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“Idea Management Tool”

“Idea Management Tool”. January 2013 Project& University of Texas Dallas. Do Traditional Models Work?. Deadlines – completing SLA’s. Technical Environment. Tools & Processes. Boardroom meetings. Paperwork. Missing “human” element.

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“Idea Management Tool”

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  1. “Idea Management Tool” January 2013 Project& University of Texas Dallas

  2. Do Traditional Models Work? Deadlines – completing SLA’s Technical Environment Tools & Processes Boardroom meetings Paperwork Missing “human” element

  3. Traditional models assume a rigid set of procedures, responsibilities and decision making hierarchies. • Traditionally, employees are disengaged and unmotivated. Give employees a voice Create a public place where employees could freely contribute to the improvement of performance of client’s IT operations THE SOLTION IS Employee Engagement

  4. Objectives • Project is to create a Web application (a Web site), that will serve as the collaboration hub for employees and personnel of a client. • The site will be a semi-public space, a forum, where issues will be raised, and ideas for their resolutions sought, offered and tracked. • The ideas will range from improvements in the quality of service provided to the client to the very technical modifications in software components within client’s IT portfolio. • Since any modification in either IT practice or the content of software components needs to be fully tested and approved before it is introduced into the production environment, the tool must incorporate a rigorous workflow. • In order that EMPLOYEES and the client understand the full impact of various ideas the tool needs to be equipped with reporting facilities providing information on the life cycle of individual ideas and the summary information on groups of ideas and projects.

  5. Benefits • Idea Management Tool will broaden the basis of people who aware of issues and who contribute to issue resolution. That broadening will bring in new ideas that would otherwise not be generated. • The tool will increase the speed of issue resolution. • The tool will lead to a higher quality of solutions. • It could improve recognition of people who contribute to issue resolution, raise motivation and moral of involved employees. • The site will foster a competitive spirit among employees • The tool will raise overall productivity of teams. Since a typical community associated with one client using the Idea Management Tool might range from several hundreds to tens of thousands IT workers, productivity gains could be substantial.

  6. Mechanisms Idea Management Tool will be a Web application with several pages allowing: • Posting of issues • Posting of ideas or solution proposals for the issues • Mapping of every idea to various client’s objectives, projects, services, processes, applications, departments and/or groups within client’s IT space. • Tracking the evolution (life cycle) of every idea as it moves from posting to adoption (rejection), prioritization, implementation, completion and assessment of benefits • Reporting on existing ideas in various scopes, realized benefits, cost savings and other metrics.

  7. Requirements • All states of any idea must be persisted, searchable and displayable. • The tool should recognize roles within the existing organizational hierarchies and map them to its own set of roles: idea generators (everyone), idea sponsors (executives), approvers (technical leadership), etc. • The tool should incorporate a workflow system so that ideas could be moved through life cycle stages in a controlled manner. • The tool should incorporate a notification system so that messages (emails or SMS messages) could be sent to relevant stakeholders as the idea propagates through different implementation stages. • As stated previously, the tool should be able to work with several hundred to several thousand employees. • The tool should be able to connect to corporate LDAP based employee registries.

  8. Collaboration Engages Employees Give employees a voice and a platform to be a part of the decision-making (solution) process; Encourage open, yet respectful communication – including feedback/praise on their performance & progress Make work fun and exciting; give employees direction and a larger context for their work goals Sense of People Value Encourage innovation and creativity with an opportunity to do their best AND be recognized for their achievements Provide opportunity for growth in skill development and career progression

  9. Collaboration Means Success! Making Work FUN!! People Management INCENTIVES COMPENSATION Innovation Career Development ACHIEVEMENT Recognition CHALLENGE ADVANCEMENT DEFINED RESPONSIBILITY

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