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Essay / Research Paper Abstract
This 3 page paper looks at the way a strategy may be out into place to improve technology management in a department were skills are falling behind. The problem, assessment of issues, resolution and implementing are all discussed. The bibliography cites 3 sources.
Page Count:
3 pages (~225 words per page)
File: TS14_TEtechmang.doc
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Unformatted sample text from the term paper:
has 1,000 employees and generates numerous reports technology can be of great benefit. However, technology has been changing and evolving, employees skills do not automatically evolve at the same rate
unless there are training and development policies in place to target this issue. Technology may be used in many areas, for example, to gather and analyse data, to produce
reports and as part of communication strategies. Inefficiencies where technology management is weak may result in the programs and systems failing to be used in the correct manner. This can
result in inaccurate data, late reports and inefficient communications where technology is bypassed. For example, if there is a return to traditional communications due to a lack of trust in
the systems IT or a failure to fully utilise technology, this may see the use as telephone calls, letters and faxes instead of emails. In turn this may increase the
paperwork burden and create a greater fragmentation of data. This can have a knock on effect, not only in terms of time management, but also in the way that data
is available, correlated and used (Burgelman et al. 2008). The result is time wasted, the delivery of late possibly poor quality reports and decisions made without all the available or
accurate data. Where improvement is needed in technology management the approach needs to look at the skills of the individuals as well as the way that knowledge is
managed at a departmental level. These should be seen as an interdependent strategy but will be looked at individually. The starting point is to perform a gap analysis. This
is where management assess the current position and the desired position in order to determine the gap between the two. This may be performed at organizational level, or where there
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