ePerformance

A recent study of CEO concerns yielded the following top factors in the success of their company through 2008:

  • Customer retention
  • Developing and retaining potential leaders
  • Improving product innovation
  • Top management succession
  • Managing mergers and acquisitions
  • Talent identification and growth
  • Reducing costs
  • Engaging employees in the company's vision/values/goals

The good news is that it is no longer a platitude by a CEO that "people are our most important asset." The bad news is that this puts HR, OD, LD and L&D; on the front-lines of the new battle. The pressure is building to be able to help the organization go from strategy to execution. And execution means getting leaders, managers, supervisors and people on the front-line to do the rights things to execute on the strategy.

Answering this challenge is not easy, and it's especially hard in terms of how to effectively use technology as part of the solution. The challenge before us is:

  • How can technology support us in going from strategy to human performance — at all levels of the organization — rapidly and repeatedly?

There are a wide variety of kinds of answers and technologies that might be involved those answers. It's not an easy question to answer. But we help our clients navigate to find solutions to the following issues:

  • "We have lots of ideas about how technology could be used but we aren't sure if line managers will support these solutions and we frankly aren't sure if these will have the impact we want."
  • "We have implemented a variety of point solutions around performance, but we aren't sure how these fit into an overall strategy."
  • "We aren't sure about certain technology choices because we don't have an overall strategy."
  • "We've heard that there are other kinds of solutions out there that aim at improving performance, but we aren't sure what these are."
  • "We aren't sure how our planned solution compares to other solutions."

Honestly, we had some of the same concerns and doubts a couple years ago when we decided to form our ePerformance practice. As part of forming this practice we realized that we needed to both build up our capabilities across a variety of disciplines and we needed to research what organizations were doing. We've done both.

TechEmpower has conducted interviews with more than 150 people in 50 organizations around the United States to determine what practices are being used in the area of improving performance using technology. The successes and barriers we found echoed our experience but we also found that there were many success stories buried inside of organizations.

This combination of experience, research and capabilities positions TechEmpower in a unique position to deliver three kinds of services around ePerformance:

  • ePerformance Strategy [50,000 ft.]
    "What should our approach to the use of technology to drive human performance be? What are the right types of technologies to choose? What order?"
  • ePerformance Facilitation [20,000 ft.]
    - Search, select, negotiate and implement tools
    - Define integration
    - Work with IT and other parties
  • eLearning and ePerformance Implementation [Sea Level]
    - eLearning courseware, games, simulations, surveys, tests
    - Performance support tools (decision support, reference systems,
      interviews, online job aids, workflow, knowledge bases, etc.)
    - Integration

Our ability to speak to HR, OD, T&D;, IT and Business allows us to make real impact on organizations and to be a valued member of your team.