Organizational Performance: Key Tools and Methods

As the upcoming era of advanced technologies keeps changing society, top-notch companies start taking into account significant benefits from implementing data-driven decision-making tools for performing their operations. Obviously, they will profit from it one day, but the transformation may become a stumbling stone hindering the process. This is why there are process improvement techniques to solve operational issues in a company. My experience of working as an HR in a tech company will serve as a source of evidence to this point.

There are many organizations that need data to make strategic decisions and go deep into the reasons for staff turnover. In my previous workplace, there was a problem with the sheer volume of data available today. In fact, data gathering has become sufficient for a company’s success. Still, it is better to assess external data and make a question whether its benefits outweigh its cost. There is a huge possibility that one can find other sources of extra data. Another technique that is likely to improve processes in a company is the selection of tools for data analytics. Unfortunately, my company has failed to pay attention to the fact that any good tool should be tested by Microsoft Excel to be considered efficient.

There are a number of such tools that give companies an opportunity for analysis of business information. To be more exact, collectively, they may be referred to as business intelligence (BI) because thanks to them, the process of a company’s decision-making becomes more effective. Without most recent data, no supply chains are possible because they help a company to evaluate its customer services. Such data may take the form of a diagram and be communicated to top managers to help them understand what strategy this company should follow. Otherwise, there will be a decrease in profit because a company has not taken into account feedback from its customers.

Still, no operational processes can take place without experienced staff. People are of paramount importance in terms of insights. It may cost too much to hire such professionals, but a company may focus on creative workers who are keen on analyzing and presenting data. I would suggest to the company, where I have worked, that they should create special teaching programs for that purpose. Probably, “developing a knowledge-sharing culture is a change process on the way to better organizational performance” (Serrat, 2017).When an idea comes into existence, it should be presented to all the stakeholders within the organization. In addition, job descriptions are better to include the use of data and soft skills for all positions to make sure that trainings will lead to significant results.

Actually, it is top-notch organizational design that supply-chain executives often try to adopt when changes in operations, such as digitization, prevent a company’s plans from coming to fruition. The current trend to hire external professionals leads to staff turnover. In this case, there should be also some training programs to help such employees integrate fast. Otherwise, operational processes may become slow like it happened at my previous workplace.

Apparently, it is a beneficial activity to analyze operational processes and market issues. This course has given me an opportunity to see things from a different perspective. Now I am ready to evaluate operational processes in a company. I think, it will be useful when I start working for another company. I will need to show knowledge of business and provide managers with ideas. Moreover, understanding of technique to solve an operational issue may be conducive to relatively fast promotion.

References

Serrat, O. (2017). Knowledge solutions: Tools, methods, and approaches to drive organizational performance. Asian Development Bank.