Thursday, 3 November 2016

Tuesday, 11 October 2016

VOLUME -3: PEOPLE Vs PROCESS - A TUG OF WAR-ENTREPRENEUR TRAINING

Great to receive lot of your queries to my message box! I will sure share the whole booklet by end of my whole volume submission.
If you have missed my previous articles, kindly check out with the 2 links on Volume- 1: People Vs Process and Volume-1: People Vs Process
As you all knew, here I am importing certain facts over myth on People Vs Process as a part of my series.Here all my contents are not to presume as any authorised regulatory notes for any exam. Its purely my experience keynotes and as a mentor would like to ambient to my Article followers to train for the best delivery approach of any service or product.Organisational business needs are purely service centric, since services supports business.
Follow-up to my last topic, on Departure of employees in the people centric companies are always a pain in Ass of the companies, as they all have created only specialist. when a specialist leave the company then the company ll have a huge void which makes them to cut down that particular service. When they cut down a service and sure they have modify the "whole" Company's business Model. And whole definition of the company will be changed just because of 1 or couple of specialist leaving the company :(
In people centric, due to lack of that skill set which is created to one specialist's departure might cause sever damage to the companies' capabilities with reference to the Clients' prespective.
As we know the growth of the companies defined on the basis on;
  1. Growth in services
  2. Growth in companies revenue
  3. Growth in infrastructure and Number of Employees
when the company reduces any services it ll again back to the Square zero and sure there will be a huge lose in capital cost which involved in developing that particular portfolio.
In Process centric companies,will make that as a easy transaction as they would evenly flourished the skill share between all the team members and that ll easily support the losing of any employee at any time.
Replenishment: Replenishment is another biggest challenge in this period as the below list are inevitable;
  • Contractors;It ll be another huge topic to discuss as 2016 might see more percentage of contract workers than the actual payroll workers.With 84% of recruitment bosses reporting an increase in demand for temporary/contract roles, recruiters face an uphill battle in convincing clients to pay a little more for contract professionals.only the consultant companies are gaining the momentum not the companies.
  • Competition:Candidate competition in the market is high. May be your competitor company have an option to acquire your employee and connect to your client by using his portfolio.
  • Time Challenge: The business world move faster than it has in the past and a recruiting company that can't keep up will surely be left behind.
  • HR Skill depended: People Management issues ll be sorted out by People itself?? Is itn't that funny? If again your HR department is not much skilled about facing all those mentioned challenges again it ll lead to failure of companies' service delivery. When the process is not practised properly then the "Replacement" should adopt and learn your company culture and sure it ll consume some time and effort.
Process is a format of a common standard which will be followed by different companies in the same industry for the best productivity and it shows the uniformity between companies and you could avoid that "learning in every new company" for your Replacement.Where you and your resource save time and focus on productivity.
With 70% of agencies utilising the same handful of job boards, 2016 is the year recruiters must go above and beyond, and prove themselves worthy of the candidates they chase. It sure promises tough time to do the replenishment to find the exact skilled resource in given timeline.
But on the other hand, Process centric company's team could manage this situation easily.
Measurement of success:
In a people centric company, measurement of success or simply performance evaluation will be done through on the basis on long working hours just because they have to deal on individuals.
As we all would aware about the Infosys chairman Mr.Narayana Moorthy letter to his employees with a strong message on their work timing;
* Very clear, LEAVE ON TIME!!!
* Never put in extra time ‘ unless really needed ‘
* Don’t stay back unnecessarily and spoil your company work culture which will in turn cause inconvenience to you and your colleagues.
Specialist work on hours and her/his deliveries are time consuming . They work so hard in first place and repercussion of their action increases Manager's expectation on employees to work harder. But in long term it does not work for the Company/Manager/Employee.
In a process centric company, measurement of success ll be on the basis of service delivered but not evaluate on the basis of sweat audacity. Productivity measurement ll be done through the basis of back logs checkin, Quality Analyse and the deviation. It always relate everything to specificity.
Determain Adequate Staffing :
Earlier days, staffing its all about numbers, but now its all about skill metrics with defined standards from the company. Now-a-days requirement of the company should be in specifics and have to quantify on the basis of service delivery.
In the agile format, requirements are spitted to tasks, tickets, sprints.....drilling down to every detail and predefined employee skill metrics help them to identifying the staffing requirement in the process centric companies.
My next volume will get you the final list towered our conclusion. So keep watching.
Thanks!
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Thursday, 29 September 2016

VOLUME -2: PEOPLE Vs PROCESS - A MYTH DISCLOSURE -Entrepreneur Training



Thanks you all for your stupendous response to my last Article “PEOPLE Vs PROCESS - A MYTH DISCLOSURE -Entrepreneur Training Volume – 1” and I know the reason that most of all been there with an assumption towards making a choice between People Vs Process.
Trust me I have been there

In this article I am going to pony up some more disclosures on Process vs People “PEOPLE Vs PROCESS - A MYTH DISCLOSURE as a part of Entrepreneur Training.
If you are visiting this article at the first time, kindly check my previous Article" Volume-1" http://bit.ly/2dBscpp

In my last article I have defined /Given intro on People Centric and Process Centric companies and how it functions.  In this article I ll be explaining the Process centric companies benefit over People centric companies on the basis of data management , Management Focus Area and Departures of Employee effect.

Data Management/Documentation:

Data management is the key to achieve a process, either through tools or simple documentation.

This post proposes that the act of documentation and creation of project artifacts is a symptom of a bottleneck in the value chain.
I live in the land of client / customer services, where every project involves a new set of stakeholders, participants, audience types, and overall business objectives.




While we can all appreciate an expedited process, it is not a system that can support long-term complex client projects.People centric companies have a tendency to assume documentation is a waste of time greatly devalues the importance of clarifying important issues and goals in writing.

Documents can be exciting, inspiring, and creative forms of expression. Documents can be "living" data, intended to be evolving road maps that can empower a client team long after the vendor has left and the project deliverables have been handed over. Documents are often the foundations that survive the longest and inform the next iteration of thinking.

This paper trail will also serve as reminders to new members of the team who come on board mid-project and need to catch up. It's a reality that teams will shift, and the last thing you want to have to do is backtrack because a new VP of communications is hired.

Additionally, documentation creates trust. We've all sat through great meetings only to see good ideas forgotten, see tasks fall to the wayside, and get stuck in those frustrating loops of "well ... we talked about this, so I assumed it was going to happen." Documentation sets expectations, provides clarity, and creates safety nets”.

It prevents vendors from talking a great game but playing "dumb" when it comes to the deliverables. It provides a sense of accountability, and it gives teams something to cross check against when some time Client claim “That supposed to be understood” 

We often can't see something clearly until it is clearly written out before us. Perhaps the problem with documentation is the tendency toward wasted words and ineffective thinking? I suspect the issue is not with documentation, but with the types of documents being created for the purposes set in place or the kind of people involved in the Process.

Process centric companies know the important for documents but the People Centric Company feels its waste of time “im too busy to do my job what I am doing”

Focus Areas:

People Management:

People Centric companies spend most of their time to manage their people, rather than getting best of service through the tools and process. Management would be easy if everyone you managed were hard working, collaborative, and had a great attitude and exceptional talent. But then it wouldn’t be management.  It would be sitting around doing little while legions of highly motivated people worked happily and diligently.  The reality of course is far different. Simply put, some people are easy to manage and others are hard. And “hard” takes many forms. Some are talented but not collaborative. Some are collaborative but not too talented. Some are too aggressive and others not aggressive enough. Some are well-intentioned but high maintenance, moody or easily distracted. Some are just plain difficult. And so on. You get the idea.

So how do you manage this challenging subset of the broader employee population? Personalities being variable, individuals need to be managed individually, but there’s still general guidance that can be provided. In that spirit, here are six tips for managing people who are hard to manage.
Accept that management is an inherently complex and difficult job – Don’t fight it. Don’t waste time and valuable mental energy wishing it weren’t so.

Service Management:

People Centric companies spend most of their time to manage their Services. The main drivers for a company to establish or optimize its service management practices are varied and the main advantage are listed below;
High service costs can be reduced, i.e. by integrating the service and products supply chain.Inventory levels of service parts can be reduced and therefore reduce total inventory costs. Customer service or parts/service quality can be optimized. Increasing service revenue and customer satisfaction. Reduce expediting costs - with optimized service parts inventory, there is no need to rush orders to customers.

Departures:

In People centric company, most of the time to keep the importance of them on high note. The so called important employee ll not share all the information across the board so the departure ll be painful to the management since nobody knows what he/she did.



But in process centric company, every details will be transferred transparently across the department, so the departure ll be easy.


Final Volume -3 ll be published in another couple of days and list out crucial other set of effects of Process over People. Thanks!

Thursday, 15 September 2016

PEOPLE Vs PROCESS - A MYTH DISCLOSURE -Entrepreneur Training Volume - 1

As we all knew there are 2 type of companies in business
1. Product Based
2. Service Based
In my whole lot of experience as Entrepreneur Trainer / Consultant / Manager, I have seen there is a "MYTH" over People Vs Process and majorly in service based companies says/ prefer on People than process. I am not saying without people we could run the process but I would insist not to give excuse on process just because of people.

Either its a single man shop or SME or Enterprises, Process is the asset of the company, NOT PEOPLE.
In my whole lot of experience as Entrepreneur Trainer / Consultant / Manager, I have seen there is a "MYTH" over People Vs Process and majorly in service based companies says/ prefer on People than process. I am not saying without people we could run the process but I would insist not to give excuse on process just because of people.Either its a single man shop or SME or Enterprises, Process is the asset of the company, NOT PEOPLE.
Being an Entrepreneur and as a leader, you always has to Face the challenges, Solving Problems, marching towards the solution all the time. Before you take any action, you has to stop and ask yourself "whether I am ready to tackle it". For any operation, we have to depend on
a. People   b. Process  c. Tool
and its obvious any operational failure is depend on any one of these 3 fails. But the question here is- which is priority.
Most of the start-up service based companies, depends on people and whole growth of the company considered on the basis of few employees. But as you grow or want to grow that ll not help you, because people are very vulnerable (with due respect) than process and Tool. In this "Information Era" and wide opened opportunities for everyone, the attrition rate at this year nears about 17%- 18%. So trust me, Employees are not bonded to companies for life time or even for an complete annual cycle.
Some of the management argues with me that some of their employees brought great value to their company and they are hard workers. I agree, sure they would have worked for the company welfare but they are also improving their skill asset and as an individual their asset rapidly increasing than your company. On the other hand if you make your whole team skilled as your recommended employees, then your company asset ll also grow, not just few people.
How to achieve that? Again you cant achieve these through People-People basis but Process- People.
What is a People Centric company?
In a People Centric company, Service delivery ll be done consistently only through hard working individuals. If something to be done then the Management always goes to high level individuals, but the approach ll not be on the basis of departments. In these companies, employees they work as a team and they learn from each other on their skills. Its always take time to implement any process or to start any project in a people centric company. As the process of giving information to start any project, Employees they all end up learning to learn "How to do Business" (Which is bad for a company)
What is a Process Centrist Company?
First thing they ll define the services based on the client and organisational needs. They make sure their services well defined to support their business.If the company stick to process then you could see the results consistently and its one of the check list to know your process standards.In the process approach you ll have broad individuals who could offer more and broad skill sets which I call "Generalist" where in People centric companies they have "specialist"
Hope Specialist are well paid than a Generalist (who meets the company's need at the best) So companies has to understand the importance of the process and see the irony when they say "He/She is a specialist and preferable for the company". Any decisions by the company should be on the process basis than people who served best or hoping to do best.
I ll be listing out more benefits of Process and disadvantages of people centric approach for Entrepreneurs on my Volume-2. Please keep following for my next Volume. Thanks!