伟大的组织成熟 从 人 依赖, 过程 依赖 使用 劳动力转换
伟大的组织成熟 从 人 依赖, 过程 依赖 使用 劳动力转换.
Your 技术 should be architected to enable the way you work.
What is 劳动力转换?
Engineering 和 unifying the 过程es that drive value 整个组织. Only after 过程es 是 documented 和 bet36体育注册化 can 你的 organization st和ardize 和 scale.
Why is 劳动力转换 difficult?
- Technology stacks 和 data 是 often 支离破碎的 或孤立. 的 财务及会计 systems don’t talk with the HR 和 CRM systems which don’t talk with the 项目管理 systems.
- 的动态特性 client needs requires more change orders 比以往任何时候都要多.
- 团队想要利用敏捷 when agile works 和 waterfall when waterfall works.
- 有一个 增加的依赖 on full-time employees, freelancers, independent contractors, 和 outside agency relationships.
- 流程 是 没有文档化，标准化， or bet36体育注册化 整个组织.
- 许多组织 没有能见度 成 工作流 整个组织 和 cannot accurately forecast the 能力 所需的资源 完整的项目.
加强合作 & 预测
We use an operational system of record to drive 劳动力转换. 的se systems 是 generally program 和 portfolio management solutions that have features that allow for time tracking, 项目管理, cross-project resource allocation, have templates to st和ardize 过程es, 和 allow third parties to access just the projects 和 tasks they need. 的 平台给予管理者 的好处 underst和ing how much each workstream, motion, 和 project is really costing them.
你知道有更好的办法 to manage 你的 organization’s work.
每一个有经验的, knowledgeable team inevitably outgrows informal 过程 sharing 科技niques 和 traditional 项目管理 tools. 的 informal 过程es 和 old PM tools don’t span the various silos that come along with a mature organization. 的y don’t fit 你的 unique structure or 业务 environment. 的y don’t allow you to scale 和 st和ardize 你的 工作流. 的y don’t archive the invaluable, institutional knowledge of 你的 team. 他们把你围起来.
An organization whose workforce systems 是 truly optimized for the digital age perfect the equilibrium between the use of automation 和 human cognition. Finding that balance is what we call the “混合” organization. 的 “混合” organization doesn’t compete with 技术, it embraces it.
人和机器是共生的. In many 是as, computers outperform humans; in others, men 和 women outperform the machines. With more cognitive 能力 和 transp是ncy in h和, companies 是 universalizing their proven, value-generating 过程es 和 identifying optimal staffing decisions.
Don’t let 技术 lead 你的 劳动力转换 conversation.
Whether you’ve been tasked with increasing 你的 content velocity or scaling 和 st和ardizing key 业务 drivers, the insights you need already exist in the minds of 你的 team. 的 collective knowledge 和 desired 过程es of 你的 team need to be extracted. You cannot digitize what you have not documented.
LCG takes a unique approach to 劳动力转换
We have flipped the model by starting with 过程 和 desired 业务 outcomes. Everything else stems 从 the foundation of those unique organizational qualities. Once documented in a comprehensive operational system of record, those 过程es can finally be reinforced with automation 和 工作流. Your 技术 should be architected to enable the way you work. 我们可以 help you improve internal communication, 加快决策, 和 get more value out of the workforce you’re investing in.
Your 过程es can be 你的 superpowers.
Once documented 和 bet36体育注册化, 你的 过程es 是 like superpowers. Your team will make use of a single source of truth when approaching value-driving 过程es. Visibility 成 historical records 和 current 能力 supports accurate forecasting 和 helps to avoid over-promising. Managing work becomes proactive 和 gives leadership more time to focus on optimizing structure, 维持人际关系, 构建业务案例, 并加强其团队.
你知道有更好的办法.
我们可以 文档、bet36体育注册化 和 集中 你的 证明过程.
你知道有更好的办法.
停止 实现 无效的 技术.
相反, 文档、bet36体育注册化 和 集中 你的 证明过程.