Senior ERP D365 Business Analyst & Configuration Management Manager

I am an experienced Acumen with specialized experience in Configuration Management and training in Kaizen and Lean manufacturing principals and leading and  participating in process improvement initiatives. Implementation of Industry  recognized PLM and ERP systems.  As a Certified Configuration Management Manager, Project Management Specialist, and Certified Human Resources Specialist,  SHRM-HR, I have been involved in the improvement and implementation of enterprise processes and solutions.  I provide comprehensive system-level configuration management development and experience which  identify, document, and enhance the program-wide processes and written  documentation for all items under configuration control (architecture, COTS, GOTS, FOSS, developed code, etc.). I analyze current system structures and organizational needs and identify the most appropriate and beneficial way to manage each component (shared network drive, existing tool, Etc.). 

I manage  the system-level documentation in such a way that is readily available to the deployment and integration teams, easily understood, and maintained at the appropriate level.  As your configuration management manager, I have the ability and authority to ensure daily end-to-end delivery of Configuration Management services in accordance with our Configuration Management Plan. 

As the CM process owner with the ability and authority to ensure the process is rolled out and used by all departments within the enterprise, I am responsible for facilitating the development, management processes, change management and procedures for the Configuration Management of Engineering departments, IT Systems, Facilities, Procurement,  Manufacturing, Software, Hardware, Firmware, BOMs, etc.  As an experienced CM Analyst, I will perform the day-today delivery of Configuration Management services to the   organization with minimal direction focusing work on prioritized tasks.  Configuration is a set of inter-related   processes, management techniques and CM supporting tools. It is my job to ensure all information necessary to define and manage our configurations and data are kept current and accurate,  structured for user’s needs and readily available to all who need to know and experience which will identify, document, and enhance the program-wide processes and written   documentation for all items under configuration control (architecture, COTS,   GOTS, FOSS, developed code, etc.).

I analyze current system structures and  organizational needs and identify the most appropriate and beneficial way to manage each component (shared network drive, existing tool, Etc.). I manage the system-level documentation in such a way that is readily available to the deployment and integration teams, easily understood, and maintained at the appropriate level. As your   configuration management manager, I have the ability and authority to ensure  daily end-to-end delivery of Configuration Management services in accordance  with our Configuration Management Plan. 

As the CM process owner with the ability and authority to ensure the process is rolled out and used by all departments within the enterprise, I am responsible for facilitating the development, management processes, change management and procedures for the Configuration Management of Engineering departments, IT Systems, Facilities, Procurement,  Manufacturing, Software, Hardware, Firmware, BOMs, etc. As an experienced CM Analyst, I will perform the day-today delivery of Configuration Management services to the organization with minimal direction focusing work on prioritized tasks.  Configuration is a set of inter-related   processes, management techniques and CM supporting tools. It is my job to ensure all information necessary to define and manage our configurations and data are kept current and accurate, structured for user’s needs and readily available to all who need to know.

Business Acumen and what it means for you

Business acumen is keenness and quickness in understanding and dealing with a "business situation" in a manner that is likely to lead to a good outcome. Additionally, business acumen has emerged as a vehicle for improving financial performance and leadership development. Consequently, several different types of strategies have developed around improving business acumen.

Business acumen (also known as a business savvy and business sense) is an ability that allows you to understand and cope with different business situations.  We have to make clear that business acumen is not a single skill, but a wide complex of competencies, knowledge, and awareness of multiple aspects of a business.

Some of my main characteristics of competencies that strong business acumen have are:

• A very good understanding of the extent and importance of business issues.
• Scrum Master
• Strong management mindset.
• Financial acumen, awareness, and knowledge.
• Decisive and self-confident.
• Flexible and adaptive to further changes in the future.
• Understanding the business operations within the organization and the industry competitive environment.
• The quality of insight – being able to visualize what should be done to achieve particular goals and successful future.
• Monitor, Analyze, Change (When Necessary), Validate the functionality of the end product according to the requirement specifications.
• Always keep in mind consequences of a choice for all the affected parties.
• Focus on the key objectives.

To summarize it in one sentence, a person with strong business acumen skills can “see the whole picture.” If you have business acumen competency, it means you understand how the business works!

Acumen and business awareness are housed in your own mind.

Human resource management is focused on a number of major areas, including:

• Recruiting and staffing
• Compensation and benefits
• Training and learning
• Labor and employee relations
• Organization development

Due to the many areas of human resource management, it is typical for professionals in this field to possess specific expertise in one or more areas. Just a few of the related career titles I possess as an HR professional:

• Training development specialist
• HR manager
• Benefits specialist
• Human resource generalist
• Employment services manager
• Compensation and job analysis specialist
• Training and development manager
• Recruiter
• Benefits counselor
• Personnel analyst

Human resource management involves developing and administering programs that are designed to increase the effectiveness of an organization or business. It includes the entire spectrum of creating, managing, and cultivating the employer-employee relationship.

For most organizations, agencies, and businesses, the human resources department is responsible for:

• Managing job recruitment, selection, and promotion
• Developing and overseeing employee benefits and wellness programs
• Developing, promoting, and enforcing personnel policies
• Promoting employee career development and job training
• Providing orientation programs for new hires
• Providing guidance regarding disciplinary actions
• Serving as a primary contact for work-site injuries or accidents

Human resource management is about:

Addressing current employee concerns: Unlike company managers who oversee the day-to-day work of employees, HR departments deal with employee concerns such as benefits, pay, employee investments, pension plans, and training. Their work may also include settling conflicts between employees or between employees and their managers.

Acquiring new employees: The human resource management team recruits potential employees, oversees the hiring process (background checks, drug testing, etc.), and provides new employee orientation.

Managing the employee separation process: The HR management team must complete a specific set of tasks if an employee quits, is fired, or is laid off. Paperwork must be completed to ensure that the process was completed legally. Severance pay may be offered or negotiated, benefits must be settled, and access to company resources must be severed via the collection of keys, badges, computers, or sensitive materials from the employee. I am exceptionally experienced in all HR processes.

Improving morale: Effective HR teams encourage company employees to do their best, which contributes to the overall success of the company. Their work often involves rewarding employees for good performance and creating a positive work environment. I believe a positive attitude goes a long way and is hard to fight.

Today’s HR management team must focus their efforts on five, critical areas:

Define and align organizational purpose: A company’s employees must be able to clearly articulate why the company exists in order to achieve a purpose-driven, sustainable, high-performing organization. Employees must also understand how their efforts connect, or align, with the organization’s purpose.

Recruit the best talent by creating, marketing, and selling an Employee Value Proposition (EVP): False marketing and misconceptions about an organization are some of the main reasons why the employer-employee relationship fails. Therefore, companies must create, market, and sell an EVP that is true and accurate as to not mislead potential employees. Truth, Trust and Traceability arehuge when hiring the right people.

Focus on employee strengths: Companies must make every effort to understand what candidates and employees do best and put them into roles where they can play to their strengths as much as possible. However, now more and more employees want to learn more on the job and move up within their company.  Therefore, it is og great value to offer training to current employees wishing to move up and mentor employees when possible.

.Create organizational alignment: Achievements must align with the organization’s objectives so as to build a successful and sustainable organization.

Accurately measure the same things: All internal departments and employees must be measuring the same things as to achieve a definitive organizational result and to ensure that everyone knows exactly where the organization is at all times.

It’s not just about knowing your "Human" product, services or business fields.

You have to know about financial metrics (and how to speak the language of finance "Human Capital"), doing thoughtful analysis, effective verbal and non-verbal communication, have deep insight into the marketplace and so many other issues related to the broader needs of the business of Human Relations Management..

With Configuration Management and ERP - Enterprise Resource Platforms and Strong Business Analysis you are able to continuously monitor and record configuration changes of your Organizational resources. Configuration management  also enables you to inventory your business resources, the configurations of your resources, as well as software configurations within change instances at any point in time. Once change from a previous state is detected, a Simple Notification Service (SNS) notification can be delivered by your ERP for you to review and take action.

ERP and Configuration Management allows you to continuously audit and assess the overall compliance of your resource configurations with your organization’s policies and guidelines..  Configuration  Management provides you with the ability to define rules for provisioning and configuring organization resources. These rules can be provisioned independently or packaged together with compliance remediation actions inside a pack (known as a conformance pack) that can be deployed across your entire organization with a single click. Resource configurations or configuration changes that deviate from your rules automatically trigger Simple Notification Service (SNS) notifications and  CloudWatch events so that you can be alerted on a continuous basis. You can also take advantage of the visual dashboard to check your overall compliance status and quickly spot non-compliant resources.

With your ERP D365 or AWS, etc platform and Configuration Management you are able to track the relationships among resources and review resource dependencies prior to making changes. Once a change occurs, you are able to quickly review the history of the resource's configuration and determine what the resource’s configuration looked like at any point in the past. Configuration Management provides you with information to assess how a change to a resource configuration would affect your other resources, which minimizes the impact of change-related incidents.

With a strong ERP Platform and Configuration Management you can capture a comprehensive history of your resources, introduce configuration changes to simplify troubleshooting of your operational issues. Configuration  helps you identify the root cause of operational issues through its integration with Cloud Trail, a service that records events related to API calls for your account. Configuration Management  leverages information records to correlate configuration changes to particular events in your account. You can obtain the details of the event API call that invoked the change (e.g., who made the request, at what time, and from which IP address) from the Cloud Trail logs.

With multi-account, multi-region data aggregation in certain  Configuration Management Platforms,  you can view compliance status across your enterprise and identify non-compliant accounts. You can dive deeper to view status for a specific region or a specific account across regions. You can view this data from the Configuration console in a central account, removing the need to retrieve this information individually from each account, and each region.  I can set your entire organization up for  success!

ERP D365 along with strong Configuration Management is designed to help you assess compliance with your internal policies and regulatory standards by providing you visibility into the configuration of your Project  Management resources as well as third-party resources, and evaluating resource configuration changes against your desired configurations on a continuous basis.

Financial analysis is easily entered and tracked when using an ERP platform such as Dynamics 365.

Configuration  Management will discover resources that exist in your organization and your ERP will record their current configuration, and capture any changes to these configurations. Configuration  Management  /  ERP programs will also retain configuration details for resources that have been deleted. A comprehensive snapshot of all resources and their configuration attributes provides a complete inventory of resources in your account.

Don’t lose your Intellectual Property  -  I can help you retain your Intellectual Property and take advantage of it when the time is right.  Think  of  “Scotchguard  and  Silly  Putty”!  Those were  just given away and someone made millions from the  giveaway  of intellectual property.