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Atricle Dump - 6 Performance Measure Facilitator Attributes
I really can't stand leaving my office disorganized and that's how I felt when I left my office and went home yesterday.I was up late last night doing some work from home, but that nagging feeling was there becauseI like to walk into a clean, organized office each day. (I just feel better). Because of that I decided to get to work a little earlier today. It was quiet and after I straightened up, I looked over a few books I had laying around. In doing so, I re-read my favorite success quote of all time.To me this quote also reveals the mo
Thinking about what the internet and technology will be like 10 years from now is pretty damn scary. When I interview people I like to ask them what they think of the future of the net and online businesses and I’ve received some pretty interesting answers.Here’s my take:Well I’m sure that the “everything-will-be-on-the-net-and-there-will-just-be-a-screen-and-box” clich? explanation is getting pretty old, but it’s so, so true and most people aren’t really thinking like that besides the computer savvy entrepreneurs, programmers, designers, etc…<
Titles for performance measure facilitator positions have included Performance Measurement Officer, Performance Measurement Director, Manager Performance Measurement, Corporate Planning and Performance Reporting Officer, Corporate Performance Management Coordinator and Manager Planning and Performance.
Most often the person in this role of performance measure facilitator will be associated with the corporate planning team, but they are also associated sometimes with the information services team or even somewhere in the human resources department.
The one thing that is consistent, however, is the thing this person is responsible for: to facilitate the design, reporting and use of performance information in decision making about organisational results and improvement, usually across the entire organisation. This calls for some very specific attributes, and the following six should be considered the bare minimum.
attribute #1: intimate understanding of the organisational planning process
Without a very detailed understanding of how the organisation does its strategic planning, and cascades this strategic direction down into tactical and operational plans, the performance measure facilitator will struggle to assist managers and teams to focus on measuring what matters most. Knowing how to integrate performance measurement with the planning process ensures everyone is measuring the results that will most likely lead to the organisation fulfilli
Money can now be made by sharing one’s opinion. Is this a joke? No it is for real. This is because blogs are one of the things people love to look at these days when surfing in the web.It is not that hard to make a blog. A user can download a template and put the content there or make one up using wizard.The trick to making money is being able to find a niche market. This means finding something relevant to talk about that people can relate to that can be done through research.When the blog site is ready, it is time to do one pre-flight
Most often the person in this role of performance measure facilitator will be associated with the corporate planning team, but they are also associated sometimes with the information services team or even somewhere in the human resources department.
The one thing that is consistent, however, is the thing this person is responsible for: to facilitate the design, reporting and use of performance information in decision making about organisational results and improvement, usually across the entire organisation. This calls for some very specific attributes, and the following six should be considered the bare minimum.
attribute #1: intimate understanding of the organisational planning process
Without a very detailed understanding of how the organisation does its strategic planning, and cascades this strategic direction down into tactical and operational plans, the performance measure facilitator will struggle to assist managers and teams to focus on measuring what matters most. Knowing how to integrate performance measurement with the planning process ensures everyone is measuring the results that will most likely lead to the organisation fulfill
Starting one’s own business can seem like a daunting task. It can even seem like something that only other people can do. You may think that it is something that people need a lot of money to get started doing. Maybe you want to start a business but don’t know what type or how to go about it. Here is a simple answer with a simple business solution that can have you working for yourself fast.Starting your own cleaning business is a great way to work for yourself. Not only can you start your own business this way, but you can also maintain the business
The one thing that is consistent, however, is the thing this person is responsible for: to facilitate the design, reporting and use of performance information in decision making about organisational results and improvement, usually across the entire organisation. This calls for some very specific attributes, and the following six should be considered the bare minimum.
attribute #1: intimate understanding of the organisational planning process
Without a very detailed understanding of how the organisation does its strategic planning, and cascades this strategic direction down into tactical and operational plans, the performance measure facilitator will struggle to assist managers and teams to focus on measuring what matters most. Knowing how to integrate performance measurement with the planning process ensures everyone is measuring the results that will most likely lead to the organisation fulfill
Millions of people are starting online businesses in hopes of creating additional income for themselves and their families. With many men and women sharing the same names how do you get your name to stand out?The only solution is to create a Unique Personal Brand.What is a personal brand?A unique personal brand is a word or phrase that describes you. It is what sets you apart from every other internet business owner.Some people have been fortunate enough to create a following for their own name, while others are associated wit
attribute #1: intimate understanding of the organisational planning process
Without a very detailed understanding of how the organisation does its strategic planning, and cascades this strategic direction down into tactical and operational plans, the performance measure facilitator will struggle to assist managers and teams to focus on measuring what matters most. Knowing how to integrate performance measurement with the planning process ensures everyone is measuring the results that will most likely lead to the organisation fulfill
Are you struggling in your current job? Have you looked for career change advice in all the traditional places – career counselors, business magazines, trade journals and are still stuck in a job you hate? Below is an easy process to get you moving forward.How Unhappy are You on a Scale of 1-10?Most people need to encounter significant dissatisfaction and pain in order to step outside of their comfort zone and make changes. What is your level of satisfaction? On a scale of 1-10 with 1 being "I can barely get out of bed in the morning" and 10 be
attribute #2: a working knowledge of several performance measurement frameworks
If a performance measure facilitator can only claim knowledge of the Balanced Scorecard, then the organisation faces the risk of having its strategy too quickly packaged into a model that may not be the most appropriate. They need know how to apply a range of frameworks (e.g. the Performance Prism, Triple or Quadruple Bottom Line, Six Sigma Business Scorecard, EFQM or ABEF or Baldrige models) to assist managers and teams to decide what types of things to design measures for.
attribute #3: experience with at least one performance measure implementation process
There are far more performance measurement frameworks out there than performance measure implementation methodologies (e.g. six sigma and PuMP)! A performance measure facilitator that is worth their salt will have experienced at least one step-by-step process for designing and implementing measures, and will be on the lookout continuously to find emerging methodologies or to continue to develop and fine tune one that works for the organisation.
attribute #4: basic quantitative skills for creating and reporting performance measures
While they certainly don't have to be a statistician, the performance measure facilitator does need to be comfortable and capable to design simple data collection processes, manipulate and pre
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