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In the era of digitalization and unpredictable changes in consumer behavior, every marketing manager needs to master the important pillars of marketing management as a strategic competency.

The role of marketing managers has evolved, from simply managing promotional campaigns to becoming the main architect of customer-based business strategies.

This is increasingly relevant when the 2023 McKinsey report shows that companies that use a data-driven marketing approach can increase ROI by up to 20%.

According to research by the American Marketing Association (AMA), marketing effectiveness is now judged by consistent customer experience, not just how attractive the campaign is.

Marketing managers who are able to integrate analytics, cross-functional collaboration, and understand the customer journey from start to finish will be the main drivers of business growth.

Therefore, this ability is not only about achieving targets, but also building sustainable competitive advantages for the company.

What is Marketing Management?

Marketing management is the process of planning, implementing, and supervising all marketing activities with the main goal of creating customer value and generating sustainable business profitability.

According to Philip Kotler, known as the “father of modern marketing,” marketing management is the art and science of selecting target markets and creating, communicating, and delivering superior value to customers.

In the midst of digital disruption and dynamic changes in consumer behavior, the marketing function is no longer just about promotion, but has become a driver of overall business strategy.

One of the key elements in marketing management is understanding the market through systematic research.

Based on a report from McKinsey & Company, companies that integrate data and analytics in marketing decision making can increase ROI by 15-20%.

This shows the importance of data-based marketing management, not assumptions.

A reliable marketer needs to be able to read trends, understand market segments, and translate them into the right differentiation and positioning strategies.

Marketing management is also closely related to the management of the marketing mix (product, price, distribution, and promotion). In today's digital era, this concept has developed into 7P with the addition of people, process, and physical evidence.

Institutions such as the American Marketing Association (AMA) emphasize that the effectiveness of modern marketing is not only assessed from promotional output, but from the holistic customer experience (customer journey) that is managed consistently across channels.

In practice, marketing management includes brand management, digital campaigns, content marketing, to cross-functional collaboration such as sales and customer service.

What are the 7 Pillars of Marketing Management?

The 7 Pillars of Marketing Management is a strategic framework used by companies to manage all aspects of marketing in a comprehensive and integrated manner, in order to create, communicate, and maintain customer value.

This model originates from the development of the classic 4P concept (Product, Price, Place, Promotion) introduced by E. Jerome McCarthy in 1960, then expanded into 7P by Booms and Bitner in 1981 to accommodate the dynamics of the service industry and modern business.

Until now, credible institutions such as the American Marketing Association (AMA) and Harvard Business School still recommend this framework as a foundation for managing marketing professionally.

Here is a description of the 7 Pillars in the context of Marketing Management:

1. Product

Products or services are the basis of all marketing strategies. According to Philip Kotler, "The product is the heart of marketing efforts."

Products must continue to innovate to meet market needs and wants.

Based on McKinsey research in 2023, companies that focus on product innovation recorded revenue growth 2.4 times higher than their competitors.

2. Price

Price reflects the value of the product in the eyes of customers and is a strategic element in positioning.

A 2022 Deloitte survey revealed that 82% of consumers compare prices online before making a purchasing decision.

An effective pricing strategy must consider competitive, psychological, and value-based pricing factors.

3. Place

Distribution regulates how products are available to customers. With digital transformation, distribution includes physical channels and online channels.

A study from Harvard Business Review states that companies with an omnichannel approach increase customer loyalty by up to 90% higher than single-channel.

4. Promotion

Promotion is how a company communicates the value of its products to the market. This includes advertising, PR, social media, SEO, and more.

According to a 2024 Gartner report, companies that integrate digital and offline campaigns have increased brand engagement by an average of 27%.

5. People

Employees are brand ambassadors. Service quality is highly dependent on staff skills, attitudes, and motivation.

The Gallup Workplace Report shows that companies with high employee engagement have 23% greater profitability than the industry average.

6. Process

Marketing management must ensure that the entire process, from production, sales, service, to customer feedback, runs efficiently and standardized.

Forrester Research in 2023 found that 79% of customers leave a brand after one bad experience due to an uneven service process.

7. Physical Evidence

In service and digital products, physical evidence such as websites, brochures, customer reviews, and packaging build perceptions of quality.

According to the Nielsen Trust Report, 92% of consumers trust user-generated content (reviews and testimonials) over official advertising.

Indicators of Marketing Managers Mastering Marketing Management

Mastering marketing management is not only about understanding theory, but also about being able to implement effective, measurable, and result-oriented marketing strategies.

As an experienced leader, you should observe that there are several key indicators that show that a marketing manager truly masters this discipline.

This opinion is also supported by research from credible institutions such as the American Marketing Association (AMA), McKinsey, and HubSpot.

1. Ability to Create and Implement Integrated Marketing Strategies

A marketing manager who masters marketing management is able to design a comprehensive marketing plan, including market analysis, segmentation, targeting, positioning, and the use of the marketing mix (7P).

According to McKinsey research in 2024, companies that implement data-driven and integrated marketing strategies are able to increase campaign effectiveness by up to 25% higher than traditional approaches.

2. Mastery of Data and Marketing Analytics

In the digital era, mastery of analytical data is a critical indicator. A reliable marketing manager not only looks at vanity metrics (such as the number of likes), but also understands strategic metrics such as Customer Acquisition Cost (CAC), Customer Lifetime Value (CLV), Conversion Rate, and Return of Investment (ROI) from marketing campaigns.

A 2023 HubSpot report shows that 73% of top-performing companies have marketing managers who routinely use data analytics in decision making.

3. Ability to Lead Teams and Collaborate Across Functions

Marketing cannot work in a silo. A true marketing manager is able to lead creative, digital, sales, and even finance teams in one interconnected ecosystem.

According to Gallup's 2023 State of the Global Workplace Report, organizations with strong cross-departmental collaboration experience 21% higher revenue growth than those that operate in silos.

4. Deep Understanding of Customer Journey and Experience

A skilled marketing manager must understand the entire customer journey cycle, from awareness to advocacy, and be able to create a consistent customer experience at every customer touchpoint.

A 2024 PwC study found that 73% of consumers said customer experience was the primary factor in their purchasing decisions, more important than price or the product itself.

5. Adaptive to Changing Marketing Trends and Technologies

Mastering marketing management means being ready to face rapid changes in market trends, new technologies (such as AI in marketing, automation, personalization), and changes in consumer behavior.

According to the 2024 Salesforce State of Marketing report, 91% of marketing leaders said that the ability to adapt quickly to change is a key to long-term success.

A marketing manager who masters marketing management will be seen from his ability to develop data-based strategies, execute integrated campaigns, lead teams, create strong customer experiences, and adapt to changing trends.

In order to master these indicators, managers need adequate and credible marketing training.

Prasmul-Eli provides a Marketing Management Training Program that is believed to develop the potential of managers in implementing it sustainably relevant to your company's vision and mission.

Have You Mastered Marketing Management Skills?

In the digital landscape, businesses that often appear on every channel accessed by consumers are businesses that can win the hearts of consumers.

For this reason, the role of a marketing manager with marketing management skills is very crucial to grow the company's visibility to have an impact on the company's profit.

Now is the time to continue to maximize marketing management practices to drive business growth.

In an increasingly competitive and dynamic business world, strategic brand management is the key to building a brand that is not only known, but also trusted and loved by customers.

This approach positions the brand as a strategic business asset that must be managed holistically to align with company goals, customer experience, and long-term value.

According to Keller's Brand Equity Model, a strong brand is able to create emotional resonance and high customer loyalty, two elements that greatly determine a company's competitive position in the market.

More than just a marketing team task, strategic brand management is now an inseparable part of the company's overall strategy.

The 2023 Interbrand Best Global Brands report shows that brands with the highest value growth are those that have strong alignment between brand strategy, business strategy, and customer experience.

Harvard Business Review also notes that companies with high brand equity are able to set premium prices of up to 20% and are more resilient to market crises.

With real benefits to company valuation, customer loyalty, and organizational efficiency, strategic brand management is now a priority for company management looking to drive long-term growth.

What is Strategic Brand Management?

Strategic brand management is a holistic approach to managing a brand as a business asset that provides competitive advantage and long-term value.

From a CEO perspective, strategic brand management has a direct impact on a company's valuation and profitability.

In addition, McKinsey's 2022 research shows that strategically managed brands tend to record 60% higher customer lifetime value than competitors who only focus on short-term campaigns.

In the midst of increasingly homogeneous competition, a brand is not just a logo, but a strategic identity that differentiates and directs the direction of business growth.

For HR Managers, strategic brand management plays a major role in employer branding and talent retention.

A 2023 LinkedIn study found that companies with strong brand reputations receive 50% more qualified applicants, and reduce the cost per hire by up to 43%.

A consistent brand in the eyes of consumers and employees creates a cohesive organizational culture, increases employee engagement, and strengthens the alignment between company values ​​and employee behavior.

Therefore, strategic brand management is not just a communication activity, but the foundation of long-term business direction.

This involves managing brand identity, brand architecture, customer experience, and consistent brand activation across channels.

Benefits of Strategic Brand Management for Companies

Strategic brand management provides a framework for managing brands as business assets that drive long-term growth, customer loyalty, and competitive advantage.

According to a report by Harvard Business Review, companies with mature brand management have revenue growth two to three times higher than their competitors.

For company leaders, this benefit is not only about public reputation, but also about organizational efficiency, company culture, and attracting the best talent.

1. Increasing the Financial Value of Brands

In the modern business world, brand value is no longer just an aspect of communication, but a strategic financial asset.

An Interbrand report shows that strategically managed brands such as Apple, Microsoft, and Amazon now contribute more than 40% of the total company valuation.

This proves that proper brand management not only improves public perception, but also directly raises the company's economic value in the eyes of investors and the market.

Conversely, failure in brand management can significantly damage valuation, even if product performance remains good.

Therefore, strategic brand management is an important tool in building long-term financial strength.

2. Building Customer Loyalty

In an increasingly saturated and competitive market, customer loyalty is an invaluable advantage.

According to Deloitte research, customers who have an emotional connection with a brand are 2.5 times more likely to make repeat purchases.

Strategic brand management helps companies create a clear, consistent, and relevant brand positioning with customer values ​​and aspirations.

With strong emotional resonance, companies not only win short-term transactions, but build long-term relationships that are difficult for competitors to imitate.

3. Strengthening Employer Branding

Strategic brand management not only impacts the external market, but also the organization.

LinkedIn Talent Solutions' 2023 report notes that companies with a strong employer brand experience a 28% decrease in turnover rates.

A good brand reputation attracts more quality talent, reduces recruitment costs, and accelerates the integration of organizational culture.

Strategic brand management ensures that the company's image in the eyes of prospective employees is consistent with internal values, creating a more enthusiastic, loyal, and productive team.

4. Increase Operational Consistency

Consistency is key to building a strong brand perception. With a structured strategic brand guide, all departments, from marketing, customer service, to product development have the same guidelines in interacting with the market.

This consistency strengthens the organization's professionalism, clarifies the company's values ​​in the eyes of customers, and reduces the risk of cross-functional miscommunication.

In the long term, organizations with good brand consistency tend to build stronger trust and accelerate internal decision-making processes.

5. Support Transformation and Innovation

Amid technological disruption and rapid market change, flexibility and relevance are key.

Strategic brand management allows companies to adjust their identity, messaging, and communication approaches to stay relevant without losing brand authenticity.

McKinsey notes that adaptive brands are 1.6 times more likely to succeed in digital transformation than rigid brands.

Strategic brand management allows companies to lead change, not just react to it, thereby strengthening their competitiveness and readiness for the future.

Are You Ready to Process to Improve Your Strategic Brand Management Skills?

Strategic brand management today is no longer an optional choice, but a business foundation for building economic value, customer loyalty, talent attraction, operational consistency, and the capacity to transform.

In the context of global uncertainty, strong and strategically managed brands are the main pillars of sustainable growth and long-term competitive advantage.

If your company is in the process of improving its strategic brand management skills, strategic brand management training from prasmul-eli can make your process easier.

Let's continue the process of becoming a brand that is loved by consumers!

To bridge the skill gap, companies invest heavily in employee training and development. Therefore, it is important to find the best job training institution for their employees.

There is a fact from the LinkedIn Learning Report which states that 70% of employees who participated in training said that their sense of connection with the company increased.

In addition to increasing the sense of connection with the company, 80% of employees also admitted that after participating in training, their purpose of working at the company increased.

So that your company can feel the best benefits from the training provided to employees, you need to choose the best job training institution that designs personalized learning according to your needs.

Conditions that Encourage Companies to Look for Job Training Institutions

Ideally, a company, in addition to providing a research and development division, also needs a learning division that thinks about the learning process and employee competency development.

The learning division will decide when is the best time to include its employees in training.

Usually at the following times and conditions, companies encourage their employees to take training, either in-house training or external training.

1. When Companies Undergo Major Business Transformation

When companies undergo business model transformation, digitalization, mergers, international expansion, or strategic shifts, employee competency needs change drastically.

In this situation, companies will look for the best job training institutions to accelerate the process of reskilling and upskilling the workforce to align with the company's new direction.

2. When a Significant Skill Gap Occurs in the Organization

If the results of the training need analysis show a large gap between the skills possessed by employees and the skills needed for the future, the company will look for institutions that can help close the gap systematically and measurably.

3. When Business Growth Targets Require Accelerated Talent Development

In conditions of aggressive business growth, for example market expansion targets or increased production capacity, companies need training institutions to accelerate the preparation of prospective leaders (leadership pipeline) and develop managerial competencies massively in a relatively short time.

4. When Internal Programs No Longer Meet Specific Competency Needs

If existing internal training is not able to meet very specific or technical needs (e.g. advanced digital analytics, ESG management, lean manufacturing, strategic negotiation), companies will look for external institutions that have specialist expertise and practical experience in these areas.

5. When Needing a More Innovative and Technological Learning Approach

In the era of digital learning, companies need job training institutions that not only offer traditional programs, but are also able to provide blended learning, microlearning, gamification, VR/AR learning, and data-driven platforms. If the internal institution is not ready, then the best option is to look for external partners.

6. To Maintain Organizational Competitiveness Amidst Industry Disruption

When the industry experiences major disruption (such as technological changes, new regulations, or changes in consumer behavior), strengthening HR agility becomes a priority. So companies will look for the best training institutions to build a learning organization and accelerate adaptation to change.

7. To Improve Employer Branding and Talent Retention

A strong employee development program improves employer branding. In conditions where competition to attract and retain talent is increasingly fierce, quality external training institutions can help enrich employee development programs as a form of investment in people development.

Things Companies Need to Consider When Choosing the Best Job Training Institution

Now with the existence of internet technology, companies have the convenience of finding job training institutions for their employees.

However, not everything on the internet has credibility and good impact. Therefore, you need to consider several factors when looking for a job training institution.

Global Credibility and Reputation

Choose an institution with high credibility and proven reputation, both nationally and internationally. This is important to maintain learning standards within your company.

Experience in Relevant Industries

The institution must have training experience in sectors that are in line with your company's industry or other dynamic sectors, so that they understand the real context faced by training participants.

Quality of Facilitators and Coaches

Make sure the institution has facilitators who are not only experienced in academics, but also have practical experience in the business world. A qualified coach greatly influences the effectiveness of the program.

Innovative and Agile Learning Methodology

Learning delivery must be based on adult learning principles, a combination of experiential learning, digital learning, microlearning, gamification, and on-the-job learning. Not rigid and always adaptive to the needs of participants.

Ability to Measure Training Impact (ROI/ROE)

The institution must be able to provide a framework for measuring training effectiveness (learning impact, behavior change, and even business outcomes).

Flexibility in Program Customization

Each training program must be able to be tailored to the unique needs of the company. Do not copy-paste generic materials without contextualization.

Learning Management System (LMS) Technology Support or Digital Platform

The ideal institution is able to provide a learning platform or can integrate with the company's LMS, to support blended learning, progress tracking, and data-driven development plans.

Commitment to Diversity, Equity, and Inclusion (DEI)

Today, companies are starting to have a big commitment to DEI. The chosen job training institution must have a consistent approach in designing and managing its programs.

Getting to know Prasmul-Eli, the Best Job Training Institution in Indonesia to Support Business Growth

The best job training institution in Indonesia that has been trusted by major industry market leaders for more than a decade is Prasmul-Eli.

Since its establishment on November 11, 2011, Prasmul-Eli has become a strategic partner for various national and multinational companies in developing human resources (HR) and improving organizational effectiveness.

Prasmul-Eli's vision is to become the choice and reference in workplace learning and performance in Indonesia, to Indonesia, and from Indonesia.

Prasmul-Eli offers various training and consulting programs designed to meet the specific needs of companies, including:

Public and Corporate Training Programs: Includes short courses, certification programs, and training tailored to the needs of the company.

Consulting Services: Assisting companies in developing business strategies, change management, and improving organizational performance.

Assessment Center: Providing assessment services to identify employee potential and competency.

Prasmul-Eli has been trusted by various clients who are market leaders in their respective industries, ranging from automotive, chemical, pharmaceutical, utilities, real estate, technology, agribusiness, consumer goods, retail, to other sectors.

This trust demonstrates Prasmul-Eli's track record in providing human and organizational development solutions that can directly contribute to the success of clients' businesses.

Prasmul-Eli's services are end-to-end, covering development from upstream to downstream, starting from assessment needs, training program design, implementation, to success evaluation.

This coverage is strengthened through collaboration with various renowned institutions, both at the national and international levels, ensuring global standards in every program provided.

Even more special, since July 2024, Prasmul-Eli's public program has been ISO 9001:2015 certified. This quality assurance certification ensures that all public programs, including Short Programs, Certification of Business Management, to Public Assessment Programs, are implemented with international quality standards consistently and measurably.

With a combination of strong business heritage, credible client base, comprehensive service coverage, international collaboration network, and certified quality assurance, Prasmul-Eli is the ideal strategic partner for companies looking to accelerate the development of human resource and organizational capabilities sustainably.

Let's improve your company's human resource capabilities with prasmul-eli, the best job training institution in Indonesia.

Business competition is getting tighter, changes are increasingly unpredictable. To deal with uncertain changes, companies often use consulting services to create future business strategies.

In America, every year consulting services companies earn more than $ 2 billion for the consulting services they offer to companies.

The revenue data from consulting services companies shows that there is still a high demand for consulting services for companies.

The question is when is the right time for your company to use consulting services? You will find the answer here.

What are the Objectives of Consulting Services?

In providing consulting services, a consultant who is an expert in the business field will help his clients. According to the Harvard Business Review, there are eight fundamental objectives of a consulting service, namely:

Providing Information to Clients

Consultants are tasked with providing relevant data, analysis, and information to help clients better understand their business situation. This information is the basis for more targeted decision making.

Solving Client Problems

Consultants help design specific solutions to problems faced by clients. The focus is on finding the root cause of the problem and addressing the real obstacles that are interfering with the organization’s performance or growth.

Making a Diagnosis, Including Redefining the Problem If Necessary

The consultant conducts an in-depth analysis to find the root cause of the problem. Often, this diagnosis requires redefining the problem that the client originally identified in order for the solution to be truly effective.

Making Recommendations Based on the Diagnosis

Based on the results of the diagnosis, the consultant develops and delivers concrete recommendations designed to address the problem as a whole, not just treat the symptoms.

Assisting in Implementing the Recommended Solution

The consultant goes beyond providing advice, but also accompanies the client through the implementation process, ensuring that the proposed changes are actually implemented properly.

Building Consensus and Commitment to Corrective Actions

The consultant’s role is to help all parties within the organization agree on the steps for change, creating a shared commitment to support the implementation of the solution.

Facilitating the Client’s Learning Process by Teaching How to Solve Similar Problems in the Future

The consultant aims to enhance the client’s internal capabilities by teaching them problem-solving methods, so that in the future the organization can handle similar challenges independently.

Permanently Improving Organizational Effectiveness

The ultimate goal of consulting services is to build a more effective organization in a sustainable manner, both in terms of structure, culture, and process, so that the company is more resilient to change.

Why Do Companies Need Consulting Services?

Companies already have ideal functions to run their businesses. However, sometimes businesses need an outside perspective to find out the root of the problem or things that cannot be seen by the people running the business.

Here are some reasons why companies need consulting services:

1. Bringing a New, Objective Perspective

Consulting services provide an independent external view of problems, opportunities, and potential risks that may not be visible to the company's internal environment.

In the midst of rapidly changing business dynamics, having an objective perspective helps companies avoid internal bias, sharpen analysis, and make more accurate and bold decisions.

2. Accelerating Change and Transformation

In situations where changes need to be made quickly such as digital transformation, structural reorganization, or business model pivots, consulting services help accelerate the company's operational processes.

They bring proven methodologies, cross-industry experience, and additional resources to ensure change is faster, more structured, and more impactful.

3. Accessing Specific Expertise Not Available Internally

Not all challenges can be addressed by internal resources alone. There is a need for highly specific expertise, for example in energy transition, advanced analytics, ESG (Environmental, Social, and Governance), or crisis management, where consultants already have deep experience.

By using consulting services, companies can access premium expertise without having to build from scratch.

4. Supporting Complex Strategic Decision Making

When facing major strategic decisions, such as expansion, mergers, acquisitions, or major investments, companies need in-depth analysis and simulation of various scenarios.

Consultants help develop a strong business case, estimate risks, and provide external validation for strategic decisions to be taken.

5. Optimizing Operations and Cost Efficiency

Using consulting services can help identify inefficiencies in the company's value chain, production processes, logistics, and financial management.

Consultants offer global benchmarks and the best solutions to reduce costs, increase productivity, and improve company margins without sacrificing quality and operational sustainability.

6. Strengthening Internal Capabilities through Knowledge Transfer

The ideal business consulting service not only works on projects, but also transfers knowledge and builds the internal capabilities of the company's team.

This strengthens long-term competitiveness, because after the project is completed, the company becomes more independent and ready to face similar challenges in the future.

7. Managing Risk and Compliance Amidst Complex Regulations

With the increasing complexity of regulations, both in the energy, financial, and environmental sectors, business consulting services help companies remain compliant while minimizing legal, reputational, and operational risks.

They ensure that companies are not only compliant, but also manage risks proactively.

When and What Conditions Do Businesses Need to Use Consulting Services?

The company's financial situation will influence the decision to use consulting services.

However, in certain conditions that are indeed critical and very much needed to remain competitive amidst market changes, companies do not hesitate to spend a budget to use business consultant services.

What conditions allow companies to use business consultant services. Here are some descriptions and the right time conditions:

When Facing Massive Strategic Transformation

Companies will use consultant services when companies face major transformations, such as Pertamina when there will be an energy transition from fossil to new renewable energy (EBT).

Consultants can help develop an integrated roadmap strategy, manage the risk of change, and ensure that the organization is operationally and culturally ready to transform.

When Carrying Out International Business Expansion

In an effort to expand business abroad, companies can use business consultant services to support market analysis, geopolitical risk management, and compliance with local regulations in the destination country.

This is important so that expansion is carried out strategically, with minimal risk, and in accordance with national interests.

When a Major Crisis Requires a Rapid Response

When a crisis occurs such as a disruption in the global energy supply chain, an environmental disaster, or political instability that impacts operations, companies will engage specialist crisis management consultants to help with scenario planning, risk mitigation, and effective crisis communication.

When Wanting to Optimize Operational Efficiency

Companies will use the services of business consultants when they want to optimize business processes, increase production efficiency, reduce distribution costs, or improve operational cost structures.

Consultants can offer benchmarks, digital tools, and global industry best practices to achieve efficiency targets.

When Carrying Out Business Model Innovation and Digitalization

In order to accelerate operational digitalization and develop new technology-based businesses, companies can collaborate with technology and innovation consultants.

Consultants can help create a digital transformation roadmap, introduce new technologies such as AI or IoT for industry, and build internal digital capabilities.

Is This the Right Time for Your Company to Use Consulting Services?

Based on the conditions explained above, is your company in that situation? If so, it's not wrong to try using consulting services.

Taking steps to work with the right consultant can accelerate positive change, enrich perspectives, and optimize strategic decision-making.

With a collaborative approach and solutions tailored to your needs, consulting services can be a catalyst for your company's growth and transformation.

Working with a consulting services company is like partnering with business leaders who are experts in their fields, such as Prasmul-Eli consulting services.

Prasmul-Eli consultants are business experts who are ready to help companies from business strategy, change management, risk management, to customer experience.

Are you ready to partner with consulting services to increase your company's business growth?

The task of an HR (Human Resources) does not stop when the candidate search process is complete, HR has an important role in the company's operations. For that, it is necessary to always develop its competence, one of which is through human resources (HR) training.

Research from McKinsey shows that organizations or companies that facilitate positive work experiences are 1.3 times more likely to report better organizational performance.

In addition to building a positive work experience, human resource management is also an important key in business development.

The question is, is the role of HR in your company optimal? What training is right for your company?

The following are recommendations for HR training materials that are useful for improving the competence of HR professionals.

Organizational Behavior Material

Organizational behavior material will equip HR with an in-depth understanding of how individual and group behavior affects organizational performance.

As a result, HR can create more effective behavior-based policies to encourage collaboration, increase productivity, and reduce internal conflict.

Problems such as low engagement or high turnover can be addressed in a more structured manner.

Material on Perception, Values, and Behavior

This material helps HR understand how employee perceptions, personal values, and attitudes shape organizational dynamics.

This material helps HR professionals design more accurate internal communications, culture development programs, and change initiatives.

This material answers problems such as resistance to change and misunderstandings between teams can be significantly reduced.

Material on Motivation

Training on motivation complements HR's skills to develop reward programs, career development, and incentives based on employee needs.

This material will have an impact on increasing employee intrinsic and extrinsic motivation, which directly increases productivity.

Indirectly, this material can answer problems such as low employee performance and demotivation within the team can be handled more effectively.

Communication Material

Strong communication skills in HR enable the creation of more open, transparent, and effective communication flows throughout the organization.

By increasing communication competency, miscommunication can be reduced, coordination improved, and strategy execution accelerated.

Problems such as role confusion, interdepartmental conflict, and lack of clarity in organizational goals can be reduced.

Leadership Material

Leadership material is important material in building HR competency to identify, develop, and support effective leaders throughout the organization.

With qualified leadership skills, a strong leadership pipeline and a healthy leadership culture will be created.

HR professionals who have qualified leadership can answer problems such as leadership gaps, dependence on certain figures, and lack of empowerment in the organization can be resolved.

Team Management Material

This team management material strengthens HR's ability to build and manage high-performance teams.

Good team management will have an impact on increasing the effectiveness of cross-functional work and the emergence of a strong collaborative culture.

This training will be able to solve problems such as silos between departments, poor teamwork, and conflicts within the team can be managed better.

Human Resource Management & Human Resource Planning Material

HR does not only do administrative work. There is more strategic important work in compiling short-term and long-term workforce needs.

Human resource management and planning skills help prepare organizations to face business changes.

Thus, problems such as mismatch between business needs and HR availability can be minimized.

Material on Job Analysis & Job Design

This material helps HR design jobs optimally, clearly, and in accordance with organizational needs.

By conducting proper job analysis and design, operational efficiency and a better work experience for employees will be increased.

Thus, employees will not feel problems such as unclear roles, overlapping tasks, or unbalanced workloads can be overcome.

Material on Recruitment Selection

This training strengthens HR's capabilities to find and select the best candidates with effective and objective methods.

Effective and objective recruitment methods will improve the quality of recruited talent.

Thus, in the future, problems such as high early stage turnover, recruitment that does not match needs, and inflated recruitment costs can be reduced.

Material on Orientation Training & Development

With the strengthening of this material, HR can design new employee orientation and development programs more systematically.

There are no more uneven transitions, thus accelerating the time-to-productivity of new employees and increasing loyalty.

Material on Performance Appraisal

This material equips HR in building a fair, transparent, and development-based performance evaluation system.

By designing an effective performance evaluation system, it can increase trust in the assessment system and build a high-performance culture.

A fair and transparent system in evaluating performance can minimize problems such as dissatisfaction with the assessment system and evaluation bias.

Material on Job Evaluation

This training is important to develop a fair salary and compensation structure based on job value.

A fair and objective compensation structure will create a perception of internal justice among employees. Problems such as compensation dissatisfaction and salary inequality can be avoided.

Material on Reward Management

Good reward management will increase employee motivation and retention. Rewards can be a factor in strengthening loyalty and increasing the competitiveness of the organization in attracting talent.

Material on Career Management

One of the reasons employees stay is because there is a clear career path. Therefore, HR needs to develop a clear and attractive career path for employees.

A clear career path can increase retention and build an internal leadership pipeline.

Problems such as career stagnation, dissatisfaction with personal development, and brain drain can be reduced.

Material on Industrial Relationship

HR will be prepared to build healthy and constructive industrial relations with unions and regulators.

By understanding industrial relations material, harmonious working relationships and better legal risk management will be created.

Companies can anticipate problems such as labor disputes, strikes, or legal conflicts.

Material on Strategic HR Management

Strategic HR Management focuses on how HR functions play an active role in shaping and directing organizations to be more adaptive, innovative, and sustainable in facing business changes.

In this context, HR does not only function as a strategic partner in designing more agile and efficient organizational development.

HR contributes directly to building an organizational structure that is able to respond to change quickly.

This material will help HR to encourage the creation of a learning organization, namely an organization that continues to learn, innovate, and renew itself to remain competitive.

On the other hand, knowledge management is an important part, where HR must be able to ensure that organizational knowledge is managed, shared, and inherited effectively.

Which HR Training is Right for Your Company?

The recommendations for HR training materials above can help overcome problems that occur in your company related to human resource management.

Every organization has unique needs and challenges. Therefore, it is important to choose and design a training program that is most relevant to your company's current HR development priorities.

With the right approach, HR training not only improves individual competency but also drives overall organizational transformation.

The sixteen recommendations for HR training materials above can be obtained by following just one Human Resources Management and Development training and certification program from Prasmul-Eli.

Transform the role and function of HR for better organizational performance.

Every transformation that occurs in a company will touch every aspect starting from human resources, processes, strategies, structures, and technology. The role of HR becomes a strategic role because it is related to human resources, so it is necessary to continue upskilling and reskilling by following HR (Human Resources) training.

In the transformation process, HR has an important role to drive various initiatives in the company. For example, mapping human resource needs based on company values, creating a more flexible work environment, prioritizing strategic workforce planning, performance management, and retraining.

Based on the conference held by McKinsey virtually in May 2020, it was stated that in the next two years since the conference was held, HR practitioners will focus on strengthening agility and identity.

To support the strategic role of HR, there needs to be training for upskilling and reskilling that is intended for HR.

What is HR Training?

Business transformation will not be effective without the transformation of the HR function itself. To remain relevant and adapt to the transformation process, HR training is needed.

HR Training is a systematic process to build and develop HR professional capabilities to be able to become strategic partners of the organization, drive cultural change, support business agility, and manage employee life cycles adaptively and based on data.

In short, HR Training is a strategic tool to form HR that not only "manages employees", but moves the organization forward in facing disruption.

How are the Benefits of HR Training in Supporting HR Functions?

As a driver of change or transformation in a company, HR needs to transform first.

The stigma attached to HR is that HR is still too often trapped in transactional tasks that are administrative in nature, so that it is less than optimal in creating real value for the organization.

An article from the Harvard Business Review in 2015 stated that talent or human resources are the three main priorities of company CEOs. However, what is unfortunate is the lack of confidence in the HR function to optimize talents.

For this reason, reskilling and upskilling are needed that combine traditional learning (training, digital courses, work aids) with non-traditional methods (peer-to-peer training, learning networks, and mass change personalization) to obtain effective and optimal results.

Properly designed HR training will maximize the function and role of HR in transformation in an organization. The following are the benefits of HR training:

1. Ensuring the Organization Lives According to Purpose and Values ​​

In order for HR to be able to ensure that all organizational activities remain in line with the company's purpose and values, they need to be equipped with a deep understanding of how to translate the concept of values ​​and goals into daily policies, procedures, and behaviors.

HR must be able to internalize these values ​​and become a role model for all employees. They also need to be skilled at measuring how far the organization has lived these values, and be able to adjust policies if there is a deviation from the direction that has been set.

2. Integrate Purpose-Driven Metrics into Compensation and Performance

To ensure that compensation and performance management systems support the organization’s culture, HR needs to have expertise in designing evaluation and reward systems that are based on behavior and contribution to the company’s mission, not just quantitative results.

This means HR must be able to establish new performance indicators that measure adherence to values, cross-team collaboration, innovation, and adaptation to change.

They also need to understand how to link the achievement of this purpose to fair and transparent financial and non-financial reward systems.

3. Build Analytics Capabilities to Manage Talent

HR needs to develop the ability to collect, process, and analyze workforce data more systematically.

This includes using data to identify recruitment success patterns, the effectiveness of development programs, predict turnover, and measure employee engagement and productivity.

With this data-driven approach, HR can make more accurate, faster, and measurable decisions in managing the employee lifecycle, ensuring that the organization has the best human resources to support the transformation.

4. Creating a Strong Employee Work Experience

HR must understand how to design and manage the employee work experience holistically, from the recruitment process, onboarding, career development, to the exit process.

The main focus is to create an employee work journey that is intuitive, personal, and relevant to the needs of the times.

HR needs to be able to map the emotional, professional, and aspirational needs of employees at every stage of their careers, and integrate continuous feedback to make improvements in a short time.

A strong employee experience will strengthen engagement and loyalty in an agile organization.

5. Creating an Iterative Approach to HR Management

In the agile context, HR needs to be able to develop a flexible and experiment-based employee management system.

This includes developing a dynamic career path, which allows employees to move between roles or projects according to the needs of the organization and personal aspirations.

The performance management system also needs to be adjusted to be lighter, with a focus on real-time feedback, continuous development, and periodic target adjustments.

HR must also encourage a fast, practical, and adaptive learning process in accordance with the development of competency needs in the field.

6. Driving Workforce Planning Based on Future Trends

HR must be able to take a strategic role in mapping long-term workforce needs, taking into account technological developments, industry disruption, and changes in worker expectations.

HR needs to be able to identify skills that will be critical in the future, map current skills gaps, and design proactive reskilling and upskilling programs.

HR must also consider the dynamics of supply and demand for workers both within the organization and in the external labor market, so that development and recruitment strategies are more precise and integrated.

7. Encourage Strong Decision Making and Employee Empowerment

To create a culture where employees dare to take the initiative and manage risks healthily, HR needs to encourage a psychologically safe work environment.

The culture that is built includes building trust, transparency, and a reward system that not only focuses on success, but also appreciates innovative efforts, even if the results are not perfect.

HR must be able to guide work unit leaders to apply a coaching mindset, open up dialogue, and encourage quick decision-making at the team level, without always having to rely on traditional authority structures.

What Kind of HR Training Needs Does Your Company Need?

Due to its increasingly strategic role in supporting business transformation and building organizational agility, the HR function is no longer sufficient to rely solely on past administrative experience.

HR must be a unit that continues to develop, renew knowledge, and hone its skills to be able to meet current and future company expectations.

The question now is, what kind of HR training does your company need the most?

Is it strengthening analytical capabilities, developing employee experience, or transformation in managing talent based on agile principles? Or is it holistic training?

If your team needs holistic training, Prasmul-Eli is the right choice because it offers training and certification in Human Resources Management & Development.

Let's maximize HR functions to achieve maximum business transformation impact.

Supply chain is the journey of raw materials, resources, components, and goods before they are assembled into a product and sold to consumers.

If the supply chain journey is disrupted, it will also affect the product sales process. For example, when there is inflation in one of the raw materials, it will have an impact on the increase in the selling price of a product.

Like the trade tariff war imposed by the United States against China, it will increase the prices of goods in America. Because goods sold in America must have a share of raw materials from China.

Even with Trump's new policy, analysts predict that the price of the iPhone will increase by 30 to 40 percent. Because there are some raw materials for making the iPhone that are produced in China.

Therefore, this supply chain is very important for business. Businesses need to implement supply chains effectively so that they do not have a negative impact on sales.

What is meant by Supply Chain?

A supply chain is a network of organizations, people, activities, information, and resources involved in making and distributing products from raw material suppliers to end consumers. This includes processes ranging from production, processing, storage, to distribution of goods.

Simply put, a supply chain is a system that connects various elements in a business to ensure that products or services can reach consumers at low cost, fast time, and good quality.

Who is Involved in the Supply Chain Process?

The supply chain process does not only involve one party, it can even be cross-geographical. Who is involved in the supply chain process? Here is the list:

• Suppliers, suppliers provide the raw materials needed to produce goods or services.
• Manufacturers, transform raw materials into finished products.
• Vendors, who sell and buy raw materials.
• Distributors or logistics services, who send finished products to stores, warehouses, or directly to consumers.
• Supply chain managers, who ensure that operational processes run smoothly from planning, sourcing raw materials, manufacturing processes, and shipping to consumers.
• Retailers, who sell products online or in physical stores
• Customers, who receive the final product or service. They can be individuals or other companies.

Why is Supply Chain Important?

Supply chain is the lifeblood of a business. Without a supply chain, a business will be overwhelmed in receiving and sending goods to consumers.

Here are some of the benefits of supply chain for business:

Increasing Cost Efficiency

Good supply chain management supports companies to reduce costs, be it raw material costs, production costs, to shipping costs. This increases profitability and competitiveness.

Products Delivered at the Right Time

With an effective supply chain system, goods can reach consumers on time. This is important to maintain customer satisfaction.

Improving Product Quality

Good supply chain management ensures that products that reach consumers meet high quality standards.

Better Stock Control

With proper monitoring, we can avoid excess or shortage of stock. This helps to ensure that production continues to run smoothly and meets market demand.

Flexibility in Responding to Market Demand

When there are changes in customer needs or market conditions, an efficient supply chain allows companies to adapt quickly.

Improving Customer Service

Products delivered quickly, on time, and in good condition improve the customer experience, which ultimately builds loyalty and increases sales.

What Are the Risks to the Supply Chain?

McKinsey classifies supply chain shocks into four different types based on their impact, response time, and frequency:

Unexpected Disasters

Extraordinary events that are unpredictable and cause losses of up to trillions of dollars. Examples include extreme terrorism and systemic cyberattacks.

Foreseeable Disasters

Shocks with similar impacts to unexpected disasters, but with larger patterns and probabilities of occurrence that can guide overall preparation. Examples include financial crises and global military conflicts.

Unexpected Disruptions

Events that are serious and costly but on a smaller scale than disasters. Examples include data breaches, product recalls, and industrial accidents.

Foreseeable Disruptions

Some disruptions can be detected before they occur. Examples include the China-US trade dispute and the UK’s exit from the European Union.

Organizations often focus on managing the disruptions they face most often. The COVID-19 pandemic is a reminder that while extreme disruptions are rare, organizations still need to consider them when making long-term decisions and strategies.

For most organizations, this means expanding the focus of supply chain managers from cost, capital utilization, service, and quality to three critical new priorities: resilience, agility, and sustainability.

By increasing the focus on resilience and agility, companies can be better prepared to face and manage unexpected or anticipated shocks, thereby maintaining operational continuity in uncertain conditions.

3 Steps to Increase Supply Chain Resilience in Business

McKinsey continues to emphasize the importance of resilience and agility in the supply chain process so that it can continue to survive in the long term.

Based on McKinsey's explanation, here are three ways to increase supply chain resilience:

Integrate and Simplify Operations

This action involves several key steps, including:

• Create a command center to consolidate the organization's response to disruptions.
• Simulate and plan for extreme supply and demand disruptions.
• Reevaluate just-in-time inventory strategies to ensure sufficient availability of goods in unexpected situations.

Achieving Structural Resilience

Achieving long-term resilience involves:

• Building digital twins of critical parts of the supply chain, allowing for simulation and scenario testing.
• Creating and testing “what if” scenarios to understand the impact of various potential disruptions.
• Enhancing data sharing with suppliers to ensure more transparent and responsive information flows.
• Considering ring-fencing some supply chain teams to ensure operational continuity.

Firefighting

This involves short-term steps to identify gaps in the supply chain that have previously been overlooked.

While this does not build long-term resilience, this tactic is useful in the face of temporary disruptions and should be followed by more complex, long-term reforms to strengthen overall resilience.

These three steps can help companies build supply chains that are more resilient to disruptions and better prepared to adapt to future changes.

Building Supply Chain Resilience with prasmul-eli

With the increasingly unpredictable disruptions after COVID-19, geopolitical wars, trade tariff wars, and political dynamics, it will affect the supply chain journey process.

Therefore, building resilience and agility is an important key to adapting in this time of disruption.

Invite your team to build supply chain resilience by participating in supply chain management training from prasmul-eli.

Let's build business sustainability with a smooth supply chain!

In the 21st century, data has become a new currency that is an important and very valuable asset for businesses. However, only companies that do data analysis correctly can feel the valuable benefits of data.

The benefits of data in business can be the basis for making decisions that are not just based on assumptions. With data, decisions taken will be more measurable.

The existence of data is also an important lesson for businesses, for example when conducting a marketing campaign, there is content that is successful and not. Businesses can find out the cause from the existing data.

Data is just a dead number that means nothing if it is not analyzed properly. Data analysis is a systematic process of collecting, organizing, examining, and interpreting data in order to gain insight, make decisions, and solve problems.

In data analysis, various techniques and methods are used to identify patterns, trends, and relationships that can provide useful information for decision making or to gain a better understanding of certain phenomena.

So, what are the best practices for data analysts in conducting data analysis that can be useful for business? Here are the stages of data analysis.

1. Understand Business Objectives

Before starting the analysis, it is important to understand the business context and the goals the company wants to achieve. The mindset we need is a mindset to be oriented towards business goals.

This can include increasing sales, optimizing costs, or increasing customer satisfaction. The analysis carried out must be in line with these business objectives.

To find out the business objectives to be achieved in this data analysis process, a data analyst will communicate with stakeholders from various departments, such as marketing managers, product teams, or finance teams, to understand the problems they face and the goals they want to achieve.

A data analyst will ask questions that are more focused on, "What do you want to achieve?" and "What problems need to be solved?". This is the earliest step in every data analysis process.

2. Data Collection and Cleaning

Proper data collection is very important because good business decisions can only be made based on accurate and complete data.

To obtain accurate data, a data analyst will identify relevant data sources (eg, company databases, customer data, transaction data, operational data).

Next is collecting data through various sources such as APIs, internal databases, or shared files. This process includes verifying the accuracy and completeness of the data and avoiding data errors that can affect the results of the analysis.

After collecting data, data cleaning is needed. The data cleaning process is carried out to handle problems such as missing values, duplicates, or inconsistencies. Using tools such as SQL, Microsoft Excel, Python, and the like to clean and format data.

3. Descriptive Data Exploration and Analysis

As a data analyst, it is very important to have a strong sense of curiosity. Data analysts need to explore data in depth to find patterns, trends, and insights that can help solve existing business problems.

The steps taken are to conduct descriptive analysis using basic statistical techniques, such as mean, median, standard deviation, and data distribution.

This provides an overview of the state of the data and helps in identifying patterns or anomalies.

Data visualization tools such as Power BI, Tableau, or matplotlib in Python help depict data in graphical form that is easy for stakeholders to understand.

4. Hypothesis Testing and Inferential Analysis

Every analysis should be driven by a testable hypothesis. Data analysts do not just accept data, but they will look for ways to test existing theories and assumptions, and see if the results are valid.

They will conduct exploratory analysis by developing hypotheses that will be tested further. For example, "Does a change in product price affect sales?"

To test this, they use statistical tests (such as t-tests or ANOVA) to ensure that price changes significantly affect sales.

If necessary, they will use regression to identify the relationship between the dependent and independent variables.

5. Modeling and Prediction

The goal of data analysis performed by data analysts is to provide insights that are not only relevant, but can also be used to make better business decisions.

If previous analysis results show a significant relationship, data analysts will proceed to build predictive models using algorithms such as linear regression, decision trees, or machine learning (such as random forests or XGBoost) to forecast future business outcomes.

They will also validate the models using cross-validation techniques to ensure that they are robust and not overfitting to the data.

6. Visualizing Results and Delivering Insights

After gaining insights from the data, the next step is to present these findings in a clear and compelling way to stakeholders, especially those who may not have a technical background.

What data analysts do is use interactive dashboards with tools like Power BI or Tableau to visualize data in an easy-to-understand format.

Graphs and tables are created to simplify the complexity of the data and explain the findings directly. Reports are arranged in a format that focuses on business insights so that the management team can easily make faster decisions.

7. Follow-up and Implementation

The analyzed data is meaningless if it is not followed by real actions that support business goals.

Based on the insights found, the data analyst will work with related teams (for example, marketing or product development) to translate the results of the analysis into concrete actions.

For example, if the analysis shows that a particular marketing campaign increased customer conversions, they will recommend optimizing or doubling the investment in that area.

8. Continuous Monitoring and Evaluation

Data analysis is an ongoing process. Data analysts will always monitor the results of the actions that have been taken to assess their impact and identify areas for improvement.

They will continue to monitor the data to ensure that the changes implemented are producing the desired results.

If there is a change in market conditions or input from other teams, they re-analyze and update the predictive model. This process allows the company to remain agile in data-driven decision making.

The Right Data Analysis Leads to the Right Business Decisions

If you and your team follow the data analysis steps above, data analysis will not only provide deep insights, but also influence strategies and decisions that improve company performance.

The most important thing is the mindset, the mindset needed for successful data analysis is critical thinking, data-based, and communicative.

With a systematic and iterative approach, each analysis helps the company move faster, more efficiently, and more responsively to market changes.

If so far the data analysis that your company has done has not had an impact on the business, you need to include your data analyst team in the right training.

You can request customized training according to your company's data analysis needs. prasmul-eli provides corporate training programs based on client needs.

This is the era of data as currency, so don't let the data in your company just become dead numbers that are lifeless. Instead, make that data a strategy for your business success.

Assessment is an integral part of an effective and impactful human resource development strategy for a company.

Based on a report from McKinsey in 2015, there was a survey of global executives on capability building, the report showed that companies that are effective in capability building rely on more objective assessments of their team's core skills.

With assessment, companies can identify skills gaps in the company. These skills gaps can be the basis for determining what training or learning the company needs.

Training that is held specifically according to the skills needed will have a greater impact on the company. That's why assessment is needed.

What is meant by Assessment?

Assessment is a very important tool for measuring various aspects related to human resources, including skills, competencies, performance, and employee potential.

Assessment is a systematic process for assessing an individual's ability or quality in a particular context, be it technical ability, behavior, or potential for further development.

This is important in order to adjust the training program to the specific needs of each employee and the company as a whole.

By conducting an assessment, companies can more accurately determine which areas need improvement and which are in accordance with industry best practices.

If companies use standard training programs, resources such as time and budget can be used inefficiently. Training is also not in accordance with the specific needs of employees or the company.

However, with the right assessment, companies can focus training on areas that need improvement and strengthen areas that are already good. This will result in a more personalized training program, which can ultimately improve employee performance, which has a positive impact on the company's bottom line.

Why Do Companies Need Assessments?

Companies need assessments for a variety of very strategic reasons, including:

Identifying Employee Strengths and Weaknesses

Assessments help companies identify the strengths and weaknesses of each individual in the organization, making it easier for companies to place the right people in the right positions, and design training and development programs that are more in line with their needs.

Improving Performance and Efficiency

By using the right assessment, companies can ensure that their teams have the skills needed to achieve organizational goals. This helps in improving employee performance and also accelerates the achievement of company targets.

Data-Driven Decision Making

Assessments provide objective data that can be used to make better decisions about promotions, job placements, career development, and succession planning in the company. These decisions become more focused and less biased.

Reducing Risk

Through assessments, companies can identify potential problems or mismatches early on, so that preventive steps can be taken to reduce the risks that may arise, both in terms of individual performance and challenges related to company culture.

Types of Assessments That Answer Company Needs

1. Skill Assessment

A skill assessment is a tool to measure the technical or functional skills possessed by an employee, which are directly related to the work they do.

This assessment helps companies to ensure that employees have the skills that match their roles, as well as identify areas where they may need further training.

This way, companies can allocate resources more efficiently, ensuring that each individual has the skills needed to improve the performance of the team and the organization as a whole.

2. Personality Assessment

Personality assessment is used to assess an individual's personality traits that can affect how they work, interact with coworkers, and adapt to the company culture.

This assessment helps companies understand whether employees have the right personality for their role and team.

Employees with personalities that fit the organization’s culture are more likely to succeed, contribute positively, and adapt to change. Therefore, personality assessments are essential in recruiting and placing employees in the right positions.

3. 360-Degree Feedback

360-degree feedback is an assessment method that collects feedback from multiple sources, including superiors, peers, and subordinates, to get a holistic picture of an employee’s performance.

This method provides a more objective and holistic insight into how an employee is performing in a social and professional context.

Feedback from multiple perspectives allows companies to identify an employee’s strengths and areas for improvement, while also providing an opportunity for individuals to improve certain aspects of their leadership or collaboration style.

4. Performance Appraisal

Performance appraisal is the process of evaluating an employee’s achievement in meeting set goals or targets.

This performance appraisal helps companies assess an employee’s contribution to business goals, provide constructive feedback, and determine next steps, such as additional training or promotions.

In addition, performance appraisals provide a solid basis for strategic decision-making, such as compensation, salary increases, or changes in role placement, thus creating a fair and measurable performance management system.

5. Potential Assessment

Potential assessment focuses on identifying employee abilities and talents that may not be visible in their daily tasks, but are critical to higher positions in the future.

This assessment is used to see how far an employee can develop and adapt to a larger or more strategic role in the organization.

By identifying such potential, companies can prepare for succession planning and ensure that they have leaders who are ready to take over important roles in the future. It also helps in designing appropriate career development programs.

6. Neuro Leadership Assessment

Neuro leadership assessment combines neuroscience principles with leadership theory to assess how a person's brain functions in the context of leadership and decision-making.

This assessment helps identify how leaders manage stress, make decisions, and react to stressful situations.

With this assessment, companies can develop more effective leadership skills, ensure that leaders are able to manage teams well, make rational decisions, and maintain the well-being of themselves and their teams amidst existing challenges.

7. Cultural Fit Assessment

Cultural fit assessment is used to assess the extent to which employees or candidates fit into the company's culture and values.

Employees who have a high cultural fit with the company are more likely to be satisfied with their jobs, adapt easily, and work more productively.

This assessment is important to reduce turnover, increase employee engagement, and create a harmonious work environment. By selecting employees who fit the organization's culture, companies can ensure that the team works with the same vision and can more easily achieve common goals.

8. Behavioral Assessment

Behavioral assessments are conducted to assess how employees interact with coworkers and how they act in various work-related situations.

This assessment measures interpersonal skills, the ability to work in a team, and how a person handles problems or challenges.

Behavioral assessments provide a clearer picture of the social dynamics within a team and whether employees have the skills needed to work collaboratively and effectively in a work environment.

This allows companies to improve team management and minimize internal conflict.

9. Situational Judgment Test

A situational judgment test is a tool used to assess how employees or candidates make decisions in realistic work situations.

This test tests their ability to handle possible scenarios in the workplace and choose the best solution based on the conditions at hand.

By using these tests, companies can measure employees’ problem-solving and decision-making abilities in a context that is close to real-world situations, ensuring that they are prepared for the challenges in the field.

10. Peer Assessment

A peer assessment gathers feedback from fellow employees on an employee’s performance or behavior. This provides a broader and often more objective perspective, as peers work directly with the individual being assessed.

Peer assessments can help identify areas of development that may not be visible to superiors or managers, and provide an opportunity for employees to gain feedback on how they work as a team.

These assessments are especially useful in improving team collaboration and managing interpersonal relationships.

What Assessments Does Your Company Need?

With the various types of assessments above, companies can more easily assess employees’ skills, potential, and suitability for their roles, and identify areas that need improvement or development.

This allows companies to make more informed and data-driven decisions in talent management, as well as creating a more productive and harmonious work environment.

Does your company know the skills gaps that employees have? If not, you can conduct a customized assessment program according to your needs at prasmul-eli.

Personalize your employee training or competency development needs with the right assessment.

Agile culture adalah budaya kerja organisasi yang akhir-akhir ini relevan dengan perubahan lanskap bisnis yang tidak terprediksi. 

Agile culture menekankan pada budaya kerja organisasi yang gesit dan mudah beradaptasi dengan perubahan pasar. 

Riset dari McKinsey menunjukkan bahwa organisasi yang mengadopsi budaya kerja yang agile lebih cepat merespon krisis, sedangkan organisasi yang tidak mengadopsi budaya kerja agile kemungkinan besar akan kehilangan manfaat dari kecepatan dan ketahanan yang dibutuhkan dalam situasi "new normal" setelah pandemi COVID-19.

Namun, dalam kenyataannya melakukan transformasi budaya konvensional dengan budaya kerja yang agile menjadi salah satu tantangan terbesar perusahaan. 

Untuk itu, marilah kita pelajari contoh perusahaan global dunia yang sudah berhasil menerapkan agile culture.

1. ByteDance dengan Slogan Always Day 1 

ByteDance menerapkan agile culture dengan mengutamakan mindset kewirausahaan dan inovasi terus-menerus. 

Dalam prinsip "Always Day 1", ByteDance menekankan pentingnya untuk selalu memiliki sikap seperti hari pertama kerja, dengan terus berinovasi dan beradaptasi tanpa bergantung pada pencapaian atau sumber daya sebelumnya. 

Mereka mendorong tim untuk tetap gesit dan fokus pada efisiensi dan kesederhanaan, serta mengurangi prosedur yang tidak perlu, yang merupakan inti dari budaya agile. 

Selain itu, ByteDance menolak rasa puas dan terus menjaga keterbukaan dan kerendahan hati, yang membantu perusahaan tetap fleksibel dan siap menghadapi perubahan pasar yang cepat.

2. Netflix dengan Budaya No Rules Rule

Netflix menerapkan agile culture dengan menekankan pada prinsip-prinsip yang mengutamakan performa tinggi, kolaborasi tim, dan penyesuaian cepat terhadap perubahan. 

Di dalam budaya kerja mereka, Netflix mendorong pemberdayaan individu dengan memberikan kebebasan untuk mengambil keputusan dan berinovasi tanpa banyak batasan, sebuah ciri khas dari metode agile. 

Penerapan agile culture lainnya oleh Netflix adalah sebagai berikut:

• Pemberdayaan Individu. 

Netflix memberikan kebebasan kepada karyawan untuk membuat keputusan secara mandiri dan berinovasi tanpa batasan yang ketat, yang mencerminkan prinsip agile dalam memberdayakan tim untuk bertindak secara cepat dan efektif.

• Kolaborasi Tim

Netflix menekankan kerja tim yang erat dan kolaborasi lintas fungsi, di mana tim yang berbeda bekerja sama untuk mencapai tujuan yang lebih besar, sesuai dengan prinsip agile yang mengutamakan kolaborasi dan komunikasi.

• Adaptasi Cepat terhadap Perubahan

Dalam budaya Netflix, mereka sangat terbuka terhadap perubahan dan berusaha untuk menyesuaikan diri dengan cepat terhadap tren pasar atau kebutuhan pelanggan yang berubah, yang mencerminkan fleksibilitas agile.

• Keberanian untuk Mengubah Status Quo

Netflix mendorong inovasi yang berani dan pemecahan masalah yang tidak konvensional, mengaplikasikan prinsip agile yang menekankan pada eksperimen dan iterasi untuk mencapai hasil yang lebih baik.

• Pencapaian Hasil Jangka Panjang

Fokus Netflix bukan hanya pada perbaikan jangka pendek, tetapi pada hasil yang berkelanjutan, yang mirip dengan pendekatan agile yang menekankan hasil yang dapat ditingkatkan secara bertahap melalui iterasi dan feedback.

• Keterbukaan Umpan Balik

Netflix memiliki nilai candor yang memungkinkan karyawan bisa memberi dan menerima umpan balik. Nilai candor ini memberi ruang untuk mereka menunjukkan apa yang berhasil dan yang belum, serta untuk mengakui kesalahan dan belajar darinya. 

Netflix sangat menghargai keterbukaan dan kejujuran dalam memberikan umpan balik, yang memungkinkan perbaikan berkelanjutan dan pertumbuhan dalam tim, sesuai dengan prinsip agile yang mendorong feedback sebagai bagian penting dari proses pengembangan.

3. Open AI dengan Budaya Dynamic Team

OpenAI memiliki nilai dan prinsip operasional yang sejalan dengan prinsip-prinsip agile, seperti kolaborasi, adaptasi, iterasi cepat, pemberdayaan individu, dan umpan balik berkelanjutan. Berikut ini implementasinya dalam praktik sehari-hari:

• Kolaborasi dan Keragaman Perspektif

OpenAI sangat menekankan kerja tim lintas disiplin (cross-functional team) dan mengedepankan keterbukaan ide. Mereka mencari talenta dari beragam disiplin dan latar belakang​ untuk memastikan beragam perspektif dalam tim. 

Perusahaan meyakini bahwa ide terbaik muncul ketika diuji dan disempurnakan oleh orang-orang dengan latar belakang, pengalaman, dan cara berpikir berbeda.  

Kerja tim lintas disiplin ini mendorong budaya rasa ingin tahu di mana ide dapat ditantang dan bukan hanya diterima begitu saja. Hal tersebut mencerminkan kolaborasi erat dan cross-functional yang menjadi inti prinsip budaya kerja agile.

• Adaptasi terhadap Perubahan

OpenAI mengadopsi prinsip kelincahan dalam menghadapi perubahan. Salah satu prinsip operasionalnya yakni “Update quickly,” menekankan pentingnya siap beradaptasi. 

Mereka memulai pekerjaan dengan suatu hipotesis dan bersedia mengubah pendekatan seiring diterimanya informasi baru. Dengan kesadaran bahwa fleksibilitas adalah kunci kemajuan. 

Sikap adaptif ini sejalan dengan prinsip agile yang menekankan respons cepat terhadap perubahan daripada terpaku pada rencana awal.

• Iterasi Cepat

Budaya OpenAI mendorong iterasi dan perbaikan kontinu. Nilai “act with humility” (bertindak dengan kerendahan hati) dikaitkan langsung dengan pendekatan iteratif.

Kerendahan hati membuat mereka sadar batas pengetahuan dan tetap terbuka pada ide atau perspektif baru serta kemungkinan melakukan kesalahan. 

Mentalitas ini mendorong pendekatan iteratif dalam penerapan (deployment). Artinya mereka mengembangkan produk/riset melalui siklus cepat sambil terus belajar. 

Pendekatan iteratif memastikan bahwa setiap peningkatan segera diujicoba dan disempurnakan, sesuai dengan prinsip agile untuk melakukan rapid iteration.

• Pemberdayaan Individu dan Tim

OpenAI memberikan kepercayaan dan otonomi tinggi kepada karyawan, selaras dengan prinsip agile yang memberdayakan individu dalam tim. 

Prinsip “find a way” menunjukkan bahwa setiap orang diberi kebebasan mencari solusi terbaik. 

Perusahaan memberikan kuasa kepada individu dan tim untuk menemukan pendekatan yang berhasil, di mana ide dapat datang dari mana saja, tanpa memandang jabatan atau masa kerja. 

Hal ini berarti setiap anggota tim didorong proaktif berinisiatif dan berinovasi. Budaya semacam ini memastikan tim self-organizing, dengan anggota yang merasa dimiliki dan termotivasi.

• Umpan Balik Berkelanjutan 

OpenAI menekankan pentingnya umpan balik dan pembelajaran kontinu. Pendekatan mereka terhadap pengembangan sangat iteratif dengan pengintegrasian umpan balik ke dalam penelitian sebagai bagian dari siklus kerja​. 

Artinya, setiap hasil atau rilis dievaluasi dan ditingkatkan berdasarkan masukan, baik internal maupun eksternal. 

Selain itu, budaya internalnya mendorong keterbukaan terhadap kritik dan saran. Budaya tersebut mendorong karyawan untuk mencari kebenaran, mempertanyakan asumsi, dan tetap terbuka pada sudut pandang baru. 

Siklus umpan balik yang kontinu ini membantu tim berevolusi dan meningkatkan proses maupun produk secara berkelanjutan, sesuai prinsip agile.

Bangun Agile Culture dengan Pemahaman yang Sama 

Dari ketiga contoh penerapan budaya kerja agile, bisa dilihat bahwa mereka menerapkan nilai-nilai dan prinsip agile dalam keseharian praktik kerja di perusahaan. 

Namun, perubahan budaya kerja konvensional ke agile culture ini butuh usaha yang holistik, perlu pemahaman tentang budaya kerja agile. 

Untuk menyamakan pemahaman tentang nilai-nilai, prinsip, dan budaya kerja agile, Anda bisa mengikutkan tim Anda pada pelatihan tentang Agile Scrum dari prasmul-eli. 

Pelatihan Agile Scrum ini akan membantu tim Anda mendapatkan pemahaman sama tentang praktik agile dalam organisasi sehingga perlahan bisa membangun budaya kerja agile. 

The era of disruption encourages companies to produce adaptive leaders. Adaptive leaders are leaders who continue to learn. For this reason, leadership training is important. This time we will explain the goals and benefits of leadership training for companies.

According to a survey conducted by McKinsey Quartely, 90% of survey respondents stated that capability building is one of the top priorities for their organization.

This means that many companies realize that in order to remain competitive and grow, they need employees who have high skills and relevance to changing business needs.

In the context of leadership, companies also need employees who have adaptive, solution-oriented, and transformative leadership skills. For this reason, companies do not hesitate to spend a budget to hold leadership training.

The Purpose of Leadership Training in Times of Economic Uncertainty

In times of economic uncertainty, holding training for employees is a challenge in itself. The challenge is whether the return on investment (ROI) of the training that has been held is visible.

ROI is the main factor that is taken into account because companies cannot freely spend their budgets in times of economic turmoil.

Still from McKinsey Quartely, only a quarter of respondents who took the survey felt that the training program they were running was effective in improving performance measurably. In fact, only 8 percent monitored the return on investment (ROI) of the training program.

However, companies need to realize that the success of the company is highly dependent on the team's ability to move quickly, adapt, and make the right decisions in challenging situations.

If the company still lacks people with the right leadership skills, then leadership training is needed.

The purpose of this leadership training will help equip employees with the ability to adapt, make faster and more precise decisions, and the ability to better manage teams in changing situations.

Benefits of Leadership Training in Times of Crisis for Business

If the company has decided to include its employees in leadership training from vendors, then these are the benefits of leadership training that can be expected.

Improving Adaptability

Leadership training helps employees to be more flexible and adapt quickly to changes that occur, be it internal changes within the organization or external changes influenced by the market and economy.

Improved adaptability enables teams to act quickly and appropriately in the face of uncertain situations, speeding up decision-making and responding more efficiently to business dynamics.

Improved Decision-Making Skills

In times of uncertainty, the ability to make quick and appropriate decisions becomes critical.

Leadership training provides the tools and techniques needed to help employees manage limited information and make informed and strategic decisions. This helps teams not get bogged down in doubt, but instead move confidently towards solutions.

Manage Stress and Conflict Better

In times of uncertainty, stress and conflict often arise in organizations. Leadership training provides skills to manage personal and team stress, and to handle internal conflict constructively.

Trained leaders can mediate issues and maintain positive professional relationships, so that the team stays focused on the common goal without unnecessary distractions.

Improve Communication Skills

Effective communication is essential in leadership. Leadership training will help leaders to clearly communicate vision, goals, and expectations, as well as listen to and manage feedback from the team.

Good communication skills encourage openness and transparency within the team, creating a more collaborative and productive environment.

Building Inspirational Leadership

Inspirational leaders are able to motivate their teams to work harder, commit, and achieve common goals.

Leadership training teaches the skills to motivate others, not only with words, but also with concrete actions that reflect the company's values ​​and vision. Inspirational leadership also creates a sense of confidence in the team and increases their loyalty and engagement.

Improve Team Performance

Leadership training focuses on developing collaboration and teamwork skills. When a leader manages the team well, whether in terms of task management, motivation, or social dynamics within the team, the overall performance of the team will improve.

Effective leaders are able to maximize the strengths of each team member, empowering them to collaborate more productively and achieve higher results.

Developing Authentic Leadership Skills

Every leader has a unique leadership style. Leadership training helps participants discover and develop their authentic leadership style, aligned with their personal values ​​and company culture. Authentic leadership increases credibility and builds stronger relationships with their team and other stakeholders.

Learn From BGCA to Get the Most Out of Training

When every company spends money on leadership training, they certainly expect maximum ROI. For that, the Boys and Girls Club of America (BGCA) is a great example of how to maximize the benefits of training.

Boys & Girls Clubs of America (BGCA) faces other common organizational challenges: limited leadership skills and limited funds to address these issues. Amid planned expansion and a wave of retirements, BGCA began an initiative to improve leadership skills through measurable training.

They conducted a 360-degree assessment of each local leader to identify key factors that could improve organizational performance, such as effective board building and revenue development strategies. Using regression analysis, they focused the training on four areas that have been shown to have the greatest impact on organizational performance.

The results showed significant performance improvements in locations that received the training compared to a control group that did not receive the training.

BGCA then calculated the potential benefits that could be achieved if the entire organization implemented a similar program, projecting an increase of more than 350,000 new members and more than $100 million in additional annual revenue. BGCA also found that the program generated more than four times the return on investment, including travel and training costs.

The program was proven to not only improve leadership skills but also drive better business performance, demonstrating the value of training that is directly linked to organizational performance metrics.

Plan Leadership Training That Delivers Maximum Value for Your Company

An investment in leadership training will have the greatest impact when it is designed appropriately and aligned with business priorities.

The leadership training needs of each business will be different from one another, therefore prasmul-eli offers personalized leadership training programs according to the needs of the company. With personalized leadership training, you don't need to worry about investing in training that is not relevant to your needs. Because the prasmul-eli team will design according to your needs.

The 21st century has brought its own challenges and difficulties. To face the increasingly unpredictable challenges of the 21st century, leadership training is needed that can improve the abilities of company leaders.

Ten years ago, observations from McKinsey stated that a leader only focused on four or five critical issues at a time. Today, critical issues can come twice as much or more at one time.

These critical issues are challenges that come unexpectedly. These challenges include COVID-19, technological disruptions such as generative AI, energy transitions, unstable geopolitical conditions, and other challenges that require a leadership role from a leader to navigate the direction of their company.

The challenges that exist require leaders to be true learners. Leaders can take leadership training from trusted institutions such as Prasmul-Eli to answer the challenges of the 21st century.

Here are seven recommendations for the best leadership training that can make you a leader who remains relevant to the 21st century.

1. Self Leadership Training

The fundamental skill of being a leader is to manage yourself first before leading others. That's why Self Leadership training exists. Self Leadership Training is designed to help participants understand the importance of self-leadership in facing leadership challenges in the workplace.

This program teaches managers to have better self-control, efficient time management, and wiser decision-making.

By taking this training, participants can increase their self-awareness and better understand their personal potentials and weaknesses. They will also learn self-management techniques that can help achieve a balance between personal and professional life, which is very important in maintaining productivity and well-being.

This program also provides strategies to increase focus, self-discipline, and motivation to face various leadership challenges in the world of work. Another important thing is that participants will be trained to make more efficient and effective decisions, using a practical and applicable approach in every situation.

2. Team Leadership Training

When the fundamental skills have been mastered, the next leadership ability is leading a team. Therefore, Team Leadership training is designed to develop diverse and dynamic team leadership skills.

In modern organizations, leadership that can inspire and direct the team towards a common goal is a primary need, especially with the complexity and variation that exists in each team. This program is designed to equip managers with the skills to build strong relationships with team members and lead them towards achieving greater goals.

Participants in this training will understand effective leadership techniques for teams with diverse backgrounds and skills. In addition, they will learn how to develop better communication within the team, create a supportive environment and enrich collaboration between members.

The program also provides insight into managing team dynamics constructively and how to reduce potential conflicts that can damage performance. During the training, participants will have the opportunity to practice collaboration and see firsthand how to achieve team goals collectively.

3. First Line Leadership Training

First Line Leadership is a program specifically designed for leaders who are just starting their leadership careers, especially those in first-time managers or supervisors.

This training provides the basic skills needed to manage teams effectively, communicate clearly, and make informed decisions at the operational level.

Participants will be equipped with the basic skills to lead a first-time team effectively and efficiently, which is a major challenge for new managers. They will also learn to manage differences within the team, as well as increase team member motivation so that they can work with high enthusiasm and focus on common goals.

This training also provides insight into how to build strong relationships with the team, as well as effective communication techniques to ensure all team members feel valued and understood. At the end of the program, participants will be better prepared to manage daily tasks and prioritize what is most crucial to the team's success.

4. Transformational Leadership Training

Transformational Leadership is a program designed for leaders who want to lead major changes in their organizations.

Transformational leadership helps participants to inspire and motivate teams with a clear vision, and the ability to lead organizations through significant change. This program is perfect for those who want to change the direction of their organization and create a greater impact.

Participants in this training will learn techniques to inspire and motivate teams in the face of major changes. They will improve their ability to become visionary leaders, with the skills to empower others to fully contribute to the change.

In this program, participants will be equipped with best practices, not just theories, about the world of leadership. Not stopping at best practices, there are case study dissections, interactive discussions so that participants can better understand the essence of this training.

5. Unlock Your Leadership Potential Training

Unlock Your Leadership Potential is a program that helps participants to have two perspectives, both about leadership itself and followership. Before becoming a good leader, a leader needs to learn how to be a follower who follows the direction of a leader to achieve common goals.

Why is learning about followership important? Because a good leader needs good followers. By learning followership, we will learn how to make other people we lead want to follow the goals we have set.

Participants will also learn how to provide the support needed by superiors in achieving their goals. This followership will reduce the failure rate of a team in achieving its goals.

6. Neuro Leadership Training

Neuro Leadership is a training that combines leadership principles with neuroscience that focuses on how the brain works. This program equips managers with an understanding of how the human brain works in the context of leadership, so that they can lead more effectively and understand team behavior better.

7. C-Level Leadership Training

C-Level Leadership is a program aimed at senior leaders, especially those at the executive or top-level manager level. This training provides the leadership skills needed to manage major changes in an organization and make strategic decisions that have a broad impact.

Participants in this training will learn more about their strategic role in building and maintaining good corporate governance, as well as an understanding of whistleblowing and money laundering.

Participants are also introduced to the legal perspective in managing a company that is legally correct. This is important to maintain the integrity of the organization and ensure compliance with applicable regulations.

Another important thing is that participants will learn how to assess the company's financial performance, as well as understand the financial issues faced by senior management such as taxes, transfer pricing, and dividends.

This training will also discuss strategic foresight to help executive leaders plan the future of the organization, as well as handle organizational issues related to management structure and control.

Finally, participants will also learn skills to manage stakeholder engagement and improve leadership skills, including in conflict management and effective communication. Overall, this program aims to equip participants with skills that can be directly applied in decision making and organizational management, increasing managerial effectiveness in facing modern business challenges.

Are You Ready to Invest Time to Improve Your Leadership?

Each training program at prasmul-eli offers a practical and applicable approach that provides participants with skills that can be directly applied in their work world.

These trainings are designed to address the leadership challenges faced by modern leaders in various sectors, and to prepare them to face greater challenges in the future.

You can enroll in this leadership training according to your needs. In fact, you can request personalized leadership training that suits your current needs.

Improve your leadership skills to stay relevant in facing the challenges of the 21st Century.

As many as 80 percent of global executives believe that making project management a core competency can help companies stay competitive during a recession, as reported by the Economist Intelligence Unit. From this fact, project management training is now increasingly in demand by companies.

Project management competency is increasingly needed, especially when businesses face a crisis or recession. Businesses that have implemented project management well can reduce business risks and spending money on unsuccessful projects.

A survey conducted by McKinsey stated that almost 60% of senior executives said that building strong project management discipline will be the top three priorities for companies in the future. The survey further strengthens the importance of project management competency.

The question is, has your business built a strong project management foundation? How to build a project management foundation starts with having the same understanding of project management. That's why project management training can help you build a strong project management foundation.

What is Project Management Training?

In times of crisis, unpredictable, trade tariff wars everywhere, businesses must adapt. Project management helps businesses to consistently generate impact for the business.

Businesses that have strong project management can determine in the future whether the business will have returning clients or whether the products made are liked by the market.

Short and long-term projects are also carried out continuously. Managers will be involved in the project, not limited to a particular division. Marketing managers will have their own marketing projects, financial managers also have projects that must be completed.

The main challenge of this project is how to balance the resources that have been spent with the time, cost, and desired results.

Project management training is able to answer this challenge. Project management training equips training participants with an initial foundation of project management to how to implement it according to the typical business they are handling.

This project management training aims to equip both operational and non-operational managers with project management knowledge and apply it to the project at hand. So that these managers can achieve their project goals efficiently.

5 Urgencies of Project Management for Business

Every employee, whether at manager level or not yet at manager level, needs to be included in project management training. The goal is that when implementing the project later, the project can run smoothly.

What will businesses get when they can implement project management? Here are five urgencies of project management based on the Project Management Institute (PMI) report in 2010 regarding the value of project management.

1. Increasing Competitiveness During Crisis

In unstable economic conditions such as recessions, trade tariff wars, many companies experience great pressure in maintaining operations and profitability. In situations like this, project management plays an important role as a control system that helps companies stay focused on strategic priorities and efficient use of resources.

With a structured project management approach, companies can respond quickly to changes, re-prioritize, and avoid irrelevant or wasteful projects.

This approach allows companies to not only survive but also seize new opportunities when other competitors struggle to adapt. Therefore, project management is not just a technical tool, but an adaptive mechanism that maintains competitiveness amidst uncertainty.

2. Reduce Risk, Cost, and Project Failure

Good project management provides a framework for systematically identifying and managing risks from the start of a project. Through careful planning, quality control, and continuous monitoring, companies can avoid cost overruns and implementation failures.

Companies that implement disciplined project management practices are able to cut costs, reduce risks, and increase project success rates.

For example, Intel managed to reduce the average project duration from 88 weeks to much shorter by implementing strict project management standards. This proves that project risks can not only be reduced but also converted into efficiency opportunities.

Failed projects not only waste money but also undermine stakeholder trust. Project management prevents this by providing clarity of purpose, measurable processes, and control over each stage of implementation.

3. Supporting Strategic Decisions

Project management does not work alone, but rather serves as a link between organizational strategy and execution in the field. With a system such as a Project Management Office (PMO), companies have the tools to evaluate the suitability of each project to the company's strategic goals. The PMO plays a critical role in helping top management identify projects that truly provide strategic added value.

For example, DirecTV uses a PMO to evaluate the strategic impact of each project before it is implemented. In one case, the team managed to save significant call center time with an IT project designed based on customer behavior analysis.

This achievement not only demonstrated operational efficiency but also strengthened the company's positioning in the eyes of customers. None of this would have been possible without a project management system integrated with the strategic decision-making process.

4. Provides Competitive Advantage

In a highly competitive industry, the ability to deliver projects on time and on budget can be a key differentiator between market leaders and laggards.

According to a 2009 Economist Intelligence Unit report, 90 percent of global senior executives acknowledged that project management methods are critical to ensuring project success while maintaining a company's competitive advantage.

Consistent application of project management enables companies to be more responsive to market needs and customer demands. When a project is successfully launched, whether it is a new product development, digital transformation, or market expansion, companies benefit in the form of reputation, customer loyalty, and new business opportunities.

Therefore, project management not only impacts the project results alone, but also contributes directly to long-term business performance.

5. Increase Transparency and Accountability

One of the main strengths of the project management approach is its ability to provide transparency in project implementation. Through the use of tools such as dashboards, milestone tracking, and periodic reviews, all stakeholders can see the progress of the project in real time. This creates an accountable work environment, where each team member is responsible for their respective targets and deliverables.

This transparency also helps upper management make quick and accurate decisions based on actual data, not assumptions. For example, in the case of DirecTV, all project data can be accessed by leaders through the PMO platform, so they can adjust strategies and resource allocations quickly when needed.

With a good monitoring system, organizations not only speed up response times but also reduce the risk of misdirected strategies due to lack of information.

It's Time to Improve Your Business Project Management Competence

You already understand the five urgencies of project management for your business. Has project management become the top three priorities in your business? If you have, but the implementation is still lacking, you can take The Real Project Management training from prasmul-eli to improve your project management competency.

This training is ideal for managers and supervisors who are appointed to manage projects, both in operational and non-operational areas. By taking this program, you will gain the skills needed to run projects more efficiently and effectively, and be able to face challenges that arise during the project cycle.

This is the time for you to improve your business project management competency and excel in your industry.