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Harness advanced technology to predict future business needs
by Meryl K. Evans, Editor, Connected Digest
Companies that can predict events rather than react to them respond faster to changes in the marketplace, business climate, economy and their competitors' activities. New technologies now allow businesses to capture, manage, access and analyze data at a high level and incredible speeds.
These advanced technologies give forward-thinking companies more than just a "gut feeling" about what is likely to occur as well as a competitive edge. Consider two real-world examples ...
Business predictions ... Dream employees ... Process for the process
If you could predict your business’s future like good meteorologists predict
the weather, what would you do with that information? Learn how to turn your
business into a proactive one with Predictive Enterprise, as described in
this month's feature story.
Finding the perfect employee is a challenge, especially when some less
desirable employees know how to give a great interview.
Readers share thoughts
on how to choose the right person for the job. The process cure and curse —
How
do you fix the process for the process?
Share your challenge, since many readers
are ready and willing to help. Of course, we respect your privacy when
submitting feedback or questions.
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Meryl K. Evans Editor, Connected Digest
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Learn about this new model for enterprise computing — The Predictive Enterprise — technology to make your business proactive instead of reactive.
This white paper is a high-level primer to introduce you to the Predictive Enterprise and the business and IT issues companies face on the way to becoming one.
As IT department manager, I’m frustrated by the way different departments work with IT. Currently, we’re trying to help a VP or manager get another department's procedure tuned up to support our needs. Unfortunately, that department takes too long processing paperwork and slows down the entire process. When the department staff needs service, it takes forever for us to get started based on their current way of working. How do you update other department processes without going above people’s heads? Or do we just have to put up with this?
— Susan, Manager
Can You Help?
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Congratulations to this quarter's winner, Steve Pettit, president & CEO, The Network Resource Center, Ltd.
It's my experience that a person can give a great interview and end up being a terrible employee. This happens in spite of that person interviewing several times with different employees — from potential colleagues to two managers above the position.
This process also involves checking on the person's references. Of course, we know few people would provide bad references to a potential employer. And some people are naturally good at talking to strangers, so they ace interviews.
I think it's time to change the employee search process, but what works? Or should I bite my tongue and stick with the old-fashioned process that misses on occasion?
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