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Services

RESOURCING

In addition to our significant project management capabilities, Answers 4 Business can often provide an ideal consulting solution when it comes to staffing projects.

Our mission at Answers 4 Business is to provide our clients with professional services that maximize their return on business systems investment.

SAP TRAINING

Whether you are in need of training due to new hires or have just implemented your SAP / ERP system and need a comprehensive training solution, Answers 4 Business has the expertise to assist in order to assure that best practices are met.

We use industry-standard techniques that eliminate the propagation of bad habits as a result of colleague-to-colleague training.

SAP / ERP ADVICE

Many companies are aware that they are not maximizing the value from their  ERP implementations.

At Answers4Business, our goal is to provide our clients with guidance and advice to maximize their return on business systems investment.

Taking Your Business Intelligence Platform to the Next Level

Great business intelligence solutions can help companies achieve great business outcomes by adding insight, speed, and cold hard facts to decision-making and action-taking.   Competitive advantages can be gained when users are able to quickly determine insight into their business by identifying outliers, patterns, trends, and important relationships in data that are otherwise more difficult to detect. In the Business Intelligence area, Answers 4 Business is experienced in working with clients to ensure accuracy, timeliness, and completeness of their data.  Some additional, strategic that we can work with your organization to take its Business Intelligence platform to the next level include.

  • Enabling an approach to more distributed end user analytics to put intelligence in the hands of those closes to the business process;
  • Promoting more visual analysis of data with flexible drill down and data exploration capabilities;
  • Embedding Business intelligence content into existing applications or specific business processes; and
  • Deploying Business Intelligence externally to clients and partners to improve collaboration, provide alerts, and support content search capabilities

Providing power to your ERP system

Answers 4 Business provides both business process improvement and information systems solutions for our clients.

We focus on delivering Return on Business Systems Investment.  We provide high quality, targeted consulting, training, support and advisory services.

Engagements are designed either to help clients optimize business processes or to ensure return on investment from SAP Enterprise Resource Planning,  Business Intelligence, Supply Chain or other business software. We provide both business process improvement and information systems solutions for our clients.

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We focus on delivering Return on Business Systems Investment. We provide high quality, targeted consulting, training, support and advisory services.

Organizational Change Management (OCM)

Whether your organization is implementing a new ERP, supplemental system or revisiting current processes Answers4Business can assist with managing the impact the changes will have on your organization.

 

Organizational Change Management (OCM) is a framework for managing the effect of new business processes, changes in organizational structure or cultural changes within an enterprise. Simply put, OCM addresses the people side of change management.

 

A systematic approach to OCM is beneficial when change requires people throughout an organization to learn new behaviors and skills. By formally setting expectations, employing tools to improve communication and proactively seeking ways to reduce misinformation, stakeholders are more likely to buy into a change initially and remain committed to the change throughout any discomfort associated with it.

Successful OCM strategies include:

  • Agreement on a common vision for change — no competing initiatives.
  • Strong executive leadership to communicate the vision and sell the business case for change.
  • A strategy for educating employees about how their day-to-day work will change.
  • A concrete plan for how to measure whether or not the change is a success — and follow-up plans for both successful and unsuccessful results.
  • Rewards, both monetary and social, that encourage individuals and groups to take ownership for their new roles and responsibilities.

Managing change

Introducing organizational change, such as the implementation of new technology, can be a difficult task. How can you help your employees adapt?

If your employees trust you, they tend to experience greater levels of satisfaction and co-operation at work. Establish open, trusting and cooperative relationships by engaging your employees: communicate with them, empower them to make decisions and support their choices on a regular basis. In turn, they will be more inclined to trust your instincts when you introduce change to the workplace.

Employment status can determine loyalty, so your part-time, seasonal or contract employees may feel less committed to your corporate goals and proposed changes. Include them in planning meetings and training sessions, or when you send out information. It is a good idea to involve all parties affected by an organizational change in the change management process.

Your long-term employees often set the standards of acceptable attitudes and behaviour within your business. They may do so inadvertently; nevertheless, their influence on organizational culture is important. You should manage their participation carefully so that they do not impede change.

With a culture of teamwork established prior to introducing change, you have a solid foundation upon which to build your change effort. In this case, your employees are accustomed to teamwork and already share the co-operative attitude necessary for your success.

Your role as a leader is important to the success of implemented changes. Implementing a new system is not a minor operational issue. Changes in your business processes are strategic in nature, so anyone in a leadership role within your business should support them.

Management leadership

Learn how to build strong management for your organization, and to lead by example.

Phases involved in implementing change

You can make it easier for your employees to adapt to the new technologies or processes by approaching the changes in phases: preparation, acceptance, implementation and commitment.

Preparation: Build the foundation that leads to commitment

It is up to you, as business owner, to help your employees understand the need for change. If you can explain what is involved, they may begin to accept what is expected of them.

Before you start, there may be some preliminary questions to consider:

  • Is your own level of commitment to the change enough?
  • Have you considered all available opportunities, choices and risks?
  • Have you addressed any organizational or cultural barriers?
  • Have you provided for adequate training and support?

When you are ready, here are some steps that could help build the foundation:

  • Identify the need for change. Be clear about why you want it and make a compelling business case for moving forward.
  • Communicate with everyone involved early on to build trust and cohesion throughout the business.
  • Encourage dialogue among those affected by the change, including part-time and contract employees and those working offsite. Your goal is to get information and set the tone for future communication.
  • Determine how ready your business is to proceed with the change process by anticipating any sources of resistance within your business and the possible causes. Don’t try to suppress resistance; if it surfaces, deal sensitively with any emotional responses, and carefully manage expectations. Be clear about the results you want.

Acceptance: Get agreement and create a plan

To establish a course of action and get the support and resources to carry it out, consider the following questions:

  • Who will own the new automated process?
  • How should it be run?
  • How will you use the information?
  • Who is accountable for errors, inaccuracy, security risks and updating information?
  • How will you measure business performance?
  • Will the current organizational structure change?

When you implement different tools, you may have to redefine some jobs or create new ones, or even restructure departments and teams. Employees may fear that they will be unable to learn new skills, get along with new colleagues, or adapt to the new workplace.

Resistance is normal, especially if your employees don’t know what to expect and are focused only on perceived losses. They need to participate in decision-making to feel that they have a voice and a sense of control over their fate. Supportive management and training can make all the difference.

At this point, you may want to consider the following steps:

  • Have key stakeholders endorse the new plan and reinforce their commitment.
  • Ensure that you have committed support in terms of money, time and people so that you can implement the change.
  • Establish a team to design the implementation process and the new structure.
  • Define the goals and targets that will move your business from its current situation to the desired position. Include short- and long-term goals related to suppliers, customers and competitors.
  • Develop a vision statement of how your business will operate, so that employees have guidelines to help them deal with any unfamiliar situations they may encounter in the new environment.

Implementation: Make the changes

As you make changes, step back and analyze the new systems and processes to check for any problems within the technical systems and the workflow. If there is a negative impact on the effectiveness of your business, some redesign may be necessary.

Implementing the change could include:

  • Physical and organizational restructuring
  • Development of procedures and methods
  • Installation and set-up of new equipment

Commitment: Sustain the changes

Reinforce the new process and behaviours expected of everyone involved through on-going communication. In order to establish commitment, you may have to:

  • Assess whether the results meet your original expectations.
  • Develop a system to continually evaluate and improve the process.
  • Ensure on-going support for the process by celebrating successes and recognizing or rewarding desired employee behaviour.

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We can help.

Our consultants can provide expert objective assessment of your current situation and provide a roadmap to get you to a state of optimization.

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