Throughout our work with several organizations to help automating their strategy execution and performance management processes, we’ve encountered some common obstacles, which stood as rock-hard barriers, delaying, and sometimes preventing the start or progress of the execution process.
Your employees are your most valuable assets. You want to keep them motivated, passionate about their jobs and productive enough to help you achieve your organization’s goals. The direct way to accomplish this is by ensuring an effective performance management process is in place.
It’s the start of a new fiscal year and the IT Department are very positive and optimistic of what lies ahead. Budgets secured and approved? Check. Projects lined up? Check. All planned properly? Check. These are good enough reasons to make anyone happy.
We have been in the IT business long enough to know what’s trending and what’s become a thing of the past. And now that it’s the era of digital transformation, the majority – if not all – companies are striving to take that leap and proudly say “we have succeeded in transforming our business to being 100% digital”.
For IT professionals in the Gulf region, 2018 was almost unequivocally the year of digital learning. Instantly after Sheikh Mohammed Bin Rashid launched the Translation Challenge a year ago to produce 5,000 Arabic videos for e-learning, the race was on for governmental and private organizations to go digital with their training and learning.
The process of receiving incoming suppliers’ invoices can be very complex, depending on how suppliers send them. Suppliers usually send invoices through different channels like email, fax, and by hand delivery. This can be complex for most organizations.
If you are a manager, then you’ve had at least one difficult and uncomfortable conversation with an employee regarding their performance. Usually, the conflict arises because of the different perspectives you and your employee may have, concerning what an acceptable performance is.