|ISPI Performance Digest|
|March 9, 2010|
Going global, stateside
The New York Times
Training to communicate across cultures has long been part of the preparation for executives moving overseas to work. But now, the training is increasingly for employees who may never leave the country, yet will work closely with companies and people around the world.
HR should become a catalyst/change agent to drive business in post recovery
The Economic Times
With the Indian economy back on the rails and organizations shifting gears from downsizing to hiring people, the focus is now on the role of HR professionals in coping with the changes and managing the "neo normal" business environment. In the exciting phase, the onus is on HR fraternity for acting as a bridge between the employees and companies, leveraging the demographic dividend, building an organizational culture, preparing the workforce to face the quick changes in technology and product offerings and working closely with higher educational institutions to produce employable graduates.More
Performance architecture: Build it and you will succeed
Do you find yourself reacting to solutions? Are you reactive problem solvers or proactive design performance design architects? Join Roger on his journey of discovery in the performance landscape. We will begin by using a systemic approach to ensure the integration of the worker, work and the workplace; review a few models and use a simple and powerful map to diagnose and prescribe performance solutions.More
Making the most of government-sponsored training initiatives
Businesses, corporations and manufacturers across the country do not have to weather the current economic storm alone. State governments want to help them succeed and have tools in place to make this goal possible.
Developing an assessment tool for two organizations using six sigma principles
Organizations are often faced with redundant processes that serve the same or a very similar purpose. These organizations are challenged on how best to cooperate in a way that increases efficiency yet is still respectful of the needs of each organization. In this situation the Albuquerque Area Indian Health Service (AAIHS) and Environmental Protection Agency (EPA) Region 6 both conduct surveys and generate reports of community water, sewer, and solid waste facilities and operation and maintenance organizations of the Indian tribes served by both agencies.More
Supply chain performance management: Ignore analytics at your own peril
Companies can go a long way toward weeding out inefficiencies and improving overall performance across the entire supply chain by focusing on three primary factors.More
Process control, yield management in HB-LED manufacturing
With the explosive growth in high-brightness LED (HB-LED) applications including backlighting and general illumination, device manufacturers are increasing focus on improved device performance and reduced manufacturing costs. In-line inspection during device fabrication significantly increases LED performance through improved process control and allows device makers to achieve cost savings through higher yields.More
How to have that impossible conversation at work
A manager can't figure out how to tell her colleague to stop staring at her body when they talk. An employee is afraid to ask her supervisor not to yell at her in meetings. A boss can't figure out how to let his assistant know that he gets complaints from clients about her attitude. Situations like these plague workers and managers everywhere. They are what drove Donna Flagg, a human resources consultant, to write her new book, Surviving Dreaded Conversations: Talk Through Any Difficult Situation at Work. More
Mr. Nice Guy could be dragging down your workplace productivity
The Globe and Mail
Is your company suffering from "terminal niceness?" Ursula Burns, the outspoken new chief executive of Xerox, says it’s an affliction within her company culture that she intends to cure. According to a profile in The New York Times, Burns wants to improve her employees' performance by encouraging them to be bolder, more frank and impatient with each other. Niceness, it seems, will only get you so far at the office. While no one likes to work with a tyrant, management experts agree that being too nice can cripple a company.