With the Name of Allah (Subhanahu) Who is the Master of all the universe …

Reengineering Business Process Submitted to: Sir Ahmad Tisman Pasha Presented by Miss Madiha Fatima BS (IT) -07-07 Computer Science Department Bahauddin Zakariya University,Multan

Business Process Reengineering: Redesign of business process to achieve improvements in such measures of performance as cost, quality, service, and speed…

HR’s Role in Reengineering Process: Building Commitment to Reengineering Team Building Changing the nature of the work Moving from controlled to empowered jobs Moving from training to education

Building Commitment to Reengineering: HR play a big role in wining people’s commitment to the change by Hiring employee with the right value Providing a right incentives Installing two way-communication practices

Team Building: BPR means reorganizing from functional departments to process-oriented teams, Hr plays a vital role in making such teams by providing Carefully selected ”team players’ The required technical training

Changing the nature of work : By reengineering, jobs change from specialized tasks to multidimensional generalist work. So each worker needs to be capable of using much more broader Range of skills. HR is crucial for Hiring high-potential employee Providing the training and development

Moving from controlled to empowered jobs: HR in reengineered companies must stress values in selection. As experts put it… “ It is no longer merely to look at employee’s education training and character becomes an issue as well. Are they self-training ? Do they have self- discipline? Are they motivated to do what it takes to please a customer ?”

Moving from training to education: In companies that reengineered, emphasis shifts from training to education The employee need the understanding of how to analyze solve problems improve process

Instituting flexible work arrangements : A change as simple as installing flexible hours provide a good start. It’s HR that design and institutes such plans. I’ll focus on various flexible scheduling alternatives… Flextime Three-and Four workweeks  Job sharing  Flexplace Telecommunication  Flexyear

Flextime: A plan whereby employees build their workday around a core of midday hours Workers determine their own flexible starting and stopping hours

Flextime in practice :  Give limited freedom regarding the hours they work  Effect of flextime is to give about one hour leeway

Flextime’s pros: Flextime programs have been quite successful because Less time is lost due to tardiness The ratio of worker-hours worked to worker’s hours paid increases Reduce the absenteeism and cut down on sick leave workers tend to leave early when work is slack and work later when it is heavy

It increases the employee’s receptiveness to change in other procedures Reduce the distinction b/w managers and workers

Flextime's cons: Complicated to administer impossible to implement where large group workers must work interdependently Require time clock or other time records

Conditions for success: There are several ways to make a flextime program more successful. Management resistance ,particularly at supervisory level or before the program is actually tried It is usually more successful with clerical, professional and managerial jobs and less with factory jobs

The greater the flexibility of the flex program, the greater the benefits the program can produce The way the program is installed is important

Three-and Four workweeks : Four-day workweek An arrangement that allows employee to work four ten-hour day instead of the more usual five- eight-hour days. Three-day,38 hours workweeks

Advantages: Productivity sees to increase due to fewer startups and shutdowns Reduce paid overtime and absenteeism and improved efficiency The workers also gain 20% reduction in commuter trips and additional day off per week  Additional savings. i.e. childcare expenses

Disadvantages : Tardiness, may become a problem Fatigue ,cited by several firms as a drawback of four-day workweek

Other flextime work arrangements : Job sharing Allows two or more people to share a single full-time job Flexplace Employee are allowed or encouraged to work at home

Employee work at remote locations, Usually Telecommunication Employee work at remote locations, Usually at home, using videos displays, computers and other telecommunication equipments to carry out their responsibilities. Flexyear employee can choose the number of hours they want to work each month over the next year

The End Questions…???