Digital Transformation Deployment
We are well aware and acknowledged with the concept of change management in an organization. This change would affect the structure and the organization of many segments within an organization. The change objective is to improve business processes and enhance the traditional set of rules and regularities in company policies and procedures, and rise up the sense of employee creativity, user or customer loyalty and business operation integrity among the company employees at large.
From that respective, we are looking at the digital transformation which defines the associated change with the applications of the digital technology at vast areas or at all aspects of human societies or user communities. As said “some professionals looking at the digital transformation as a thought of third stage of embracing digital technologies in sense of digital competences and usage”.
That stage of transformation means that “digital usage inherently enables new types of innovation and creativity in particular domains rather than simply enhance and support the traditional methods”. Those domains cover the whole segments of the society, such as Government, Mass Communication, Art, Medicine, and Science.
Planning digital transformation requires the organization to factor the culture change. That means “these cultural changes will confront organizations workers and organizational leaders adjust to adopting and relying on unfamiliar technologies”. In that respective, we could see digital transformation has created unique marketplace challenges and opportunities for organizations who take advantages of the low barrier to entry that technology provides.
In order to deploy this digital transformation, companies have to practice discipline and methodology to promote, design and support that deployment. That disciplinary approach is multi in nature, i.e. process, people, organization, data and technology. Though, transformation is actually a continuous challenge rather than a single project span period of time.
In that respective, multiple transformation disciplines in any integrated organizations address framework and methodology that include:
1. Organizational Change Management which covers:
a. Organization alignment; company vision vs. change objectives
b. Communication; internal & external with all stakeholders
c. Training; bring up the knowledge and skills level across all departments
d. Stakeholder management; all departments
e. Change Agent programs; agent change plan
f. Knowledge Management; business knowledge base
2. Technology Architecture:
a. Applications,
b. Middleware and Platforms Models – Integration
3. Process Performance Management:
a. Process Innovation and Continuous Improvements
4. Others frames and methodology such as:
a. Customer Experience
b. Enterprise Architects; links across business department & project team
c. Value management; planning vs. achieving
d. Digital Transformation Office integrates with such internal areas:
i. Process Management Office
ii. Human Capital
iii. IT
iv. Internal Audit
v. Security & Compliance
vi. Finance
Cherry Walker
Great post.
Jones Lee
We need to transform education by questioning all of the processes and assumptions behind those processes rather than just reform the old processes. That is what I believe.
Emma Wilson
We need to transform education by questioning all of the processes and assumptions behind those processes rather than just reform the old processes. That is what I believe.
Terrence Tillman
Interesting you should say that about “something done to them” as someone in the cohort Will and I kicked off in Australia alluded to the same thing in reverse. He said PLP didn’t feel like one more educational reform being done to them, rather it felt like something where they had authentic control.
Steve Down
Love the post!