TM - August 2007 - (Page 25) wheel rather than sharing knowledge across the organization. Operational execution involves factors typically not associated with employee engagement such as continually improving process efficiency, finding and rooting out quality issues and systematically capturing and sharing knowledge. Five operational-execution elements or factors that recur frequently are: • Process Efficiency: Do processes enable productive work? • Quality and Standards: Do standards exist, and does work conform to them? • Technology Infrastructure: Do the company’s systems enable productive work? • Knowledge Management: Is learning systematically captured and shared across the organization? • Support and Resources: Do employees work collaboratively and have access to the tools they need to get work done? For a health care institution, operational execution was the challenge. The organization’s strategy deployment had established it as a world-class health care provider and research institution. Employees from Ph.D. researchers to doctors, nurses, orderlies and administrators were fully engaged in their work, but inefficient processes and balky IT systems were keeping them from optimizing for success. The institution’s survey results helped prioritize investment in admission procedures and record tracking. As a result, patient-service levels have increased, and more dollars are available to support the institution’s core research and care mission. T ake Your Seat at the T able Engagement is indeed an important construct and a big improvement over satisfaction. What’s even more powerful is to place employee engagement in its proper strategic context as the linchpin between strategy and execution. Tap into employee insight across this broader strategic framework and link results to hard data. Now, you can take your seat at the next executive committee meeting with confidence and a bigger role to play. John Penrose is the vice president of client services at Leading Indicator Systems. He can be reached at editor@TalentMgt.com. Introducing three new courses: 10/29 Attracting and Retaining Top Talent 10/30 Developing a Training Strategy for Effective Leadership 10/31 Strategic Diversity Management Courses will be held October 29-31, 2007 at the Washington Court Hotel in Washington, DC Important note: Hotel cut-off for this program is August 28, 2007. Get to the core of business principles BUSINESS EDUCATION for HR Professionals. You know HR, now master the business knowledge to become a strategic HR leader. 07-0573 For full program details and complete Fall schedule or to register visit us online at www.shrm.org/businesseducation http://www.shrm.org/businesseducation http://www.shrm.org/businesseducation
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