Compliance reduces friction and cost in the supply chain: Lessons from the Vendor Compliance Federation.
Organizational Performance
A broad category – Anything related to the performance of companies and institutions, including measurement of performance (metrics, ESG), and improvement of performance (best practices, etc.)
Desirable
Ten things you should know if you are seeking an investment.
Risk Management: Lessons Learned from Manufacturers
Cisco and ImpactFactor, leaders in SCRM, provide insights into risk management.
Innovating Cheap: The Key to Tapping the Enormous Potential of Emerging Markets: Part Two
How was Tata able to build a $2,500 car? Here we dig into some examples of their ‘frugal engineering’ approach.
Innovating Cheap: The Key to Tapping the Enormous Potential of Emerging Markets: Part One
Design innovations enabled Tata to build a $2,500 car. Now that is how you get into an emerging market such as India in a big way.
Building a High-Performance Organization – Part Three
What do individual contributors want from their employers in 2011? Good educational programs, opportunities for advancement, more frequent and meaningful communication by management, and an innovative work environment. These are often overlooked by managers and executives and represent key opportunities for retaining top talent.
Building a High-Performance Organization – Part Two
Survey respondents told us that better communications and education are some of the ways they expect to deal with their top personnel concerns. We also look at what they said about their 2011 budgets. The findings are encouraging, but with caveats.
Building a High-Performance Organization:
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In ChainLink Research’s 2011 Business Priorities Survey, we surveyed two audiences to compare and contrast the different concerns of managers vs. individual contributors and how they think those concerns should be addressed. We also asked about expected budgets for 2011. This report describes the findings from these role-specific questions. Among the key findings:
* Retaining top talent is a key concern of executives. It is fueled by a talent shortage for certain key professions. There are specific steps that can be taken to retain talent.
* While compensation is always important, it is not on the top of the list of what employees are asking for this year. The most important things in determining employee motivation and commitment are skills development, better communications, and innovation in the organization.
* With improved corporate performance, we are seeing increases in budgets. Given the ‘jobless’ economic recovery, we expect budget spending on innovation and technology to increase.
* New work styles are rising in importance. Policies and management approaches that encourage more creativity, employee empowerment, flexible work hours, and the ability to work remotely (at home), should be considered by corporations. These help build loyalty and morale.
* Leaders who communicate frequently and effectively, provide good educational programs and opportunities for advancement, create an innovative environment and reward their top performers should do well in creating a competitive organization where people really want to work and are motivated to do their best.
Collaboration Frameworks 2011 – On Creating a Global Workspace: Part Two
Introduction to Ideas in a Global Work Space.
It’s Sixty Seven Shopping Days to Christmas
Don’t hit that markdown button; Pricing Strategies for a Small Planet.
How a Legal Department Can Add Value – Part Two
Cisco’s legal department has taken steps to move from being a gatekeeper slowing things down to being a business enabler of faster cycle times for contract approvals and greater operational efficiencies. Read how they did it.