咨询方法与工具资料库strgfinl【精品文档】
咨询方法与工具资料库SIG【精品文档】
Stakeholder Identification Session GuidePrepare1. Explain the intent of the analysis to the client sponsor. Determine whether one ortwo sessions will be appropriate. Create a list of participants.2. Review background information about the change and the structure of theorganisation.3. Write a memo to all participants. In this memo:∙State the purpose of the meeting.∙Identify the change being implemented.∙List the participants involved.∙Give the scheduled meeting logistics.∙Ask participants to come to the meeting prepared with their thoughts on the effects of this change.∙Read “Defining Groups Within an Organisation”. (See Reference 1)Conduct 1. Introduce yourself and the recorder. Explain that your role is to facilitate thegroup process of identifying stakeholder groups. The content and consensus will come from the group.2. Review the agenda with the participants.3. Describe the organisational change being implemented. (The participants shouldalready be familiar with this.)4. State that the purpose of this session is to identify the internal and externalgroups of people who will be effected by the change.5. Explain that these internal and external groups who have a stake in the successor failure of the organisation are called “stakeholders”. (See SG.ppt)6. State that before determining which groups are affected by the change, theparticipants must come to a consensus on the overall breakdown intostakeholder groups. Divide the workforce and external contacts into logicalgroups. Provide alternative breakdowns. (See Reference 1)7. Record all the group names on the flipchart matrix. (See ISG.ppt for an exampleof a matrix.) If the overall breakdown is too detailed, combine groups.8. State the purpose of the next part of the session is to determine which of thegroups listed on the flipchart will be affected by the implementation of thechange and to what extent they will be affected. Explain to the participants that all effects, even those that are slight and/or indirect, must be assessed. Thisanalysis should encompass all effects of the change.Refer to the first group listed on the flipchart matrix. Have the participantsdecide what type of impact the change will have on the first stakholder group (major, moderate, minor or none). This can be in the form of an open discussion.Record the decision, along with any supporting information presented during the discussion on the flipchart. The supporting information will be helpful for the next session of the analysis.REPEAT STEP 8 FOR EACH GROUP LISTED ON THE MATRIX.9. Explain that the next step for the session is to identify the participants for theAcceptance Analysis session. Each of the stakeholder groups should berepresented in the Acceptance Analysis, if possible. Each representative should be familiar with the stakeholder group, preferably having managementresponsibility for the group. This could range from an upper to lowermanagement position. Once the representative participants are determined, record their names on the flipchart.10. Summarise the activity and the conclusions by reviewing:∙The organisational breakdown and the groups affected by the change∙The key reasons supporting the participants’ decisions∙The identified representatives for each stakeholder group∙The follow-up actions participants can expect (See Folow-up below.) Follow-up 1. Summarise the results of the Stakholder Identification session into a memo anddistribute it to the participants. Include a description of how this information will be used to evaluate the stakholder’s current state of acceptance and todetermine actions that can be taken to increase their acceptance level.2. The participants involved in this session will be interested in the overall resultsof the analysis. Distribute a copy of the final results of the Acceptance analysis session to everyone involved (participants from both sessions).。
咨询方法与工具资料库_trai104【精品文档】
Total Quality ManagementImplementationServices and TrainingAuthorized Federal SupplySchedule CatalogContract Number: GS-22F-0093BTable of ContentsPart One: OverviewPart Two: Consulting Services and Training Courses•Senior Leadership Management and Support•Strategic Planning•Focus on the Customer•Employee Training and Recognition•Employee Empowerment and Teamwork•Measurement and Analysis•Quality AssurancePart Three: Consulting Services DescriptionsPart Four: Training Course Descriptions and DeliverablesPart Five: Ordering InformationPART ONE: OVERVIEWIntroductionWe know that each government agency is unique. Therefore, a TQM process for your agency also must be unique – one that is customized to your culture and processes. Our approach is to first develop an understanding of your goals, objectives and current quality processes. We then work with you to develop a TQM implementation plan tailored to meet your objectives and needs. Our program includes consulting services and courses that are specifically customized for your agency.The experience and knowledge we have gained in serving other clients in both the public and private sector help us provide the best possible solutions. Our approach provides the means for an agency to build in quality by involving everyone throughout the organization. Our general approach is designed to assist agencies in:•Building commitment to the quality initiative•Establishing a team of agency players•Identifying individuals within the agency who can effectively champion the cause for quality•Enabling agency people so that they can:–effectively participate in the process, and–continue quality work on an ongoing basis•Integrating issues related to education and training, change management and communicationA Tradition of Quality“We want to measure our contribution more by the quality of the service rendered than by whether we are making a good living out of it.” In so saying, Arthur E. Andersen, the founder of what is today the Arthur Andersen Worldwide Organization, laid the groundwork for a legacy of quality that is carried on by more than 66,000 people recognized as the world’s premier professional services organization.Our strength is our people. Arthur Andersen’s professionals bring the required industry, functional and process knowledge and the necessary skills to make substantial, lasting change a reality within both public and private sector clients. Brought to bear on your agency’s key issues, our experience from over 80 years of helping clients ensures not only the best solution but also a successfully implemented change.Arthur Andersen’s practice is both broad and deep, with clients in virtually every industry and in both public and private sectors. Covering most federal sectors, industry examples include:•Government Services•Real Estate Advisory Services•Healthcare•Transportation•Telecommunications•Financial Markets•InsuranceOur clients are diverse; from straightforward to highly complex, and range in size from individuals to multibillion-dollar global companies. With more than 300 offices in 72 countries, we are able to offer our services worldwide. It is our broad palette of consulting services and courses which distinguishes us from our competitors.Our mission is: To help our clients succeed in the global marketplace by exceeding their expectations and delivering value in everything we do. On each and every client engagement, we strive to deliver:•Value beyond the price of our service•Total client satisfaction•The highest degree of professional and technical competence•Commitment to build a long-term, mutually beneficial relationshipTo deliver the highest quality service, we must also be committed to continuous improvement within Arthur Andersen. We assess and implement strategies to improve our quality processes annually through application for the U.S. Malcolm Baldrige National Quality Award (MBNQA). In 1993, our quality efforts resulted in a Baldrige site visit which we received as a MBNQA finalist.In addition, all Arthur Andersen personnel are trained in the operating and management processes encompassed by our continuous improvement strategy. Our training is offered both in our local offices and at our Center for Professional Education located in St. Charles, Illinois. Our center is recognized as one of the world’s premier facilities for business education and professional development. The Center has overnight accommodations, dining facilities and classrooms that accommodate 2,000 people at any one time. In 1993, more than 47,000 people, including numerous client groups, participated in training courses and meeting。
咨询方法与工具资料库PHASE1【精品文档】
Phase Overview and Objectives.
Show Overview as block text; show objectives as a dashed list.
The key activities of this stage include: Establish a focal point Identify idea sources Accessing idea sources Define idea Screen idea
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GUIDELINES
YOUR CONTENT being supportive, respectful and non-intrusive. Company should encourage collaborative idea generation amongst all stakeholders, i.e., engineering and marketing, employees and customers. In generating product ideas, ensure the company is focused on anticipating and solving customers’ emerging problems. The company should acknowledge quality of effort regardless of whether or not an idea proceeds beyond the initial screen.
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咨询方法与工具资料库NYTIM1【精品文档】
ContentsProgram Overview 2Program Management 4Change Management 6SSC/OutsourcingEvaluation 10Software Selection 12Real Estate and Facility Management 14Application IntegrationDetailed Process Redesign 16Software Configuration, 20Testing and PilotData Warehouse 24Technical Infrastructure 26Outsourcing Approach 28Phase III-Rollout toBusiness Units 30Editorial: Making theBest Use of Consultants 32Program OverviewThe New York Times Company (NYT) is about to begin a journey that will transform the current business environment to a shared services business model for financial, human resources, and revenue business functions. The diagram below depicts your shared services journey.This journey will start with some critical decisions, which will become the foundation for planning the remainder of the journey. The road traveled will then lead into the design of the services performed by the Shared Services Center (SSC). This includes designing the business processes and organizational responsibilities to be performed by the business units and the SSC, as well as configuring and/or creating the application software and technology enablers to support those processes. At the same time, the technical infrastructure which will support the business applications will be designed and built, and the level of service needed from a technical operations organization will be determined. Also in this phase, the site to house the shared services organization must be selected in combination with any outsourcing approaches which have been chosen. This phase of the journey will end with the conversion of the pilot organizations into the new model.The journey will continue with the transformation of the shared service from pilot operations to full production through the rollout of the new business processes and systems at each of the business unit locations. The journey ends with the successful transformation of the shared services organization into a full service operation that performs to the required service levels.Throughout the journey, program and change management functions need to be in place to ensure a smooth road and successful transition.A high-level diagram of the teams needed to complete this journey is shown on the right. It consists of three application integration teams to handle the three waves identified from your Phase I vision. In addition, there are six other teams which cross the three functional waves to:–Manage the change–Select the software–Evaluate the outsourcing alternatives–Choose the shared services site and manage the creation of the facility–Help establish the data warehouse vision–Create the technical infrastructure.Program management will ensure effective coordination of these efforts and be the link tothe Program Steering Committee.The remainder of this document discusses our approach and team structure in detail for each of the areas that you requested in the proposal. On the right is a chart showing the sections you requested and how we mapped them into the sections of the document. Insome cases we split them into finer detail or combined them to match our costing models.。
咨询方法与工具资料库file4【精品文档】
DIRECT PAYROLL SYSTEM ACCESSBackgroundEmployees must submit a completed Benefits Election form (“EB94”) to the Employee Benefits Division in order to request changes to their plan coverage. This requires corresponding changes to the payroll file. The Employee Benefits Division manually completes an Insurance Recapitulation Form (“128.009”) based on the information given in the EB94 form and sends it to the Payroll Division. The Payroll Division then sets up the payroll transaction entry by recording a thirteen digit code (consisting of the employee’s social security number, a check digit number and a three digit transaction code) on a Transaction Change Notice (“124.125”) and then forwarding the form to data processing for data entry into the payroll system.Issues and FindingsThe process is manually intensive and relies on the Payroll Division for coding changes based on information provided by the Employee Benefits Division. This increases the chance of human error and causes delays in the processing of information. The following specific issues regarding this process were noted:∙Responsibility for a single process is allocated over three divisions. This prevents one division from taking responsibility for the benefits records.∙The process is inefficient, due to the large number of people filling out paper forms.∙There is a delay between the time a change is generated by the Employee Benefits Division and when the information is actually entered into thepayroll system (1-2 weeks).∙Transpositional errors can occur more frequently because of the number of hand offs in a manually intensive process.RecommendationsWe recommend that the Employee Benefit Division eliminate completion and remittance of the Insurance Recapitulation Form as well as the Transaction Change Notice and assume full responsibility for coding and entering all benefit changes in the payroll system. This will maintain the accuracy and integrity of the benefit codes in the payroll system. As a result, the Payroll Division will nolonger have to code the above types of transactions for the Employee Benefits Division and EDP will no longer have to key these transactions. The following benefits will be achieved:∙Responsibility for a single process will be centralized in the Employee Benefits Division;∙Efficiency will be significantly increased;∙Timeliness of changes or corrections will significantly improve; and∙Transpositional errors will be reduced.Implementation Strategy∙Obtain approval from Martin Levine and Roy Sinclair. Preliminary approval was given at a meeting on 12/22/94.Preliminary discussion indicates that these modifications could beaccomplished in as little as one week.Draft a memo to Mike Pagani and Madelyn Oliva re: modification of thepayroll system to allow the Employee Benefits Division to directly makechanges to the benefits code in the payroll system (both health and life). See Attachment 1 to this recommendation for a draft of this letter.∙Establish appropriate controls to ensure the accuracy of data entry in the Employee Benefits Division. Reports, logs, or other controls should be used to:∙Ensure the accuracy of the coding;∙Ensure that all transactions are posted to the payroll system correctly;and∙Verify that the number of transactions coded is the same as 1) the number processed each pay period and 2) the number of EB94s receivedfrom employees each pay period.∙Train all employees who will enter information onto the payroll system. See the Employee Training recommendation for details.Attachment 1To: CIOFrom: Martin Levine, Deputy General of AdministrationRoy Sinclair, Deputy General of FinanceDate: February 1, 1995Subject: Changes due to Arthur Andersen LLP Operational ReviewAs you are aware, in October 1994 we retained Arthur Andersen LLP to perform an Operational Review of the Personnel Department’s Employee Benefits Division, in conjunction with their audit of our premium payments to insurance carriers. As part of the review, the consultants investigated having the Employee Benefits Division code and enter their changes directly into the payroll system.Attached please find a copy of their recommendation for your review. We have determined that the Authority should move forward and implement this recommendation. Please take the necessary steps to program these changes to enable Employee Benefits personnel to directly access the benefits components (health and life) of the payroll system.cc: Madelyn Oliva, Director of PersonnelMichael Pagani, Director of Finance。
咨询方法与工具资料库_trai112【精品文档】
I. Our Quality Training ApproachQuality-related education and training introduces the language and concepts associated with TQM. These include fundamental issues such as:∙Internal and external customers∙Cost of quality∙Employee empowerment∙Management-by-factsLanguage and concepts ideally move down through the organization. The philosophy behind this "trickle-down" training is that to effectively teach material, the instructor must be very familiar with the subject. The value in using this approach with TQM is that the context in which the material is delivered reinforces the perception that TQM is for everyone, at all levels throughout the organization.The effective use of the organization's continuous improvement process, and problem identification and analysis skills, should be taught to everyone within the organization. Training includes activities to learn process mapping, quality tools and techniques, team building, and effective communication.Training needs are generally identified once the TQM process is underway. Process evaluation often reveals that performance can be enhanced with improved understanding of the job's role in the overall process. Effective TQM requires that each individual receives the training required to perform his/her job competently. It is also critical that each person has an understanding of his/her job's value in relation to others as a supplier of customer goods or services. As levels of performance are raised, education and training continue to reinforce familiar skills and import new ones.Visioning training, which includes administering our ABO leadership tool (see Leadership section for more information on this tool), should be provided very early in our quality engagements. Additional training, which we customize to our clients needs and deliver on a just-in-time basis should be provided throughout the engagement.Our approach to delivering QMS training is significantly different than that of our competitors. Most competitors offer a quality curriculum that is taught to a large number of company employees at the front end of and engagement. In fact, many competitors provide training only. Our approach is to provide customized training to the people within an organization that specifically need training to complete specified tasks (tasks usually associated with pilot projects).The training is provided just-in-time (i.e. just before to completion of specified tasks) and is very task oriented to ensure that maximum learning takes place Quality-related education and training introduces the language and concepts associated with TQM. The training includes fundamental issues such as internal and external customers, the cost of quality, employee empowerment, and management-by-facts.It is important that training include not only lecture, but practice in the concepts and support (ensuring that concepts that were practiced are applied on the job as soon as possible after they are learned). This leads to ultimate training effectiveness as shown in the diagram below.。
咨询方法与工具资料库_gene028【精品文档】
Cost Management 1992Introduction 1Information In This Report I - 1Period Planning- Establish Five Year Plan PER I- Establish Short-term Plan PER IICustomer Satisfaction/Market Research- Understand Customer Needs and Wants CS IProduct Planning- Establish New Product Development Plan and Budget PP I- Propose Sales Volumes and Vehicle Prices PP II- Develop Product Concept/Development Plan PP III- Perform Profitability Check PP IV- Conduct Basic Product Planning PP VManufacturing and Investment Planning- Determine Capital Investment Targets and Plan MIP I- Plan Production System and Layout, and Finalize Equipmentand Tooling MIP IITarget Setting- Establish Vehicle Target Cost TS I- Allocate Vehicle Cost Target to Vehicle Systems TS II- Allocate System Costs to Parts TS IIICost Estimating- Estimate Costs CE I- Update Cost Tables CE IIProduct Design and Value Engineering- Conduct Value Engineering PDVE I - Evaluate Prototypes PDVE IISupplier Interaction- Develop Supplier Relationships and Learn About Supplier Technology SI I- Select Suppliers and Communicate Requirements SI II- Evaluate Prototype Parts and Negotiate Prices SI III- Prepare for Mass Production SI IV- Reduce Supplier Prices SI VKaizen Costing and Improvements- Establish Kaizen Targets and Budgets KC I- Set Standard Values for Labor and Materials KC II- Implement Kaizen Cost Improvements KC III Department Descriptions- Committees DD I- Corporate Planning Division DD II- Sales/Marketing Division DD III - Finance/Accounting Division DD IV - Engineering Planning Division DD V- Design/Engineering Division DD VI- Production Engineering Division DD VII - Purchasing Division DD VIII Cross-Functional Management and Policy Deployment CFM - 1 Glossary G - 1 Research Approach RA - 1。
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I. IntroductionCity Light perceived a need to enhance its traditional financial reporting system with performance-based information. Activity-Based Management (“ABM”) and Activity-Based Costing (“ABC”) were identified as mechanisms that could potentia lly meet this need.ABC is a methodology that measures the cost and performance of activities and cost objects (e.g., products and services), based on the amount of resources they consume. The assignment of costs occurs through better understanding the relationship between resources consumed and the output resulting from their consumption. A critical distinction between ABC and traditional cost accounting methods is:With ABC, overhead costs that cannot be attributed to a particular product or serviceremain separate from activity and product costs. As a result, decisions made based on ABC product cost are not biased by cost information that is not directly associated with the activity resulting in output. Instead, these overhead costs remain in an independent overhead pool that has causes and outputs quite distinct from production.Activity-Based Management, by contrast, is the use of ABC information to improve performance, conduct more meaningful variance analysis, address resource allocation issues and manage costs. Simply stated, ABM is the use of ABC for management decision making.ABM is most successful when implemented from the top down, supported by a well-defined performance management and decision making framework. ABM is oriented around business processes -- combinations of individual activities that span organizational boundaries. An effective ABM system requires activity costs to be captured uniformly across these boundaries in a manner that is meaningful and consistent with organizational goals and objectives.II. Project Objectives and ApproachProject ObjectivesThe Wholesale Branch assembled a project team composed of City Light and Arthur Andersen personnel. The project teams conducted two pilots -- each examining different aspects of ABM/ABC. Project success factors included:A Trained Team -- As Evidenced By...❑ A conceptual understanding of activity-based management;❑The ability to make practical application of ABM concepts within City Light;❑The required skills to move forward with activity-based initiatives throughout the Department.Successful Pilots Which...❑Define activity-based management for City Light;❑Test and validate information gathering techniques and requirements;❑Ascertain City Light’s readiness for implementing and using ABM;❑Describe the next steps to take with relation to activity-based management;❑Provide a summary analysis of cost information provided by the pilots. Recommendations On Whether And How City Light Should Move Forward With Activity-Based Management❑Describe the high-level potential of the current cost accounting and of identified information systems to support activity-based information;❑Recommend whether and how City Light should proceed with ABM/ABC.The next sections describe the project approach and the primary lessons learned in meeting these objectives.Project ApproachFive basic steps were taken in during this pilot:❑Organize the project;❑Perform a requirements assessment;❑Gather data and analyze activities;❑Develop the cost model;❑Prepare and present recommendations about whether and how City Light should proceed with ABM/ABC.Organize The ProjectProject team members were identified and met for their initial planning sessions in early February. During this time, the team reviewed the project workplan and developed a timeline. The project team also established times for regular group meetings and set the steering committee meeting dates.Once the project was organized, the team received training on ABM/ABC:❑ A number of City Light employees on the project team members, attended a two day workshop on the concepts of ABM/ABC. The workshop concluded with a “live”case study that applied the ABM concepts learned the previous day;❑The model design team attended a two day session on how to design an ABC cost model. The course provided an overview of ABM concepts, as well as a practical session on using Easy ABCPlus, the software selected for the pilots. This session was attended by a limited number of project team members.Perform A Requirements AssessmentA clear understanding of the scope and objectives is instrumental to the success of any project. Since ABC can be driven by any of several purposes, it is critical that:❑The purpose of the model is correctly defined;❑The project team understands how the information will be used;❑Products and business units within the scope of the study have been identified initially.As a first step, the team clarified whether the project was an ABM/ABC pilot or a phased implementation.In a phased approach, management has already decided to implement ABM. Management understands the required course of action and is prepared to undertake a stepwise implementation. A phased approach requires a project framework such that:rmation requirements are identified;2.Process/system strengths and weaknesses are identified;3.Change management issues are identified;4.Senior management support is obtained;5. A feasibility study has been prepared;6.An implementation plan has been developed;7. A dedicated project team has been assembled.In a pilot approach, management often does not know what action should be taken and subsequently, what steps are appropriate with regard to implementation. The goal in a pilot is to:。