Contemporary companies are organic systems with integrated subsystems and organizational management processes being developed that help to build a cohesive set of business capabilities.
To effectively respond to these new dynamics, companies must begin thinking about ways to broaden their perspective, increase revenue streams while becoming more responsive and agile to adapt to the business environment.
Information systems incorporate both means and ends: Information-technology is solely about means and one of the most powerful enablers that emphasizes the various tools, techniques and other means for achieving high performance. Information technology systems are the backbone for shaping a dynamic and ever-expanded digital ecosystem. Information Systems are business oriented, designed to integrate crucial IT components for processing and refining information to improve problem-solving effectiveness. It is a specific subset of information management systems via which organizations can achieve the aims of accomplishing ultimate business goals and objectives.
Information Systems are logically independent of technology, in the business context defined by information flows and stores, although commonly implemented with technology. Information brings about business ideas; business ideas generate lots of information Information brings about business ideas; business ideas generate lots of information. Real information systems are business-oriented to integrate different pieces of IT components, with how users go about accomplishing business goals and objectives. As a matter of fact, information technology systems are the backbone for shaping a dynamic and ever-expanded digital ecosystem.
The emergence of the integral corporate talent and performance management system develop people, evaluate performance and unleash collective potential: Talent is the most invaluable asset in the organization, perhaps the weakest link in execution. Talent practitioners need to think of all of the elements of talent management as one integrated “system,” working holistically and fit into a total employee environment. It empowers employees, encourages motivation & innovation, and rewards the employee for effort and beyond the normal expectations. The human capital management approach the organization needs to provide appropriate training to its talent and build a high-professional and high-performance business culture.
Talent management cannot work in a silo, it has to be well aligned with the overall strategic performance management system of the organization and supporting performance management. Performance management system has to be objective and impartial. The assumption has to be that most employees want to do a good job, and if they're not, it might have to do with a skills gap, management issue, or another factor outside of "trying to get over" on management. There’s a new opportunity emerging—the need to shift from “integration” to “optimization,” driving new practices in almost every part of people management for unlocking collective potential.
Innovation management is a “three-leg” system to manage ideas and achieve commercial value: At the core of innovation management is a customized business simulation which lets participants gain in-depth understanding of comprehensive business problems and grasp opportunities associated with creating and implementing ideas. An innovation management system includes innovation strategy, a culture to support or even drive innovation, and an innovation management mechanism. With a good innovation strategy, a culture of creativity and a set of change mechanisms, organizations can manage “systematic innovation” effectively to accelerate business performance.
Innovation is not serendipity, innovation management can be iterative, evolutionary, revolutionary, or disruptive, but it must be marketable and implementable. Innovation management systems include many critical business elements such as framework, people, process, culture, tools, etc, and develop business-wide innovation competencies. The highly innovative companies usually have a powerful innovation navigation system which involves tapping the business ecosystem for integrating critical business elements into innovation capability and capacity.
Digital organizations are organic systems with integrated subsystems and organizational management processes being developed that help to build a cohesive set of business capabilities to ensure that the whole is superior to the sum of pieces and manage the business in a structural way under complex, uncertain and ambiguous circumstances to achieve high performance business results.
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