Get the opportunity to grow your influence by giving your products or services prime exposure with Performance Magazine.
If you are interested in advertising with Performance Magazine, leave your address below.
Sustainability reporting has been increasing in scope over the past years, given that the number of organizations worldwide issuing sustainability reports has been growing yearly, driven by several major trends, reflecting shifts in the regulatory, community, investor and consumer landscapes.
Image source: DKosig from Getty Images Signature via Canva
In today’s data-driven world, organizations are constantly grappling with an abundance of data coming from various sources and in different formats. Data integration has emerged as a critical process that enables businesses to connect these disparate data sources by consolidating them into repositories called data silos, creating a comprehensive and unified view of their information. This single source of truth empowers organizations to make more informed decisions and derive valuable insights for better business intelligence.
These disparate data sources can vary in type, structure, and format. Successful data integration finds a way to connect these sources, either by building relationships between them where they reside or by periodically extracting, transforming, and loading data (a process known as ETL) from these sources into one big database dubbed a data warehouse.
Figure 1. Basic Data Integration in a Warehouse Diagram | Adapted from Data Integration and ETL: A Theoretical Perspective
For example, when sales data is combined with customer data, the organization can gain a deeper understanding of customer behavior and preferences, which would allow personalized marketing efforts and improved customer satisfaction.
Data integration can be challenging as there is no one technical way of implementing it. Rather, the process depends on the needs and resources of each organization. Organizations with no technical capabilities would need to seek a third-party service provider.
Read More: 6 Industries Using Data Science for Better Performance Reporting
Despite the variance across organizations, one thing remains consistent—every data integration process should be approached systematically by taking into consideration the following key strategic steps:
In conclusion, data integration plays a crucial role in enabling organizations to harness the full potential of their data. By connecting disparate data sources and creating a single source of truth, organizations can unlock valuable insights, improve decision-making, and enhance operational efficiency. Following a systematic approach and leveraging appropriate integration tools lets organizations achieve successful data integration and gain a competitive edge in today’s data-driven landscape.
Get more insights on data integration and management practices by exploring our articles on data analytics.
The real estate industry pulsates with the rhythm of performance. From agents closing deals to property managers ensuring optimal occupancy, individual and team success directly translates to organizational growth. In this high-stakes environment, a well-implemented Performance Management System (PMS) emerges as the conductor, harmonizing individual efforts and driving the symphony toward desired outcomes.
A PMS is more than just a goal-setting exercise. It is a comprehensive framework designed to establish clear, measurable objectives, track progress against those objectives, and evaluate individual and team performance throughout the journey. It fosters a culture of accountability and continuous improvement, ensuring that all efforts are aligned with the organization’s broader strategic vision.
The implementation of a PMS in real estate unlocks a multitude of benefits, allowing organizations to:
While the core principles of a PMS remain consistent regardless of the industry, it is crucial to tailor the system to address the specific needs of diverse real estate roles.
Implementing a successful PMS requires commitment and careful planning. Here are some key steps:
In conclusion, a PMS is not just a tool; it is the foundation for a thriving performance culture in the real estate industry. By aligning performance with desired outcomes, real estate companies can unlock their full potential and ensure long-term success in this dynamic and competitive landscape.
*****************************
About the Author
This article is written by Rami Al Tawil, the General Manager of Organizational Excellence at Al Saedan Real Estate Company. He holds a master’s degree in industrial engineering from Jordan University of Science and Technology. With 19 years of expertise spanning strategy planning, performance management, business improvement, and more, he excels in aligning employees with strategic visions for consistent performance improvement.
Nowadays, effective workforce management is essential to success in the corporate world. In a time of swift technological progress, changing demographic patterns, and changing workplace dynamics, companies prioritizing workforce management stand to benefit greatly. To achieve sustainable development and competitiveness, the strategies and best practices for workforce management are examined in this article, focusing on their significance. There are two main categories for the workforce management, and they are:
Strategic workforce planning: Workforce management that considers the organization’s long-term goals and objectives is known as strategic workforce management. It entails coordinating the workforce with the strategy of the organization, projecting future labor requirements, and creating talent pipelines to satisfy those requirements.
Forecasting the demand requires understanding the full strategy picture so that organizational goals are properly measured. At the same time, to ensure that strategic workforce planning is effective, it needs to be measured against key performance indicators.
Operational workforce planning: Operational workforce planning enables the organization to achieve short-term outcomes. This level of workforce planning involves keeping track of day-to-day operations, assigning people, and addressing ad-hoc changes.
In a case study featured on AIHR addressing the strategic workforce challenges faced by ProRail Traffic Control, the main concern revolved around the imminent transformation of jobs for 700 Train Traffic Controllers and 150 operational planners due to increased automation. In response, the organization developed a 10-year vision named “Digital Vision” to digitize the traffic control process and accommodate projected capacity growth. To assess the workforce impact of these changes, the management initiated Strategic Workforce Planning (SWP).
Guided by principles such as business continuity, re-schooling, turnover, cost-effective growth, and technology integration, the SWP approach involved a data-driven analysis by a core team comprising HR and external consultancy experts. The quantitative model generated insights, including the anticipated retirement-driven employee departures, a natural turnover exceeding the reduction in required operators, and the feasibility of adjusting workstation numbers over time to align with technological advancements, ensuring operational continuity and job security. The study emphasizes the importance of aligning workforce planning with technological advancements to achieve long-term sustainability and adaptability.
Growth is ultimately fueled by a workforce that is aligned and can carry out the organization’s strategic goals. Organizations may create a culture of innovation and continuous development as well as react to the changing business environment by taking a proactive approach to workforce planning.
In essence, ensuring growth in an organization requires a workforce that is aligned with the appropriate skills and competencies. For organizations to achieve their objectives, strategic workforce planning ensures that the appropriate people with the right skills are in the right place at the right time. This encompassing method of managing the workforce fosters long-term success and flexibility in the dynamic organization setting.
An aligned workforce with the skills and capacities to carry out the organization’s strategic goals and objectives is a workforce that drives business growth.
***
Nawaf Al Omari boasts over a decade of experience in optimizing teams and driving project management success. He excels at forecasting staffing needs, resource management, and fostering collaborations, with a 40% increase in stakeholder satisfaction. Prioritizing data-driven decision-making, he is adept at mitigating risks, tracking KPIs, and achieving cost reductions. Nawaf is strongly committed to delivering results and operational excellence.
Outstanding performance that can sustain positive results in the future is one of the key elements of organizational excellence.
Considering organizational excellence as what can drive organizations to a brighter future in terms of more profits, cost reduction, more customer satisfaction, referrals, better net promoter score; it is important to highlight the three pillars of the excellence model from the EFQM model 2020; direction, execution and results.
Having this in mind, the model stresses the need for methodological approach where we develop practices and processes, integrate them into the organization towards agile, effective, and efficient execution, in order to achieve better performance results internally (strategic and operational) and externally as perceptions from stakeholders (customers, citizens, and beneficiaries), which can sustain positively in the future.
The third criterion of the model, namely “Engaging Stakeholders,” focuses on ensuring continuous and positive engagement with all key stakeholders of the organization including employees/public servants. Employees are therefore seen as a key stakeholder, and having them as an integral part of any organizational excellence model emphasizes the need to shift the public sector’s focus from the traditional way of operations, in which public servants are only there to process the requests of citizens, try on their own to be energetic and efficient, awaiting their retirement, to a more competitive way, in which they compete with the private sector’s staff in terms of service excellence.
For this shift to happen, the key players are the employees, who will need to feel the need, accept and change towards a different mindset where they consider themselves not just as public servants but as drivers towards the public sector’s and country’s prosperity.
Leaders need to approve such a shift, align it with organizational purpose, direct it internally and externally, support it with the right values, allow change management to tackle all what needs to change step by step, and catalyze it with motivational culture.
A motivational culture can help public servants create ideas to improve, and innovate in the direction of efficiency and agility, so that they can get recognized internally and externally. Motivate them to be proud ambassadors for the country’s welfare. Motivate them so that they can understand and fully believe that they are the primary drivers of success.
Although motivation is one word, thousands of research papers have talked about it! So, let’s get back to the foundation of human beings without further complications: aren’t we survivors? Haven’t we gone through so many crises and changes in this world and made it safely in 2022? Accordingly, the desire to see what tomorrow holds for us and to consider what we may do now to get a greater return tomorrow is what drives us to get out of bed each morning in search of a better tomorrow.
Finally, I would like to refer to the very significant connection between motivation and sustainability. Motivation is one of the components of sustainability, which ensures that resources are preserved for current generations as well as all future ones.
Will sustainability direction, focus and efforts succeed? It will all depend on whether we, people, feel ourselves part of it and we are motivated enough to invest in it. How to feel this way and how to be motivated? Simply by ensuring our sense of belonging and our ability to effect the necessary change, both for our benefit and the benefit of all future generations.
***
This article was originally published in the PERFORMANCE MAGAZINE Issue No. 24, 2023 – Public Sector Edition for the Ask Our Experts section.Terms of use | Privacy Statement | Cookie Policy | Disclaimer | Online Dispute Resolution (ODR)
Copyright © 2004-2024 The KPI Institute Pty. Ltd. All rights reserved
