<?xml version='1.0' encoding='UTF-8'?><?xml-stylesheet href="http://www.blogger.com/styles/atom.css" type="text/css"?><feed xmlns='http://www.w3.org/2005/Atom' xmlns:openSearch='http://a9.com/-/spec/opensearchrss/1.0/'><id>tag:blogger.com,1999:blog-7939090324856486515.post7970732905040918911..comments</id><updated>2011-03-16T10:15:46.138-07:00</updated><category term='Organizational Development'/><category term='Career Notes'/><category term='Finance Management'/><category term='Economy'/><category term='Leadership'/><category term='Basic HR Management'/><category term='Personal Development'/><category term='Training and Development'/><category term='Technology'/><category term='Performance Management'/><category term='Business Management'/><category term='Business Solutions'/><category term='HRM Notes'/><category term='Recruitment and Manpower Planning'/><category term='Corporate Life'/><category term='Sales and Marketing'/><category term='Business Trends and Issues'/><category term='Online Business and Blogging'/><category term='Business Inspirations'/><category term='HRM Case Study'/><title type='text'>Comments on hrmbusiness: Human Resource and Business Process Management Bas...</title><link rel='http://schemas.google.com/g/2005#feed' type='application/atom+xml' href='http://www.hrmbusiness.com/feeds/7970732905040918911/comments/default'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/7939090324856486515/7970732905040918911/comments/default'/><link rel='alternate' type='text/html' href='http://www.hrmbusiness.com/2008/12/human-resource-and-business-process.html'/><author><name>Nor</name><uri>http://www.blogger.com/profile/15123517229956303014</uri><email>noreply@blogger.com</email><gd:image xmlns:gd='http://schemas.google.com/g/2005' rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='32' src='http://1.bp.blogspot.com/-4zKCNoiFxXY/TVqMfkFa7kI/AAAAAAAAAoc/Q-o4FBCqdgQ/s220/fb-1-150.JPG'/></author><generator version='7.00' uri='http://www.blogger.com'>Blogger</generator><openSearch:totalResults>3</openSearch:totalResults><openSearch:startIndex>1</openSearch:startIndex><openSearch:itemsPerPage>25</openSearch:itemsPerPage><entry><id>tag:blogger.com,1999:blog-7939090324856486515.post-6964046674990986342</id><published>2011-03-16T10:15:46.139-07:00</published><updated>2011-03-16T10:15:46.139-07:00</updated><title type='text'>Great article!  To add to this, managers and execu...</title><content type='html'>Great article!  To add to this, managers and executives can benefit from a BPMS over and above the identified reasons of using &amp;quot;BPM to monitor process performance by viewing graphical reports that summarize task status and alert them to process bottlenecks&amp;quot;.  If key performance indicators (KPIs) are identified within the business process design, then executives can gain quick and easy visibility into their company’s day-to-day processes without having to generate and compile weekly or monthly reports.  By using a BPMS along with a BI technology (either packaged as part of the BPMS or a third-party technology), executives can have real-time awareness of the business data in their processes through dashboards and portals.  Who likes to review monthly reports and slice and dice data anyways?</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/7939090324856486515/7970732905040918911/comments/default/6964046674990986342'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/7939090324856486515/7970732905040918911/comments/default/6964046674990986342'/><link rel='alternate' type='text/html' href='http://www.hrmbusiness.com/2008/12/human-resource-and-business-process.html?showComment=1300295746139#c6964046674990986342' title=''/><author><name>Nor</name><uri>http://www.blogger.com/profile/15123517229956303014</uri><email>noreply@blogger.com</email><gd:image xmlns:gd='http://schemas.google.com/g/2005' rel='http://schemas.google.com/g/2005#thumbnail' width='32' height='32' src='http://1.bp.blogspot.com/-4zKCNoiFxXY/TVqMfkFa7kI/AAAAAAAAAoc/Q-o4FBCqdgQ/s220/fb-1-150.JPG'/></author><thr:in-reply-to xmlns:thr='http://purl.org/syndication/thread/1.0' href='http://www.hrmbusiness.com/2008/12/human-resource-and-business-process.html' ref='tag:blogger.com,1999:blog-7939090324856486515.post-7970732905040918911' source='http://www.blogger.com/feeds/7939090324856486515/posts/default/7970732905040918911' type='text/html'/><gd:extendedProperty xmlns:gd='http://schemas.google.com/g/2005' name='blogger.itemClass' value='pid-1699876210'/></entry><entry><id>tag:blogger.com,1999:blog-7939090324856486515.post-7931939570342047017</id><published>2009-01-09T21:32:00.000-08:00</published><updated>2009-01-09T21:32:00.000-08:00</updated><title type='text'>So true.&lt;br&gt;&lt;br&gt;Most executives spend most of thei...</title><content type='html'>So true.&lt;BR/&gt;&lt;BR/&gt;Most executives spend most of their time browsing through reports that more often do not really add real value to the business because unclear or unidentified KPI's. A properly implemented BPMS allows executives to get a complete picture of the business' day to day operations without the cumbersome of bulky reports.&lt;BR/&gt;&lt;BR/&gt;Thanks for the insight Chris.</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/7939090324856486515/7970732905040918911/comments/default/7931939570342047017'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/7939090324856486515/7970732905040918911/comments/default/7931939570342047017'/><link rel='alternate' type='text/html' href='http://www.hrmbusiness.com/2008/12/human-resource-and-business-process.html?showComment=1231565520000#c7931939570342047017' title=''/><author><name>Nor</name><uri>http://www.blogger.com/profile/15123517229956303014</uri><email>noreply@blogger.com</email><gd:image xmlns:gd='http://schemas.google.com/g/2005' rel='http://schemas.google.com/g/2005#thumbnail' width='24' height='32' src='http://2.bp.blogspot.com/_4n4VWGOjVZ4/SOEUUxnTI8I/AAAAAAAAAKU/uYRbagwne5k/S220/Personal+Avatar.JPG'/></author><thr:in-reply-to xmlns:thr='http://purl.org/syndication/thread/1.0' href='http://www.hrmbusiness.com/2008/12/human-resource-and-business-process.html' ref='tag:blogger.com,1999:blog-7939090324856486515.post-7970732905040918911' source='http://www.blogger.com/feeds/7939090324856486515/posts/default/7970732905040918911' type='text/html'/><gd:extendedProperty xmlns:gd='http://schemas.google.com/g/2005' name='blogger.itemClass' value='pid-1699876210'/></entry><entry><id>tag:blogger.com,1999:blog-7939090324856486515.post-9042713637148243044</id><published>2009-01-05T12:05:00.000-08:00</published><updated>2009-01-05T12:05:00.000-08:00</updated><title type='text'>Great article!  To add to this, managers and execu...</title><content type='html'>Great article!  To add to this, managers and executives can benefit from a BPMS over and above the identified reasons of using "BPM to monitor process performance by viewing graphical reports that summarize task status and alert them to process bottlenecks".  If key performance indicators (KPIs) are identified within the business process design, then executives can gain quick and easy visibility into their company’s day-to-day processes without having to generate and compile weekly or monthly reports.  By using a BPMS along with a BI technology (either packaged as part of the BPMS or a third-party technology), executives can have real-time awareness of the business data in their processes through dashboards and portals.  Who likes to review monthly reports and slice and dice data anyways?</content><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/7939090324856486515/7970732905040918911/comments/default/9042713637148243044'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/7939090324856486515/7970732905040918911/comments/default/9042713637148243044'/><link rel='alternate' type='text/html' href='http://www.hrmbusiness.com/2008/12/human-resource-and-business-process.html?showComment=1231185900000#c9042713637148243044' title=''/><author><name>Chris Adams, Vice President of Product Marketing and Management, Ultimus</name><uri>http://www.ultimus.com</uri><email>noreply@blogger.com</email><gd:image xmlns:gd='http://schemas.google.com/g/2005' rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='http://img1.blogblog.com/img/blank.gif'/></author><thr:in-reply-to xmlns:thr='http://purl.org/syndication/thread/1.0' href='http://www.hrmbusiness.com/2008/12/human-resource-and-business-process.html' ref='tag:blogger.com,1999:blog-7939090324856486515.post-7970732905040918911' source='http://www.blogger.com/feeds/7939090324856486515/posts/default/7970732905040918911' type='text/html'/><gd:extendedProperty xmlns:gd='http://schemas.google.com/g/2005' name='blogger.itemClass' value='pid-86201218'/></entry></feed>
