Business Process Improvement vs HR Management

Aligning HR Management and Business Process Management

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Within the current market that consistently would be shifting with fast developments created in technology, the business executives had to reject previous concepts of business management plus redo “the management laws” one more time. All – marketing concepts, HR management, logistics and process management… each subject will need to be expanded because of adjustments in the outside environment.

The foundation of an organizational school of thought and as well the industry structure changed a lot. Maximizing profit and TQM had been substituted with brand new ideas concerning process development, Cooperation and creating cash flows in the long run depend on business growth.

Long time ago, businesses and individuals didn’t have choice but to adjust to technology. The worry that technology might substitute workforce had taken a certain period of time being changed with completely new knowledge that computer systems help you speed up and allow fast work, therefore supporting the efficiency of your organization.

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Along with technological development, all of us discovered computer systems getting used to operate and lead most of the operations mostly within production, inventory management and information systems.

In current stage we have the enterprise resource planning models which include dynamic, flawlessly incorporated models which are foundation by which the whole company operates and in addition the businesses organize functions.

These solutions include specific approaches for all the capabilities and divisions such as purchasing, manufacturing management, quality control, SCM, scheduling and comprehensive accounting and HR management systems. Every one of these capabilities tend to be incorporated into one responsive and dependable business system.

The actual platforms outline, organize and manage the functional operations developing standardization in addition to allowing the companies to deal with higher quantities along with lower reliance on people.

Organizational process development is not just about making use of platforms and technologies, though it sees individuals and procedures as well. Organization operations connect with your company in just about every stage of operations allowing you to focus on and recognize clients’ anticipations.

Process management initiatives change how companies see the employees. Anyone who has accepted the popular thought – think about HR as the component or aspect that will be key for creating the core competences of the organization. Therefore companies have started to teach, develop and encourage the managers to inspire, believe in and develop the workers combining their personal objectives with the actual business objectives.

“Once you create the ideal fit where individual and business goals are in line – you are developing an effective organization destined for growth and success.”

Smart businesses these days will not take a look at just the personnel issues – they will recognize issues within a business process. Work is made onto the development of overall strategy. Process metrics monitoring and reporting comes before anybody’s individual metrics.

Successful businesses make an investment in offering expertise to coach the HR. In addition, focusing on eliminating obstacles and improving capacity – that helps take the organization one step further.

Yet another essential aspect would be that many organizations began to concentrate on and educate HR in understanding and focused on the client or customer – both internally and externally. Each manager in current smart businesses understands the key element he has to give focus to and that’s the client.

As a conclusion, merging the concepts of HR management and business process re-engineering is both art and science. It all starts with having a supportive structure, culture and communication and building cross-functional team with diverse skills and backgrounds that can see opportunities through different lenses.


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