Guy Wallace CPT, Vice President - Learning & Development Curriculum Architecture Wachovia Bank
Greetings!
In my second quarterly column I want to continue to address the use of two data sets, the Performance Model and the Enabler Matrices of the EPPI model (my model for Enterprise Process Performance Improvement) in driving the requirements and metrics for the first two of the following seven Human
Asset Management Systems (HAMS):
If your enterprise is off on an improvement drive, do its models and methods help you see more clearly the change requirements for these types of systems? In your enterprise they may be named differently and organized differently or may not formally exist at all as the responsibility of a department or one person.
The HAMS’s Organization & Job (Re-)Design Systems provide a set of job designs and an organization design conducive to the needs of the process, its volume and predicted variation over time, and the designs are configured to be able to find and attract enough human performers with the current abilities and future capabilities for the jobs in the labor markets where the performers will be employed.
The job designs then roll up into the organization design. It is a “bottom-up” approach driven by the visible “top-down” end goals of the enterprise’s processes performance.