Enterprise portals: addressing the organisational and individual perspectives of information systems

Enterprise portals are being viewed as the next generation application platform of choice, offering benefits over both client/server and thin client arrangements. By providing a mediating layer between the information applications and resources of the organisation and the individuals using them, enterprise portals appear to provide a unique context to allow both the organisational and individual perspectives of information systems to be addressed. This study seeks to examine these often competing perspectives of information systems by using an exploratory empirical survey to investigate the actual deployment of enterprise portals within a range of different organisations. It is found that both the individual and organisational benefits that enterprise portals can offer appear to have been recognised, and coherent sets of services addressing each of these perspectives are being developed. Consistent with diffusion and acceptance of technology models, organisations appear to be commencing their portal developments with services that will ensure utilisation by individuals, and are subsequently seeking to realise organisational level benefits

Applications of lean thinking: a briefing document

This report has been put together by the Health and Care Infrastructure Research and Innovation Centre (HaCIRIC) at the University of Salford for the Department of Health. The need for the report grew out of two main simple questions, o Is Lean applicable in sectors other than manufacturing? o Can the service delivery sector learn from the success of lean in manufacturing and realise the benefits of its implementation?The aim of the report is to list together examples of lean thinking as it is evidenced in the public and private service sector. Following a review of various sources a catalogue of evidence is put together in an organised manner which demonstrates that Lean principles and techniques, when applied rigorously and throughout an entire organization/unit, they can have a positive impact on productivity, cost, quality, and timely delivery of services

Development of an Extended Product Lifecycle Management through Service Oriented Architecture.

Organised by: Cranfield UniversityThe aim of this work is to define new business opportunities through the concept of Extended Product Lifecycle Management (ExtPLM), analysing its potential implementation within a Service Oriented Architecture. ExtPLM merges the concepts of Extended Product, Avatar and PLM. It aims at allowing a closer interaction between enterprises and their customers, who are integrated in all phases of the life cycle, creating new technical functionalities and services, improving both the practical (e.g. improving usage, improving safety, allowing predictive maintenance) and the emotional side (e.g. extreme customization) of the product.Mori Seiki – The Machine Tool Company; BAE Systems; S4T – Support Service Solutions: Strategy and Transitio

Equalities in Scotland’s Growth Economic Sectors: Final Report

Aims The purpose of the study was to examine equality issues in Scotland’s growth sectors since baseline research carried out in 2009, focusing on trends in the following protected characteristics: gender; age; disabilities; ethnic minorities; gender reassignment; marital and civil partnership status; maternity and pregnancy; religion and belief; and sexual orientation. Scotland’s growth sectors are identified as: creative industries; energy; financial and business services; food and drink; life sciences; tourism; universities; chemical sciences; construction; engineering; and ICT and digital technologies. Methods The methodology primarily consisted of analysis of a range of datasets, including the Annual Population Survey, (APS) to establish the representation of individuals with protected characteristic in each growth sector; the FAME database, to establish the representation of women, young people and older people among company directors; data from Skills Development Scotland and the Scottish Funding Council on the supply of labour into the growth sectors from the protected characteristics, in terms of Modern Apprenticeship starts, college enrolments and university entrants; and key research published since 2010 on the representation of protected characteristics in the growth sectors and, where available, the factors that are driving this. Information was also collated from a small number of organisations that work with individuals with protected characteristics in order to supplement the desk-based research where there was no or limited data or literature available. Findings The report suggests that no overarching trends can be identified. The representation of individuals with some protected characteristics in the workforce is increasing, but it is declining for others. It also indicates mixed findings on a sector-by-sector basis, with sectors often making progress on the representation of some equalities groups within their workforce whilst experiencing a decline in others. The recession is highlighted as a key factor as, due to the issues faced by many protected characteristics in relation to the labour market, groups such as young people, disabled people and ethnic minorities have experienced disproportionate decreases in employment and increases in unemployment. The creative industries was found to be the sector that is most open to individuals with protected characteristics, while, with the exception of older workers, all groups were found to be underrepresented in the energy sector. Recommendations The report notes that, as the representation of individuals from equalities groups varies across growth sectors, there is a need to customise responses by sector. It is also suggested that in order that individuals from protected characteristics are able to access the good quality employment opportunities that the growth sectors offer, efforts must be made to tackle underrepresentation where it exists and that a key element of this must be to ensure better representation of individuals with protected characteristics on Modern Apprenticeships, and on college or university courses, that lead to careers in these sectors. The report argues that increasing the representation of protected characteristics within the sector is not sufficient, however, and efforts must also be deployed to tackling pay gaps, occupational segregation and the lack of progression into management and leadership roles

Jumped or pushed: what motivates NHS staff to set up a social enterprise?

Purpose – The purpose of this paper is to examine the motivations behind public sector spin outs, focusing on the Right to Request policy, which enabled NHS staff to set up their own social enterprises to deliver healthcare services.\ud \ud Design/methodology/approach – The paper draws on empirical data gathered from 16 in-depth interviews with individuals who had led a Right to Request proposal.\ud \ud Findings – Motivations to spin out of the NHS into a social enterprise were often “empathetic” in nature, built around the good of the service for staff and users. Alongside this, some felt “pushed” out of the NHS as a result of government restructuring policy, with social enterprise offering the only hope to survive as an organisation.\ud \ud Research limitations/implications – The study captures a particular point in time and there may be other perspectives that have not been included.\ud \ud Social implications – The paper is of use to academics, policy makers and practitioners. It provides an important contribution in thinking about how to motivate public sector staff, especially those from a health profession, to consider spinning out into social enterprises.\ud \ud Originality/value – The paper is the first to look at the motivations of healthcare spin outs through the Right to Request programme. The findings are related to previous literature on social entrepreneurship within public sector settings.\u

Department of Management Performance Report, FY 2006

Agency Performance Repor

Addressing business agility challenges with enterprise systems

It is clear that systems agility (i.e., having a responsive IT infrastructure that can be changed quickly to meet changing business needs) has become a critical component of organizational agility. However, skeptics continue to suggest that, despite the benefits enterprise system packages provide, they are constraining choices for firms faced with agility challenges. The reason for this skepticism is that the tight integration between different parts of the business that enables many enterprise systems\u27 benefits also increases the systems\u27 complexity, and this increased complexity, say the skeptics, increases the difficulty of changing systems when business needs change. These persistent concerns motivated us to conduct a series of interviews with business and IT managers in 15 firms to identify how they addressed, in total, 57 different business agility challenges. Our analysis suggests that when the challenges involved an enterprise system, firms were able to address a high percentage of their challenges with four options that avoid the difficulties associated with changing the complex core system: capabilities already built-in to the package but not previously used, leveraging globally consistent integrated data already available, using add-on systems available on the market that easily interfaced with the existing enterprise system, and vendor provided patches that automatically updated the code. These findings have important implications for organizations with and without enterprise system architectures