channel Performance Management What goes around, comes around. Once again, in an evolving uncertain business climate, different relationship and performance expectations begin to re-emerge: “new” to some, “back to the...
The Reality Rule: Evolve Performance Management Implementation Over The Long-Term. Over the years, the debate about Performance Management effectiveness has echoed broader multi-year multi-stream migrations and cycles in macro-strategic priorities: shifting and...
