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Business Process Re-engineering (BPR)
Business process re-engineering (BPR) is a business management strategy, originally pioneered in the early 1990s, focusing on the analysis and design of workflows and business processes within an organization. BPR aimed to help organizations fundamentally rethink how they do their work in order to dramatically improve customer service, cut operational costs, and become world-class competitors.
Type of content:
Assets
Type of asset:
Framework
Big data potential
No
Phase in the policy cycle:
Agenda Setting
Open license availability
No
Ease of use
Low
Tags:
E-Governance
Process and resource optimisation
Addresses:
| SWOT Analysis for Business Process Re-engineering (BPR) |
||
|---|---|---|
| Helpful | Harmful | |
Internal |
Strengths• Improving the organisation's alignment with strategic goals, its effectiveness, efficiency, competitiveness • Cut operation costs • Overcome the shortcoming of seeking incremental improvements • Radically improve a process instead of ‘patching up’ |
Weaknesses• Low ease of use • High implementation /customisation cost • Resistance of Personnel to Changes • Fear of Unknown • Uncertain Financial Condition • Low Capacity of Organisation • Bad relationships with employees • Uncoordinated IS and HR departments |
External |
Opportunities• Changing technical & business environment: IT offers new opportunities for business, market expectations and pressures are changing • Global business opportunities • Current business are: a. customer-focused and market driven or process-focused and team oriented b. focused on speed & response time or focused on customer relationships |
Threats• Changing nature of the workforce • Powerful customers • Government regulations • Government deregulation • Shrinking budgets and subsidies • Policy and legislative constraints • Budgetary constraints • Ethical issues • Information overload • Cost-cutting focus • Narrow technical knowledge and focus • Market Leads are reversable in seconds. • Lack of sustained management commitment and leadership • Unrealistic scope and expectations -Resistance to change • Lack of Communication |
