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The Importance of Data Collection in the Strategic Planning Process

Strategic planning is essential for any organization to successfully execute its goals and targets. A strategic plan creates a framework from which decisions can be made on how to allocate an organization’s resources, address challenges, and maximize opportunities that arise along the way. According to the United Nations’ Strategic Planning Guide for Managers, “…strategic planning is about understanding the challenges, trends, and issues; …and determining the most effective and efficient way possible to achieve the mandate” (United Nations, 2015). http://hr.un.org

One of the most important aspects involved in the design of any strategic plan is data collection. Data collection is the process of gathering information and facts which would help an organization come up with a long-term or short-term strategic plan. According to Bryant (1997), “An effective strategic plan requires, as a first step, the fairly rigorous collection of information, with analysis and development of issues.”

In short, managers need to collect data to better understand the organization’s current position in the market. Data collection is also important in identifying market trends and needs as well as changing demographics. With this information, managers can assess the ability of their organizations to meet current and future demands.

The Importance of Data Collection Prior to Creating a Strategic Plan

There needs to be an assessment of the internal and external factors which will influence the business before defining primary points, issues, and focus to be used in the creation of the strategic plan. This is done through data collection.

Talent management is essential to the success of any organization. Leaders need to recruit, train, and retain qualified employees. Providing incentives and developing individuals is the difference between engaging people and merely employing them. Investing in talent management will provide financial benefits as it improves the company’s culture.

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CONTENTS

Preface

Defining Talent

Understanding Talent Management

Performance Management

Talent Reviews

Succession & Career Planning

Engagement

Competency Assessments

Coaching, Training & Development

Dos and Don’ts

Employee Retention

Supply Chain Management improves the coordination and relationship between Suppliers, Producers, and Customers. It must be kept at a high level of organization to be successful in today’s global economy. Goods and services are now pieced together from all over the world, and this process can be hectic and complicated if not managed correctly.

With Supply Chain Management your company and employees will be on target to lower costs, improving efficiency, and increase customer satisfaction.

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CONTENTS

Preface

Why Supply Chain Management?

Key Terms (I)

Key Terms (II)

Three Levels of Supply Chain Management

Five Stages of Supply Chain Management

The Flows of Supply Chain Management

Inventory Management

Supply Chain Groups

Tracking and Monitoring

Supply Chain Event Management

Risk assessment and management is essential for the success of any business. However, many companies do not always take the necessary precautions, which leads to disaster. Successfully managing risks will prevent mistakes, which leads to a safer work environment, happier employees, and increased productivity. Following a few basic steps will place your organization on the path to success.

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CONTENTS

Preface

Identifying Hazards and Risks

Seeking Out Problems Before They Happen (I)

Seeking Out Problems Before They Happen (II)

Everyone’s Responsibility

Tracking and Updating Control Measures

Risk Management Techniques

General Office Safety and Reporting

Business Impact Analysis

Disaster Recovery Plan

Summary of Risk Assessment

Performance Management is not a company’s way of employing “micro-managing” techniques that stunt the professional growth of its employees. But rather, it is a strategic approach to ensuring the efficiency and effectiveness of an organization. Whether at the organizational, departmental or employee level, the goal of performance management is to make sure all business goals are being met in a satisfactorily manner.

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CONTENTS

Preface

The Basics (I)

The Basics (II)

Goal Setting

Establishing Performance Goals

360 Degree Feedback

Competency Assessments

Kolb’s Learning Cycle

Motivation

The Performance Journal

Creating a Performance Plan

Although people often think of boardrooms, suits, and million dollar deals when they hear the word “negotiation,” the truth is that we negotiate all the time. For example, have you ever:

• Decided where to eat with a group of friends?
• Decided on chore assignments with your family?
• Asked your boss for a raise?

These are all situations that involve negotiating! This book will give you an understanding of the phases of negotiation, tools to use during a negotiation, and ways to build win-win solutions for all those involved.

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CONTENTS

Preface

Understanding Negotiation

Getting Prepared

Laying the Groundwork

Phase One — Exchanging Information

Phase Two — Bargaining

About Mutual Gain

Phase Three — Closing

Dealing with Difficult Issues

Negotiating Outside the Boardroom

Negotiating on Behalf of Someone Else