8 Apr 2023
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Business Update, Dec 2022
Transforming the Future of
Work, Workforce and Workplace
We keep our valued clients, our beloved business partners and our dear friends informed about our activities. This business update is sent out only a few times a year.
Reengineering the Business
Nearly nothing is as it was before.
Just check for yourself: When was the last time you went shopping to Orchard Road? Don’t you buy online nowadays – just to be safe?
All of us, organisations and individuals, need to react by transforming business models, strategies, work, workforce and workplace.
Lean Six Sigma and Business Process Reengineering are still in high demand.
On the one hand, public and private organisations work hard to counter decreased revenue due to Covid-19 by reducing operating expenses with leaner processes.
On the other hand, some organisations need to reinvent their business model because of the dramatic changes they incurred over the Covid-years.
This year, we have been cherishing the opportunity to support SMEs and MNCs with our BPR and Lean Six Sigma solutions to prepare the “digital transformation”. Together with SMU, we offer “Business Processes: Service Excellence in Operations Strategy” to support our project work.
Supporting Leadership Development
Whatever the organisation is doing, Leadership Development never gets out of fashion.
Measuring the pulse through Employee Engagement Surveys or 360-degree Assessments are appropriate ways to evaluate the leadership competencies of managerial personnel.
After detecting the development needs, a series of concerted actions is deployed to narrow gaps shown in raters perception.
A number of organisations trusted us with such engagements this year, albeit most of the work has been done online.
Together with SMU, we offer “Human Capital Leadership: Leading a Digital-Ready Workforce for Customer Centricity“.
Crafting Competency Frameworks
With the rapidly changing environment, new competencies are necessary to support the change.
Leaders need to adapt their leadership style since they do not have the chance to look over the shoulders of their staff. And they need to upgrade their skills to be able to ride the wave of digitisation and lead their teams on the way.
At COE, we have been conducting competency profiling projects for many private and public organisations. Even SMEs see the need to structure and plan the skills upgrade.
Some clients have been engaging us to conduct competency profiling projects recently. Some assignments are on the way now.
We support them with our consulting advice. Additionally, we answer clients’ requests for competency profiling workshops, for some SMEs in Chinese language.
Building HR Capabilities
More often than not, SMEs are built and grown with the strong focus on core business processes to ensure the sales and the delivery of products and services. Finance processes are needed to support these core activities.
Human Resource processes are often neglected. Non-existing performance management systems and rudimentary recruitment activities lead to low staff engagement and high turnover.
During fat times, the impact on the business might be marginal. During times of tightened belts, this will hurt much more.
Therefore, a number of SMEs engaged us to help them build a proper HR infrastructure.
For them, we have been profiling necessary competencies, designing competency-based development options and growth paths and install a performance management structure to support that.
Managing the Change
Transforming Work, Workforce and Workplace is obviously first and foremost about change. The need for change is everywhere. However, change is not a natural human behaviour.
Most humans prefer a stable environment with familiar jobs. Therefore, managing change is always part of our work with our clients, be it in Strategy Planning sessions, BPR or LSS engagements, Leadership Development projects or during our HR related work.
Additionally, we collaborate with SMU to design and deliver “Employee Engagement & Change Management: Building an Agile Customer Centric Culture“.
At the beginning of 2020, meeting clients online was a very new way of collaborating with them. By now, our clients as well as our team got used to this way of working. It is actually very resource saving and will therefore be part of our life in future.
Analysing Data, Building Dashboards, Discovering Insights
Are you ready for the Data Revolution?
The Data Analytics drive takes up speed. We recognise this in our training engagements as well as in consulting.
We have been conducting workshops at different levels of Data Analytics in Singapore and Sri Lanka.
Recently, we completed an in-house workshop with a team interested to get more out of their huge amount of data. After some basics, we started working on their examples. Of course, this adds most value to them. UK: I thought they liked it.
Our expertise and experience in data analytics aids other practise areas whenever data needs to be crunched.
Uwe has taken the time to bring this very technical course to a layman level. I could understand the topics and I hope to apply the various methods in my work.
Of course, our data analytics books come in handy as reference materials and sources for case examples and teaching aids.
Previous Articles, Posts, Case Studies
- All Posts
- Competency
- BPR
- Lean Six Sigma
19 Oct 2022
24 Jun 2022
12 Apr 2022
13 Aug 2021
12 May 2021
22 Mar 2021