Category: Uncategorized

Digital transformation is all about giving your company new ways to promote innovation and efficiency, increase teamwork, and get ahead of the competition, all with the purpose of providing new and improved consumer experiences.

Every industry is going through a change. Customers expect more, and keeping them is becoming increasingly tough, especially since your opponent is now only a click away. Regardless of your industry, technology must now be at the forefront of your offering since competition is coming from unexpected places. Need some examples from the real world? The world’s largest taxi company has no cars; the world’s largest hotel chain has no real estate; and the world’s largest content network has no content.

Digital transformation is not just luxury anymore, it has become important to survive and thrive in today’s business scenario.

How to Integrate Digital Transformation in Your Business?

Looking for the right technology

Digital transformation encompasses more than just the company’s present software. For a faster transition, finding the correct technology is critical. One method to minimize mistakes during the transition is to hire managed IT services from experienced vendors.

At initially, picking the correct technology to help with the digital transformation can be difficult. There are various guidelines available to assist executives in selecting the best technology for their company’s growth. The needs of the company should be the primary focus. All of the firm’s defined needs should be met by new technology. Cloud and mobile strategy, as well as a tailored end user experience, should be at the forefront of any new projects or initiatives. Before implementing new technology, management should test them first. Experimenting with new technology ensures the success of digital transformation.

Easing Transformation for the Employees:

Employees play an important role in the digital transformation process. The only way to make digital transformation a reality is to ensure that workers are not left behind. There are a number of methods that management and businesses can assist employees in keeping up with digital transitions.

Making an effective transition playbook is one way. The playbook is required to shift workers’ thinking. Making simple adjustments that employees can grasp is the first step in creating a good digital transformation strategy. Less difficult digital projects engage more workers in the transformation.

Another option is to train the employees. Helping the team comprehend the need for digital transformation is the first step in training. Employee participation and open communication are other excellent approaches to assist workers in navigating the shift.

Promoting Adaptability:

The process of digital transformation should be ongoing. Even in 2022, corporations have struggled to find staff who are willing to adopt new technologies and methods of working. The absence of an adaptive culture hinders the entire change process. Management should foster a culture that accepts new digital developments. When modifying corporate culture amid digital revolutions, there are several factors to consider.

The workers’ learning abilities are one issue to consider. The workplace culture should encourage employees to be lifelong learners and supporters of newly accepted technologies. Employers must also reassure employees about the significance of the transformation to the firm.

Increasing the Customer Base:

One goal of digital transformation is to assist a company in gaining more customers. Many small businesses may now reach a worldwide audience thanks to technological advancements. The focus of the reforms should be on improving the customer experience.

Companies should begin by assessing their clients’ requirements and expectations. Following the discovery of client demands, organizations must guarantee that new technologies are compatible with those needs. The new consumer experience needs to be consistent and positive. To provide the necessary consumer experience, digital changes must be responsive and simple to use.

Considering the Team’s Feedback:

Employee input can help a company determine whether the digital transformations it has implemented are beneficial. The team members are likely to be correct regarding the digital transformation’s development. Business owners learn whether or not they should adjust their current transformation plans.

The feedback should show the workers’ enthusiasm for new changes. Employers should make appropriate improvements if team members report issues and discomfort.

For example…

For organizations to stay relevant to their clients, there are various modern digital transformation trends to consider. One among them is cybersecurity, which safeguards the data of both the organization and its customers. Customers trust organizations whose reputations are built on cybersecurity and data protection. As a result, the technology draws more clients, resulting in a larger customer base for the company.

Another digital innovation aimed at increasing bandwidth and internet stability is 5G technology. The success of 5G technology is accelerated by changing the company’s culture by embracing additional operations that rely on good internet connectivity.

Business automation is another digital development that helps organizations improve their competitiveness and customer service. Businesses must discover the appropriate technologies, such as data analytics software, email automation, and virtual conferencing.

Looking for Continuous Improvement:

Given the scope and complexity of transformation, as well as the volatility of digitally driven markets and financial realities, progress must be measured in terms of continual improvement. While changes in different parts of the firm may occur at different rates, the overall transformation will take place over time.

As service providers balance investments across disciplines, market conditions and organizational priorities will shift. If service providers want to maintain their agility during the transformation process, they must improve their change management and governance skills from the top down. Change management and adapting governance to fast change were seen as the most significant problems by several of the CEOs we spoke with.

Considering Data as a Corporate Asset:

Data is a corporate asset, and many would believe that all businesses are data businesses. The integrity and accessibility of data are crucial to almost every aspect of digital business, especially critical features of customer centricity like consistency, transparency, and speed.

Unfortunately, this information can be found in every corner of the service provider’s company, in every imaginable format, and often in disagreement with similar information from other sources. New data is increasingly coming from outside sources such as social media and partners’ transaction systems. As a result, data management solutions must address quality issues as well as data accessibility and usability.

Project management offices (PMOs) are an essential tool that organizations can use to ensure their projects stay on track, which is why there are different types of PMOs available. Before you implement a PMO into your organization, it’s important to first understand what types of PMOs there are, how they function and what problems they are best suited to solving. To ensure you choose the right type of PMO for your business, follow this helpful guide to choosing the right type of PMO for your business needs.

What is a Project Management Office (PMO)?

Project Management Offices (PMOs) are organizational units tasked with providing support to multiple projects throughout an organization. Projects can be anything from IT projects, software and hardware implementations or even new HR policies. A PMO will ensure that all projects in a given portfolio move along efficiently and according to plan. As you might imagine, each type of organization has different needs when it comes to their PMO structure. Knowing which structure your business should adopt makes project management more efficient and cost-effective. Let’s look at three main types of PMOs: a centralized PMO, a decentralized structure, and what we’ll call hybrid structures – because they have elements of both centralized and decentralized models but are generally easier to manage than either one alone.

UNDERSTANDING WHY YOU NEED A PMO

If you have a small company or no formal organizational structure, chances are that you don’t need a formal project management office (PMO). You might be able to manage things without one. After all, there are only so many hours in a day, and it would be easy to spread them around among everybody who needs them—if only everybody knew exactly what they needed to do! How do you make sure that people are working on what’s most important and not spending time on tasks that aren’t going to bring in any money? That’s where a PMO comes in. A formalized office staffed with dedicated personnel can handle administrative and managerial duties so your employees can get back to work.

WHAT DOES A PMO DO FOR YOUR BUSINESS?

The purpose of a Project Management Office (PMO) can be many things, ranging from company-wide documentation and strategic planning to project estimation, scheduling, financial management, quality control and more. Each type of PMO has different responsibilities depending on its size and in which areas it focuses. If you’re considering establishing a PMO within your organization, it’s important to know what types are available and which will work best for your business’ needs. The right approach depends on several factors—size, technology usage and priorities—so finding one that fits with your goals can take some time.

Understanding the Types of PMO for Your Business

PMO organisational structures come in a variety of shapes and sizes. The culture of a firm has an impact on the PMO structure and how it evolves. The following are the most prevalent PMO organisational structures:

Supportive PMO:

The supportive PMO provides on-demand knowledge, templates, best practises, and access to information and experience on other projects, among other things.

This type of PMO also can provide guidance as needed. For example, if you’re just starting out with a new project management methodology or system, a supportive PMO can provide guidance and training. Another example might be when an organization decides to implement a new project management methodology but doesn’t have all of its processes in place yet. A supportive PMO could help by providing templates until your organization gets its own processes established.

Controlling PMO:

A controlling PMO can help organisations “rein in” activities, processes, procedures, paperwork, and other aspects of their operations.

The organisation not only provides assistance, but it also expects that assistance be used.

The difference between a controlling PMO and other type of PMOs is control. Controlling PMOs are typically installed by an executive or senior management who want to ensure that their vision for project management is followed throughout all levels of an organisation. These types of organisations often have strict policies and procedures in place, which they expect will be followed without exception.

Directive PMO:

This type of PMO hands down tasks to project managers. This can create a lot of chaos in a project, but if you need someone to guide your projects and help you adhere to strict timelines then it may be what you need. A Directive PMO works best when there are numerous and complex projects occurring simultaneously as they can keep everyone on task at all times. However, since everyone follows orders from their superiors, there’s little room for creativity or input from anyone other than the top dog; so if one person isn’t able to handle all that comes with being leader, then mistakes will likely occur when another takes over that position.

Choosing the Right type of PMO for Your Business

The structure of your company’s project management office (PMO) could mean the difference between successful and unsuccessful project management. To ensure project management success, your PMO framework must mesh seamlessly with the organisational culture.

Projects are more likely to be delivered on time and within budget when your PMO structure matches your organization’s needs and resources. You must first answer the following questions to build the right PMO structure for your company:

• Do you frequently run across roadblocks when it comes to project management?
• Is there a common project management technique in place at your company for all projects?
• Do you have numerous projects running at the same time in your company?
• What are your project management office’s resources?

Choosing a Salesforce partner is an important decision.. This goes far beyond looking at who is available or who is the cheapest. It is a decision that you should consider carefully with your team, because choosing wrong could have persecution for both your company and your clients, and choosing wisely has great benefits.

In this post, we’ve put together a list of seven qualities you should look for in a Salesforce partner before making a decision. These tips could go a long way in hiring a Salesforce CRM  consulting partner who identifies with your business, commits to your goals, and helps your business get the most out of this important investment.

Look For Salesforce Certifications:

Knowledge is the number one thing you should look for in a Salesforce partner and any Salesforce CRM consulting partner  should have various certifications in order to successfully help your business.

While there are more than 30 Salesforce-issued certifications that could demonstrate a partner’s knowledge and ability, that doesn’t mean you have to have them all. The choice of certifications to seek will depend on the nature of your company, its needs and what is intended to be achieved with the implementation of the CRM.

 Understanding Your Business:

The ideal Salesforce partner is the one who puts themselves in your shoes. A partner or any partner will work to provide a specific solution and offer support to your company for a certain time or period. However, a quality Salesforce CRM partner  is one that cares about deeply understanding your business needs and strives to offer the most complete solution, regardless of the timeline.

Avoid those Salesforce vendors or consultants who rush in and out of your office, the ideal partner will not abandon you at the end of the contract.

But how do you identify a partner that shows understanding for your business? Approach those partners who, from the first interviews or conversations, focus on helping you find long-term value and not on the execution of the project.

Also, an ideal partner will not try to sell you the moon. The ideal partner will look for a solution that fits your needs, taking the time to understand the current processes, the budget and any other data that is relevant to the project.

Do They Have the Intent or Ability?

A Salesforce consulting partner should be able to design a clear process for your company from start to finish. So when asking questions of a potential vendor or consultant, consider whether they have the intent and ability to plan and execute a well-structured implementation process.

Knowing Salesforce CRM is great, but understanding how an organization fits into a big technology strategy is even better. Salesforce implementations for larger companies require proficiency beyond Salesforce development.

Look for a partner who knows the technology, looks at the big picture, and is also able to put together a tailor-made plan before taking on the job.

Determine their Confidence Level:

Salesforce CRM implementation  the most important thing is to build great relationships so that everyone succeeds while always providing great customer service.

Look for a partner that inspires confidence and with whom you can imagine working in the long term. Although, it is possible that right now you are thinking of executing only one project, but surely over time new needs will arise that require the support of a trusted Salesforce expert.

Ability To Solve Problems:

An extremely valuable and important skill in a Salesforce partner is the ability to solve complex problems. Industry experience and Salesforce certifications can help a partner solve common situations, but an ideal partner should be able to customize through creativity to solve your company’s unique problems.

Application Development and Architecture:

Another quality of a partner that can help make a difference in a Salesforce CRM  implementation project is their vision and innovative mindset. In principle, a CRM is a technology equipped to serve all (or almost all) the business needs of a company. However, the reality is that it is not the best for every problem.

There are plenty of third-party solutions and apps that can integrate with Salesforce, and a partner or consultant needs to be open-minded and capable enough to develop a consistent, custom architecture for your business.

Industry Experience and References:

Lastly, another important quality to look at in a Salesforce partner before making a decision is their experience in your industry and references from other clients.

Industry experience can be a huge advantage when it comes to outlining capabilities, mapping business needs, and adhering to implementation best practices.

A Salesforce partner or consultant with experience in the industry your business is in will have a deeper understanding of your specific pain points and be able to offer educated, well-researched solutions on how to use Salesforce to solve the problems you face every day.

Keep in mind that the more experience a Salesforce consultant has, the better equipped they are to meet your needs and overcome some of the common challenges.

So before making a decision, check out the potential partner’s experience by looking at the references posted on their website, asking previous customers, and researching the most relevant success stories.

 The Bottom Line:

So you must have understood how to choose the right Salesforce partner for your business.

Choosing the right Salesforce CRM  platform partner for your company is just the first step in a long journey. Whether you’re starting from scratch with your Salesforce CRM  implementation or need a partner’s help to execute a special project or receive assistance and support, having the right implementation partner is key to being successful with this tool and achieving things never seen before in your sales team.

At OFS, our experts will help you leverage the Salesforce capabilities (Service, Sales, Community, Marketing etcetera…) and grow your business potentials by many folds. We deliver based on industry best practice templates and further customize the org to fit nuances, as required by business use cases. Consulting with us would let you choose from a range of standard configurations and best practices that comes pre-built with the ecosystem, which we help in identifying for you depending upon your business needs.

Get in touch now!

Staff Augmentation is an outsourcing technique that involves hiring qualified technical people from outside your company to temporarily or permanently fill open roles in your team.

It allows you to select only those applicants who meet your specifications and to eliminate or expand your augmented team as needed. Staff augmentation is available from a variety of companies. IT staff augmentation companies can assist you supplement your in-house development team with qualified technical professionals on a short- or long-term basis.

IT staff augmentation is a subset of general staff augmentation. Staff augmentation is a sort of outsourcing service provided by an external supplier on a contract basis to supplement the existing in-house team’s expertise and skills. This technique entails assessing current employee capabilities and identifying what skills are required.

What Are the Benefits of Staff Augmentation?

Exceptional Productivity

In contrast to a project outsourcing team, which can manage multiple projects at the same time, staff augmentation allows for a greater degree of productivity because developers are 100% focused on a single project. Working for a single customer and adhering to their large vision entails a higher level of drive and commitment.

Protection of Intellectual Property Rights

All IP rights belong to you from the start of your collaboration with your dedicated engineers.

Flexibility

You gain flexibility primarily on two fronts:

1. You receive access to a large pool of IT professionals, including UI/UX designers, front-end developers, Scrum masters, and product owners.

2. It’s much easier to replace a developer because the talent pool is larger, and you won’t have to spend extra money on the transition if you work with a staffing partner like OFS.

Efficiency in terms of costs

The pricing structure for staff expansion is extremely clear. You are not responsible for any administrative or organisational costs, such as office space, workstations, or other amenities. You pay a flat charge, and the vendor handles the rest, allowing you to concentrate on your core business.

Your proposal stands out:

Software engineers want to have a say in the development process and have a say in the decisions that are made during their time at a company. As a result, many developers desire to collaborate with product firms, which may be done in two ways: directly with a product company or through the staff augmentation approach.

How to Achieve Success with Team Augmentation?

1. Find a provider who will set up separate team rooms for your remote developers with all of the essential amenities. For example, our teams at OFS have rooms with the client’s company branding to make it easier for the offshore team to work with in-house engineers.

2. Ensure that distant developers experience the benefits of working with your local team. We install so-called “windows to the client” – a camera in the team’s room and a screen that shows what’s going on in the local office – at the request of certain of our clients.

3. Inquire with the vendor about the availability of professionals that may assist you in more effectively collaborating with your team. HR/Client Managers work with your developers at OFS to assist eliminate any potential misconceptions.

How to Tell If Staff Augmentation is Right For You

1. You already have engineers working on your product at your local office, but you’d like to expand your team by hiring a group of programmers to work on another aspect of it. You need to hire a team of 3-8 tech professionals, but due to a skills scarcity in your area, it’s impossible. You recognise that local recruitment will take too long, and that, given the risks and high market demand, this is not a viable alternative.

2. You’re working on a software project with a group of programmers, and you need to expand your staff with fresh engineers. Because the group of specialists you want to hire is uncommon in your country, you’re looking to broaden your search.

3.  You work on your product with a project outsourcing company, but this model doesn’t work for you for a variety of reasons. First, you want to communicate directly with your team on a regular basis, and second, you want to get to know your remote programmers so they feel like they’re a member of your local team. Both are necessary for distant teams to integrate with local teams and to be motivated to work toward a common objective with you.

Let Us Be Your Partner for Staff Augmentation!

Our team of experts has been providing business-critical solutions to our global customers on-site and remotely for over a decade. We are your success partner because we have vast expertise offering services to the federal government. We are large enough to handle a wide range of client requirements while remaining small enough to be quick and efficient. Our method ensures that you get the most qualified candidates for your company’s requirements.