Major Programs & Action Plans
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Template for: Major Programs & Action Plans
The purpose of this section is to list all of the major
programs and action plans which the corporation (group) intends to perform in
order to meet its objectives.
Most of the programs listed in this section should involve or affect two
or more corporate SBUs. Programs and action plans that involve acquisitions
and divestitures should also be listed here.
General Examples
*Major Program: Acquire Business XYZ
- Benefit(s) Expected: Expanded product line, increased revenue and
increased profits.
- Tactical Plan: Use InterAmericas Corp. of Greenwich, CT for investment
banking services.
- Time Frame: by 3/1/95
- Person Responsible: J. Carter
- Discussion: We have completed our study of potential interrelationships
for cost savings and cross-selling. In anticipation of this near-term
acquisition we have put in place a hiring freeze and we have discontinued
product development on product X because the target company has an excellent
product offering.
*Major Program: Reduce Employee Health-Care Insurance Overpayments
- Benefit(s) Expected: Save 5% on health care costs per year.
- Tactical Plan: We have signed a contract with Oxxford Group to use
their proprietary system to screen past and future health care bills for
accidental and other overcharges by hospitals and other health-care
providers
- Time Frame: Implement audit system by 7/1/95
- Person Responsible: G. Ford
- Discussion: Oxxford Group has been so successful that they charge no
fee. They are compensated with a percentage of recovered funds. (The Oxxford
Group is located in New York City.)
*Major Program: Partially Decentralize Applications Development
- Benefit(s) Expected: Better alignment of I/S spending on business
objectives; faster development.
- Tactical Plan: The 700-person centralized I/S department will be
divided into four groups. Each of the three business divisions will be
assigned approximately 200 of the I/S staff who will be responsible for
their division's application development needs. The fourth group of 100 will
be responsible for both corporate systems and for maintaining a subroutine
library to be used by the entire corporation.
- Time Frame: Reorganize staff by 9/1/95
- Person Responsible: S. O'Connor. (O'Connor will also assume the newly
established position of chief information officer, reporting directly to the
president. O'Connor will have dotted line management responsibility of all
application development areas to ensure continued economies of scale in
software development.)
- Discussion: Human resources has been working closely with the I/S
management team to ensure both a smooth transition and also an opportunity
for 20% of the I/S staff to rotate between divisions each year. This will
improve opportunities for I/S staff members to enhance their careers, as
well as ensure knowledge transfer throughout the I/S organization.
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