process improvement 的問題，透過圖書和論文來找解法和答案更準確安心。 我們找到下列懶人包和總整理

Hbr’’s 10 Must Reads 2023: The Definitive Management Ideas of the Year from Harvard Business Review

為了解決process improvement 的問題，作者Review, Harvard Business 這樣論述：

A year’s worth of management wisdom, all in one place.We’ve reviewed the ideas, insights, and best practices from the past year of Harvard Business Review to keep you up to date on the most cutting-edge, influential thinking driving business today. With authors from Francesca Gino to Adam Grant a

nd company examples from Pfizer to Microsoft, this volume brings the most current and important management conversations right to your fingertips.This book will inspire you to: Adopt the best practices for creating a truly flexible workplaceRefocus your strategy to prioritize the few initiatives wit

h the greatest potential impactNavigate the challenges of role transitions--and learn how those in changing roles can get up to speed fasterImplement diversity training that will help employees overcome bias and commit to improvementOvercome roadblocks during the innovation process so rapid experime

ntation will pay offLead with a commitment to sustainabilityThis collection of articles includes ＂The Future of Flexibility at Work,＂ by Ellen Ernst Kossek, Patricia Gettings, and Kaumudi Misra; ＂Eliminate Strategic Overload,＂ by Felix Oberholzer-Gee; ＂Drive Innovation with Better Decision-Making,＂

by Linda A. Hill, Emily Tedards, and Taran Swan; ＂Unconscious Bias Training that Works,＂ by Francesca Gino and Katherine Coffman; ＂Why You Aren’t Getting More from Your Marketing AI,＂ by Eva Ascarza, Michael Ross, and Bruce G.S. Hardie; ＂Net Promoter 3.0,＂ by Fred Reichheld, Darci Darnell, and Maure

en Burns; ＂How Chinese Retailers are Reinventing the Customer Journey,＂ by Mark J. Greeven, Katherine Xin, and George S. Yip; ＂The Circular Business Model,＂ by Atalay Atasu, Céline Dumas, and Luk N. Van Wassenhove; ＂How to Succeed Quickly in a New Role,＂ by Rob Cross, Greg Pryor, and David Sylvester

; ＂Accounting for Climate Change,＂ by Robert S. Kaplan and Karthik Ramanna; and ＂Persuading the Unpersuadable,＂ by Adam Grant.

process improvement 進入發燒排行的影片

公務機關資訊安全風險因素之研究

為了解決process improvement 的問題，作者顏懋仁 這樣論述：

層出不窮的資安事件成為組織當前面臨的重大挑戰，資訊安全大致分成技術與管理兩個層面，在技術面上，組織會建構資安設備來達成資訊安全防護；在管理面上，則是導入國際標準ISO 27001進行制度管控，達到降低風險的目標。資訊安全管理系統(Information Security Management System, ISMS)是透過對資訊資產分析、評估、管理的方式，藉由控制措施的施行，以及持續稽核改善的過程，把資訊風險降至可接受的範圍內，其中風險評鑑是非常關鍵的活動，風險評估通常是以資產價值與可能發生威脅的機率及衝擊影響計算風險值，透過風險評鑑，才能準確評估組織當前面臨的資訊安全風險，再進行風險處理

，就可以有效強化資訊安全。但是因為不是所有組織都有足夠的資源導入ISMS；因此，可能發生無法利用有限的資源，進行最急迫的風險處理。本研究使用資訊安全風險評鑑中常見的威脅/脆弱性，歸納為5大構面及24個脆弱性項目，以專家問卷方式利用層級分析法(Analytic Hierarchy Process, AHP)，分析評定風險指數的高低，呈現可能面臨各種風險的權重比較，做為未導入資訊安全管理系統的組織，進行風險處理的參考。

Transform Behaviors, Transform Results!: Identifying and Using Key Behavioral Indicators to Drive Sustainable Change and Improve

為了解決process improvement 的問題，作者 這樣論述：

When trying to embed changes or new mindsets and behaviors, organizations tend to focus on following a particular methodology rather than clearly defining the underlying behaviors that will deliver the sustainable behavioral change and align the thought processes that drive the behaviors-whether

their intent is to continuously improve safety or overall risk management or achieve a sustainable growth and improvement trajectory.The key role of leadership teams is not to deliver results. It is to inspire and own the organizational culture that delivers the expected results. If culture is owned

by HR, it is doomed to be another thing leaders have to do on top of their day job. Business leadership teams must oversee defining and managing organizational culture and have HR coach the capability of leaders to cast the right leadership shadow by role modeling the right behaviors, rewarding the

right behaviors in their teams, and providing clarity on expectations around behaviors for all leaders and employees.The most challenging part of any performance-improvement implementation is the identification of key behavioral indicators (KBIs). The purpose of this book is to assist with that cha

llenge and make ＂behaviors＂ easier to understand and identify.The book defines and describes the importance of focusing on the behaviors necessary for sustainable change rather than focusing on the tools and methodology behind change management. It discusses multiple lenses of change including Lean,

Six Sigma, Agile, Risk, and Customer Experience and also addresses the weaknesses of complying solely with the methodology and tools. It proposes a behavioral framework to suit each particular lens.This book begins with reasons most continuous improvement programs fail to deliver the expected resul

ts. More importantly, it discusses embedding the newly described mindsets and capabilities into the business. The book concludes by providing leaders a roadmap and a coaching framework for how to align and embed their new behavioral framework at all levels, starting from the front-line worker up to

the CEO.Essentially, this book leads the reader through the process of understanding the concept of defining behaviors and the difference between them and tools/methodology. It introduces KBIs for leaders to define and drive the desired behaviors at all levels. This will increase the probability of

sustainability for the improvement initiative by focusing on and maturing the behaviors these initiatives are trying to drive.

探討數位科技導入餐飲服務業對於消費者服務體驗之影響

為了解決process improvement 的問題，作者張雅涵 這樣論述：

數位革命成為一股強大的變革力量，然而大多數的研究討論上亦聚焦於導入數位科技對廠商之優勢和效益，卻少以從消費者視角深入地探討心理感受。因此，本研究首先透過文獻綜整分析針對餐飲業將不同數位科技進行分類，並整理說明這些不同類型數位科技之特性，進而運用消費者深度訪談分析這些科技運用對於消費者接觸時所產生之感受和體驗，欲歸納出消費者在面對各類型餐飲數位科技服務的不同服務情境所產生的可能正反面感受。研究結果發現在服務前、中，主要優點是省時、便利、舒適自在。在服務後，其主要優點有輕便方便、舒適自在、自主性。再者，個人的心理也產生截然不同的缺點，在服務前，主要缺點分別為:系統介面未優化、缺乏溫度真實感、服務

介面制式化、疏遠性。而在服務中的有:缺乏溫度真實感、使用介面不流暢、功能單一化。至於在服務後，強迫不適感、時差性、資料安全疑慮盜刷風險上述三個為主要缺點。最後，本研究貢獻方面，在實務管理意涵上，期望透過這些結果能供業者在導入數位科技於服務流程中之商業價值，以提供餐飲業者在擬定服務創新策略時之參考。