An agile business process and practice meta-model

Business Process Management (BPM) encompasses the discovery, modelling, monitoring, analysis and improvement of business processes. Limitations of traditional BPM approaches in addressing changes in business requirements have resulted in a number of agile BPM approaches that seek to accelerate the redesign of business process models. Meta-models are a key BPM feature that reduce the ambiguity of business process models. This paper describes a meta-model supporting the agile version of the Business Process and Practice Alignment Methodology (BPPAM) for business process improvement, which captures process information from actual work practices. The ability of the meta-model to achieve business process agility is discussed and compared with other agile meta-models, based on definitions of business process flexibility and agility found in the literature. (C) 2017 The Authors. Published by Elsevier B.V

Interaction-driven definition of e-business processes

Business-to-business interaction (B2Bi) is the next step for corporate IT [1]. Business relationships become increasingly dynamic, and new requirements emerge for data and process management. Standardisation initiatives are successfully targeting business ontology [4]. Still, business agility mainly depends on the flexibility of the business processes of a company. In the B2B space, traditional approaches to process modelling and management are inadequate. Today more than ever, traditional workflow management is crucial for the internal effectiveness of a company. Internal efficiency is a prerequisite for external agility. From both a technical and a business perspective, internal workflow management relies on specific assumptions in terms of resources involved in the process, as well as the process itself [2]. Level of control, availability, reliability, and cost stability are parameters that traditional process models and technology can almost take for granted. A single authority ruling on the process definition and the total control over process execution are also basic concepts for internal workflows. From a business perspective, a big upfront investment is put in the complete definition of process specifications. A different conceptual framework is required for the definition and management of e-business processes [3, 5]. The intrinsic capability to adapt to rapidly changing business requirements becomes crucial. The line of research explored in this paper derives from an approach to process modelling and management that explicitly targets the peculiarities and dynamics of B2Bi. In the model we propose, the upfront specification of the interaction logic of a company can be limited to partially specified processes and basic interaction rules. Specific information is then gathered from the observation of actual instances of business interaction, and used to refine and extend the initial model. In addition to the enforcement of explicit business requirement, the goal is to capture and leverage implicit operational knowledge. In the following sections, we present an overview of the methodology we are currently experimenting with for the inference of complex processes from business interaction flows. For our initial experiments, we focus on business messages compliant with the RosettaNet standard [4]

Organizational agility key factors for dynamic business process management

International audienceFor several years, Business Process Management (BPM) is recognized as a holistic management approach that promotes business effectiveness and efficiency. Increasingly, corporates find themselves, operating in business environments filled with unpredictable, complex and continuous change. Driven by these dynamic competitive conditions, they look for a dynamic management of their business processes to maintain their processes performance. To be competitive, companies have to respond quickly and nimbly to changing environment. One domain that has dominated the thinking of most managers from few years is organizational agility. It is considered as inescapable feature of today's forward-looking corporates. About 90% of executives surveyed by the Economist Intelligence Unit believe that organizational agility is critical for business success. Many researchers tried to define and characterize organizational agility according to their context and domain application. The first aim of this paper is to tighten and explicate a conceptualization of organizational agility that clarifies what it is and how it can be reached by proposing a framework that leads to improve organizational agility. The second aim of the current research is to suggest ideas on how to make business processes agile and what are the practices of organizational agility that can be transferred to BPM

The Effect of Employee Engagement and Job Satisfaction on Workforce Agility Through Talent Management in Public Transportation Companies

This study aimed to analyzed employee engagement and job satisfaction with workforce agility through talent management as a mediating variable. The object of research was carried out at one of the public transportation companies. The number of respondents was 100 people. This research is purposive because it is following the research needs. The analysis tool uses the Partial Least Square (PLS) method. It aims to analyze specifically the variables and indicators that affect workforce agility. The results showed that employee engagement and job satisfaction had a positive effect on workforce agility. The role of talent management as a mediating variable affects workforce agility. Organizations must maximize the role of talent management to prepare employee competencies according to business challenges. The implementation of employee engagement and job satisfaction will make employees more agile, responsive, and have high initiatives to generate business innovation. Job satisfaction is very much needed in maintaining performance stability. The business process is very dependent on how the role and involvement of employees in executing the business plan. The four variables explain that workforce agility makes employee responsiveness higher in advancing the company's business. Therefore, organizations must be responsive and adaptive in empowering human resources optimall

Information systems framework for enterprise agility

Modern day enterprises operate and transact in an increasingly dynamic business environment. As a result, they are vulnerable to spontaneous changes and uncertainties. These usually reduce effectiveness and optimal performances in enterprises, and can have negative impacts such as loss of competitiveness, and bankruptcy. Enterprise agility, i.e., the ability of enterprises to respond to changes, is a core imperative for effective change management. Yet, it is challenging, difficult to achieve, and a major concern for corporate executives. Enterprises would thus require novel approaches to manage changes and enhance agility. In order to facility or achieve enterprise agility, it would be necessary and vital to develop frameworks or processes that can support effective change management. Such frameworks or processes should include techniques for modelling enterprises changes explicitly, so as to enhance the understanding of how changes relate to or affect enterprises. In addition, there should be techniques for deriving the elements of an enterprise, e.g., business process and data entities, that are required to adapt a given enterprise change. However, concepts, constructs, and techniques for representing changes are often neglected, if available at all, in the existing enterprise modelling approaches such as TOGAF and ZACHMAN. This contributes to the difficulty in applying the existing enterprise modelling approaches to enhance enterprise agility and effective change management. The work described in this thesis provides a novel approach for supporting enterprise agility and change management. Therefore, this thesis contributes a conceptual process or framework for representing enterprise changes, and deriving enterprise elements such as data entity, business goal, and business process required to adapt a given change. Other contributions made by this approach include a novel conceptual modelling language for representing enterprise changes, an enterprise modelling language, and a set of procedures and rules that can be used to derive the new domain elements required to adapt changes. An industry case study has been used to test the utility of this framework. The results obtained from this case study shows that this framework supports enterprise agility and change management in a number of ways

From process logic to business logic - A cognitive approach to business process management

The unpredictability of business activities means that business process management should provide a way to adapt to change. The traditional workflow approach, based on predefined process logic, offers little support for today's complex and dynamic business environment. Therefore, a cognitive approach is proposed to help manage complex business activities, based on continuous awareness of situations and real-time decisions on activities. In this approach, the business environment is seen as capturing events that occurred and the state of tasks and resources; business logic involving process routing, operational constraints, exception handling and business strategy is used to determine which actions are appropriate for the current situation. By extending process management from process logic to business logic, the methodology offers flexibility, agility and adaptability in complex business process management. © 2005 Elsevier B.V. All rights reserved.postprin

A Strategic Framework for Agile Supply Chain Management on Global Supply Chain

A Strategic Framework for Agile Supply Chain Management on Global Supply Chain - Focusing on Agile Manufacturing Inventory Management KIM DONGWON Major in Department of Port Logostics Graduate School of Maritime Industrial Studies Korea Maritime University Abstract Changing customer and technological requirements force companies to develop agile supply chain capabilities in order to be competitive. A wealth of valuable approaches to supply chain strategic, tactical, and operational planning has been extensively developed. In this situation, agile inventory management on global supply chain has become one of the most major strategies to face stronger competition, the market pull and shorter product lifecycles. This study develops a framework to control the supply chain complexity and increase the efficiency, capability, implacability, and sustainability of decisions on how to design, plan, and run supply chains. In this paper, we especially focus on agility of inventory management on global supply chain. Futhermore, we propose to consider a strategic framework, using the crucial factors of agile supply chain managementalignment, adaptability, and visibility. In order to achieve agile supply chain management, integrated and optimal business processes are required. This research provide the opportunities for integration of business processes to a limited extend because most of them are rule based systems that control non-integrated transactions but there is no impetus for collaboration. We present one such business process framework modeling complex and its realization on global environment. Key words: Suppy chain management, Agile supply chains, Agile inventory management, Agility.1. Introduction 1 2. SCM & Business Performance 4 2.1 Factors for High Performers in SCM 4 2.2 SCM Pressures and Capabilities 8 2.3 Application Techniques for SCM Framework 16 3. Agility and Precedent Studies of Agile SCM 20 3.1 The Concept of Agility in SCM 20 3.2 The Importance of Agility 22 3.3 Limits of Precedent Studies of Agile SCM 24 4. Agile SCM framework 29 4.1 Visibility - Supply Chain Governance 32 4.2 Alignment to control complexity 38 4.3 Adaptability 43 4.4 Agile Manufacturing Inventory Management 46 5. Conclusion 6

The Role of Human Resource Management in Achieving Organisational Agility

Whilst uncertainty and change has always been the focal point of strategic management theories, the increasing rate of change and uncertainty that organisations have been experiencing during the past few decades has stimulated new approaches to the strategic management of firms. ‘Agility’ has been introduced as an appropriate paradigmatic approach to integrative strategy making ((Doz and Kosonen, 2008, 2010; McGrath, 2013a, 2013b; Sharifi, 2014). The concept has been considered as providing a comprehensive and cohesive platform for addressing the new conditions in the business environment, epitomised in notions such as hyper-competition, hyper-turbulence, and the continuously morphing business environment, through the perpetual process of altering and adjusting the firm’s direction and courses of action (Doz and Kosonen, 2008). The main aim behind the concept is to maintain strategic supremacy and competitiveness by anticipating and taking advantage of change ((D'Aveni, 1994; Thomas, 1996; Doz and Kosonen, 2007; Jamrog et al., 2006), and coping with and surviving unexpected changes (Zhang and Sharifi, 2000). Agile organisations rely on a series of agility capabilities such as strategic sensitivity, decision making prowess, learning aptitude and resource fluidity and flexibility (Hamel and Prahalad, 1993; Dyer and Shafer, 2003; Doz and Kosonen, 2008; Lengnick-Hall and Beck, 2009), many of which are human-related. A review of the agility literature revealed that achieving agility, similar to other value-based management philosophies, is heavily dependent upon various human factors such as Human Resources (HR) strategy, management approach and the prevailing culture of an organisation (Harper and Utley, 2001; Street et al., 2003; Dyer and Ericksen, 2006). However, the review of Strategic Human Resource Management (SHRM) literature indicated that the SHRM studies have not responded to the agility agenda, thus, little is known about human resource management strategies and systems enabling organisational agility. In an effort to fill this gap, this research has focused on exploring the people aspects of organisational agility aiming at: 1. Identifying the HRM critical roles in developing organisational agility 2. Developing a theoretical model for crafting and implementing a HR Strategy which assists organisations in acquiring agile attributes. The conceptual model delineates the key constructs and features of an Agility-Oriented Human Resource Strategy (AOHRS). The research was conducted through exploratory qualitative research, collecting data mainly through semi-structured interviews with HR directors, agility professionals and senior managers from 17 large public and private organisations in the UK. The research explicated the need and developed a conceptual framework for AOHRS, which gives explicit attention to an array of external environment forces. The framework proposes the need for ongoing reinterpretation of contextual information, frequent review of necessary individual and organisation-wide skills portfolio and capabilities profiles, and frequent re-evaluation of HR principles, policies and practices-in-use to reflect the persistent uncertainty and continuously morphing business conditions. The framework also offers for a dynamic HR system which can analyse capability needs continuously and have appropriate policies and practices in place to easily and quickly reconfigure the firms’ human assets. The study contributes to the knowledge in the field of SHRM and organisational agility by presenting a comprehensive conceptual framework for AOHR strategy, complemented by an expansive definition for an Agility-Oriented SHRM suitable for an uncertain business environment. As part of this, the attributes and capabilities of the agile workforce, a series of Agility-Oriented HR Principles and a series of widely-adopted Agility-Oriented HR Practices are also empirically identified in addition to the characteristics and dimensions of an Agile HR Function

Supporting Collaborative Business Processes: a BPaaS Approach.

Collaborative business processes are increasingly driven by business flexibility and agility. Cloud-based business process management services have provided small medium enterprises (SMEs) with a pay-per-use manner for their daily business needs, i.e. some simple business process applications, e.g. salesforce provides cloud-based CRM to boost SMEs' sales. This raises the question how cloud-based business process management solutions can support the fast pace of change of business collaborations among business partners? For example, collaborative processes for managing industrial incidents are short term, low frequency processes. This paper proposes an architecture meta-model, which is used to design the concrete architecture and to further analyse the performance of the proposed solution. A real world case of collaborative processes for incident and maintenance notifi cations is used to explain the design and implementation of the cloud-based solution for supporting collaborative business processes. Service improvement of the new solution and computing power costs are analysed accordingly