BUSINESS PROCESS RE-ENGINEERING

SUBMITTED TO: LESLIE REBELLO

SAMIR JOGILKAR 20PUJA KHADE 24

The human side of enterprise is second to no other factor in importance. In a business that employs a workforce of any size, success must depend upon their performance. While it is rare to find an organization that does not employ a few people who contribute less than they take, none can tolerate more than a very small percentage of such and survive. Also extent reduces the performance of the group. If business relies on performance, then so does re-engineering. The re-engineering business process if it is designed to be more efficient than old may be even more dependent on everyone in the company performance.

A full range of personnel issues can arise from a re-engineering project. The need for recruitment, training, job regarding, transfer, restructuring parts of the organization, outplacements, and counseling may occur. The only regular human resources department functions that will not normally be expected are disciplinary actions-not that is, unless the project is badly mismanaged.

The importance of human resources to the success of the re-engineering project makes this an area that should receive attention from the beginning of the project. The participation of the personnel department can help to identify problems while there is time to solve them without delaying the project.

A full range of personnel issues can arise from a re-engineering project. The need for recruitment, training, job regarding, transfer, restructuring parts of the organization, outplacements, and counseling may occur. The only regular human resources department functions that will not normally be expected are disciplinary actions-not that is, unless the project is badly mismanaged.

The importance of human resources to the success of the re-engineering project makes this an area that should receive attention from the beginning of the project. The participation of the personnel department can help to identify problems while there is time to solve them without delaying the project.

The issues that the re-engineering project will face may not surface until a new business process design has been drafted. At that time the need to translate the skills of the current staff to the new work requirement will be apartment. This issue is the lead item in a formidable list of others.

When the re-engineering project begins to address staffing issues, the value of human capital will take on a new meaning. An awareness will emerge that the key to a successful re-engineering effort is the workforce. The staff will be charged with making the new operation work; no design can be implemented if the staff fight it. Any ivory tower isolation that has found its way into the re-engineering team begins to vanish with this realization.

The issues that the re-engineering project must address to staff a new process can be intimidating. The result must be people, with the right skills, doing the newly defined work. The project must also deliver any steamling of the staff that has been promised, which may require cutbacks. Therefore two objectives result in a long list of activities:

Defining position and skills.Defining a new organization.Redeployment.Training and retraining.Regarding.Outplacement.Implementing changes.

Staff Cost Reduction.

Defining New Jobs.

Retraining and Redeployment.

Organizational Development.

Approaches.

Commitment from the Workforce.

High Performance Teams.

Re-engineering and the Team Approach.

Handling the Difficult Transactions.

Thank you !!!!