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To cite this Article Guha, Subashish , Kettinger, William J. and Teng, James T. C.(1993) 'BUSINESS PROCESS
REENGINEERING', Information Systems Management, 10: 3, 13 — 22
To link to this Article: DOI: 10.1080/10580539308906939
URL: http://dx.doi.org/10.1080/10580539308906939
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CI-IANGE MANAGEMENT
BUSINESS
PROCESS
REENGINEERING
Building a Comprehensive
Methodology
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ARDLY A DAY PASSES \VITIHOUT tions and to orchestrate extreme gains by slash-
some new event that challenges existing ing costs and achieving manifold improvements
paradigm. Changes are occurring on the in productivity and quality.
SUBt\SIIISI I GUI-IA political, social, and econoniic fronts as T h e results of reengineering efforts have
is o corzsulting anoiyst well as in science and technology. Megatrends surfaced among numerous organizations, in-
with N C R Corp k Co- are no longer forthcoining-they are sweeping cluding Ford Motor Co., Eastinan Kodak Co.,
upcrat~rsComputing
Systcms Ilieision and awa!, entirc institutions. Modest improvements AT&T, and Digital Equipment Corp.. wl~ich
o PhII condidute in IS arc n o longer acceptable. Astounding break- have embarked 011 campaigns to rework how
ol llw University of throughs have alrcady been accomplished ill ge- they conduct business. These companies report
South Carolina, nctic engineering. If we can geneticall) rcengi- increases in and decreases in staff
Columbia. neer biological systems, why can't we also after business reengineering. Digital Equipment
\\'I l.,lJ~\MJ. K I T - reenginccr human organizations? has successfully consolidated 5 5 accounting
'I'INGER is dirrctor.
Ilivision of Informu-
Organizational diseases such as foot drag- groups into five, eliminating 450 jobs. ClCNA
tion and T'echr~ulogy ging, buck passing, empire building, and quick RE Corp. saves $1.5 million each year in opera-
Resources, ond ossis- fixing have been with us for millennia. ,Most tions costs and has improved access to data with
font deor~.College o f people have accepted these aspects of organiza- its $3.2-million reengineering effort.
Rusirms Administro- tional bureaucratic life as ncccssary evils How- Increasingly, IS departments are being asked
lion. U~~ircrsity of
S m t h Corolinu.
ever, organizational change is taking place in the either to facilitate or to lead the organization's
form of corporate restructurings, downsizings, reengineering efforts. The use of a methodology
JAMES T . C . T E N C
is ossociotc profcsstr and process reengineering. Information technol- can better enable an organization to capitalize
o f IS o f the Uniwrsity ogy-induced reenginrering is being offered as a on reengineering. This article introduces a com-
ofSouth Carolinu. new paradigm to radically redesign organiza- prchcnske framework to help IS managers and
INFOFIMATION SYSTEMS MANAOEMENT
S U M M E R 1983
13
CHANGE MANAGEMENT
their departments accomplish significant i n - processes has been suggested as a new paradigm
p r o \ w ~ e n t sin busincss proccsscs. of organizational change necessary in maintain-
ing flexibility and competitiveness.
THE AGE OF REENGINEERING In the age of reengineering, professionals i n
thc IS field are faced with developing new design
I3usincss rccngincering seeks to redesign work
techniques to address the changing role of IS.
processes to enhance productivity and competi-
Because reengineering projects are usually de-
tivcncss. T h e d e m a ~ i dfor reengineering has
signed around business processcs that transcend
hec~ifucled h! tlic fact that much of the busi-
functional units, there is a need for greater lat-
~icss-processlogic currently in use is 40 or more
eral systems planning and interaction between
years old. l'hcsc proccsscs wcre first dcsigncd as
IS designers and users than IS has been accus-
scqucntial manual proccdurcs and stemmed
tomed toin the past. Rather than functioningas
from a strong efficiency orientation that pushed
the sole de\*elopers, IS professionals may be
for optimal proccdurcs and maximum control
asked to act as coordinators or colleagues on a
withiin d e p r t m e n t s or functions, with littlc at-
multifunctional tcam made upof operating staff
tcntion paid to organization\r,ide orcustomeref-
from many functional departments. In this sce-
fccts. As organizations grew, and more people
nario, the operating staff provides direction as to
were added and proccdurcs modificd to meet
what needs to be recngineered and IS staff mem-
immediate needs, the basic process usually con-
bers are asked t o provide direction on how to
tinued to follow the original logic.
conduct the reengineering. In other words, d o
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Initiate
Diagnose
Envision
Feedback
----------------------------------- --- _/
"
I
,
I
Monitor
-, Reconstruct
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of the new processes and in selling the project to Q Qualitv is higher because a process is not al-
employees. The proponents of a redesign project lowed to be accelerated until it produces first-
face a formidable task, however, because those rate products.
in control of a business most likely have spent o Organizational learning is enhanced because
largc parts of their lives working with thc current rapid nell' product development cycles keep
methods; it may be extremely difficult to con- the company in close touch with customers
vince them that any rethinking of internal pro- and their changing needs.
cesses is needed. The major task, then, is to pre- Q If productivity is defined as output per time
sent the potential benefits and costs to senior unit, then it also inextricably relates to cycle
management in a \vay that management will be time.
receptive and committed to the success of the
project.
Identifying Reengineering
Forexample, improvingcycle time may be an
Opportunities
important objective of the rcengineering proj-
When confronted with the large numbcr of pro-
ect. The faster information, decisions, and ma-
cesses in a typical business. the problem be-
terials can flow through a company, the faster it
comes deciding which ones should be investi-
can fill orders and adjust to ch'mging consumer
gated for redesign. A useful definition of process
tastes and competitive conditions. Implications
may help in this matter.
of decreased cycle time are that:
A process is a set of activities or logically re-
Q Costs are gencrally reduced as time is pared lated tasks that must be performed to accom-
from processes. plish a business objective. Processes to be reengi-
Q Cash is generated because Icss capital is ticd nee red should have high potential impact on thc
up in work-in-progress inventory. business. Usually, these processes have an iden-
o Customer service improves as a result of im- tifiable owner and customers and may span mul-
proved lead times. tiple internal and intcrorganizational bound-
INFORMATION SYSTEMS MANAGEMENT
SUMMER 1993
15
CHANGE MANAGEMENT
:~rics.Known dcfccts in a suspect process should tecllnologies are accelerating the pace of change
be identified and anticipated performance-iln- at corporations by establishing new organiza-
provc~nc~tt bcncltlnarks should be isolated. tional forms and performance standards. T h e
Thinking in tcrms of proccss types is helpful rccnglnccring project must identify enabling ill-
in g:~initlga 1xo;idcr understanding of what the formation technologies that provide the oppor-
giwn \ d u e chain means to the company. Spe- tunity to improve internal efficiency, satis@cus-
cific dimensions of a proccss can he categorized tomers, a n d allow organizations t o ignore
as cntitics, objects, and activities. \Vithin this geography. Technologies such as local area
scheme there arc tlirce lcvcls of proccss entities: networks (I.ANs), client-server architecturc,
I) 1r1lerorguni:oliotlol processes. T h e means by electronic data interchange (EDI), and execu-
\vItich cornpanics a l m g the same value chain tive information systems (131Ss) are allowing or-
interact. ganizations to achievc lxrformance gains.
I) l~~lerfuncfiortal processes. Those that cross
functional l~oundarieswithin one organiza- Aligning with Corporate Strategy
tion. After proccss reenginccring opportunities have
II in/erpersor~ulprocesses. 'l'liosc that occur bc- been discovered and I Tenablers identified, the
twccn pcoplc \vithin one functional group. next step is tocompare them with strategicgoals
T h e objects wit11 \r41iclt a business process to ensure that both external (eg., market) and
clc:~lsmay hc cither pltysic:ll or i~lforrnatio~~al, or intcrnal (i.c., efficiency) strategic arrangements
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they may contain eleme~ttsof both, Activities in- arc in sync with the present or potential IT com-
\ , o l \ ~ din a proccss can hc classified as opera- pctencies and the infrastructure of the organiza-
tir~n:dor managerial, and such demarcation can tion. Strategic vision to leverage structural dif-
simplify t l ~ credirection of rcsponsibility and ac- fcrcnccs or distinctive competcncics of a n
count:~l)ilityacross the entire process. Hy defin- organization with IT, relative to industn com-
ing an organization's proccsscs, the rccngineer- petitors, may be the hasis for changing an orga-
ing projcct c a t identify problems and begin to nization's competitive position. Reengineering
d c \ ~ l an hascline
~~ against which new processes efforts may differ greatly dependillg on varying
c m he co~nparccl. strategic directions-for example, low-cost
Ccrtai~lplanning tools, such as value chain competition. entry into new markets, seamless
analysis, business systcms pl:~nning,and critical buyer and scller relationships, and high-quality
production. /\ review of strategic alignment
succcss factors, maybe used in the identificntio~~
of business proccsscs. Eitltcr a comprcl~ensi\~e should idcntify needlcss reengineering efforts
or a t:~rgetctl metllod can be used t o define that either d o not have strategic significance or
proccsscs. for \vhicIt an IT base does not or cannot exist.
..
I hc c o m p r c l t c n s i \ ~approach attcmpts t o
idcntify all the processes withi11an organization INITIATING CHANGE
/'rO"".S.S
and tltcn rank t l ~ c m C . l ~ a r l c sSchwal) Corp. T h e initiation stage ensures that careful prepa-
[).P".Y is adopted this :lpproaclt a ~ l didentified 24 busi- ration is conducted in anticipation of organiza-
11c!lpJi11 irr ness proccsscs tll:~twould strcamline operations tionwide radical change. Keengincering projects
\eitlt the intcnt of a 10% annual revenue growth must be staffed by thc right team members to
~tn(ler-
i l l a 10-ycar period. /\ltl~ougllthe comprehensive sustain the effort. The project should have defi-
slrr~rdi~rg aplxoxli can provide an unparalleled opportu- nite perfortnancegoals that can later provide the
l l ~ l l ~Ill(!
rl nity to considcr thc organization as a wltole, col- mctric for judging success, a n d these goals
lccting thedata can be timc-consumingand may sltould be justified against anticipated costs. An
gilN!tl I)(/Ill(!
divcrt the team's attention from the truc goal of in-house public relations campaign can be orga-
c l r ~ill
l 111~!~lIl.~
recnginccring. T h e targeted approach defines nized to inform employees of the redesign proj-
lo //re tllusc processes known to bc most vitd to the or- cct. A mcssage from the C E O or president ad-
ganization, as determined by reengineering dressing tlic need, scope, commitment, and
colll/'fl" v:
team discussions, managerial a~orksltops,or leadership of the project should be communi-
m;tn:~gcrialintcrvicws. catcd to the employees.
company are the most likely agents of change. holder value.The four dimensions are:
~he;killsof team members &oild be broad and
I) Financial success.
should traverse functional units.
I) Customer satisfaction.
Management should first appoint a director
I) Internal processes.
of the reengineering project who is responsible
I) Organizational learning.
for the project's conduct and accountable for its
results. One of the first tasks this person must Goals must be ambitious, radical, and highly
perform is to assemble and assign sevcral task optimistic in nature. It is not unrealistic to sct
groups. One method of assembling a team is to performance goals of 50% to 60% in~provemcnt
follow the announcement of the reengineering in cost and productivity or reductions in staffing
project with a memo to managers at all levels, hy one-half. Many reengineering consultants
further describing the redesign project and the suggest that lofty goals must be t l ~ ctarget of
need for team volunteers. Candidates include recngineering efforts to create the organization-
those who are knowledgeable in functional areas al momentum necessary t o depart from the
and can dedicate significant amounts of their status quo.
time. At least one me~nbermust be knowledge-
able about the current state of IT, especially DIAGNOSING THE PROCESSES TO BE
communications networks and data bases. REENGINEERED
Some companies use multiple tcanls of vary- \Vitli the staffing issues :~ndperformance goals
ing composition and specialization for different determined, the ~nultifunctionalteam begins an
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cessing, transporting, and waiting time may all O Team-based management techniques, such as
be improved with a redesigned process and the the establishment of self-motivated teams as-
application of IT. Vast amounts of time can be signed to specific business processes on the
savcd by eliminating multiple approval lcvcls basis of unique skills individuals possess.
and noncritical control checks. by integrating O Continual organizational learning through
data processing into the work that produces the on-the-job training with emphasis on quality.
information, and by eliminating wait buffers and time, and output.
mtegrating multiple tasks. 0 Performance evaluation based on team pro-
An important redesign possibility involves ductivity and measured by group effectivencss.
the substitution of sequential activities for si- 0 l n c e n t i \ ~ sand reward structures based on
multaneous oncs. This reduces the waiting time group performance and an individual's con-
involved in processes and can be achieved by ap- tribution to the team.
plying online data bases and information net- C) Modification of management structures that
works across the process so that concurrent in- require managers t o he leaders as well as
formation access occurs at every node. equals to team members.
Separate tasks within processes should be in- 0 Continuous reengineering project con~muni-
tegrated as much as possible into one job de- cation to all employees who provide feedback
scription to keep important information from on progress.
being lost as responsibility transfers across in-
terorganizational boundaries. In redesign, ap- Prototyping
propriatc information, including immediate Prototyping has been widely used in traditional
fecdback on performance, should be provided to systems development because it creates rapid
line workers directly so that problems can be re- feedback that helps determine systems require-
solved immediately Through use of I T plat- ments. Prototyping techniques are extremely
forms that support cnterprisewise information useful for reengineering projects because they
access, individual jobs can be designed to con- can be used to demonstrate proposed redesigns
duct parallel tasks and to allow workers to make that would otherwise be difficult for people to
morc informed decisions. comprehend. CASE tools have the capability to
develop rapid prototypes.
Designing the Human Resources Prototypes should be reviewed and evaluated
Architecture by the reengineering team; they provide man-
Reengineering a company is not limited to just agement with a vehicle to make judgments to-
its processes; the organizational structure of a ward a final process design choice. The US De-
business should be considered fair game during fense Department adopted a comprehensive
reengineering. Indeed, the subunit divisions of business process reengineering plan that made
an organizatio~ishould support the processes extensive use of rapid prototyping. T h e result: a
INFORMATION SYSTEMS MANAGEMENT
SUMMER 1993
C H A N G E MANAGEMENT
reconfiguratio~~
of cxisting methods and a re- Installing IT
duction of commandwide systems from 80 A major effort that is undertaken in the recon-
to 43. struct stagc is the deployment of new systems to
support new processes. In the extreme case, the
Selecting an IT Platform existing systems and technology are replaced en-
111tegratio11,cooperation, ease of migration, tirely with new hardware platforms and appliea-
adaptability t o new technologies, and enter- tion programs. For example, several companies
prisewide information access and sharing are have downsized their mainframe-based infor-
among the factors that influence the selection of mation systems with more flexible and eost-
an IT platform to support the redesigned pro- cffective LANs and client-server architectures.
cess. T h e I Tbase must be able to support com- T h c second option is software reengineering,
munication between corporatc systems and de- which is the process of redesigning and reusing
centr;~lizeddivisional systems, as well as tie cxisting system code for migration to more ef-
suppliers, vendors, and customers using \VANS. fective I~ardwareand software platforms. A ma-
,.
I he need for coopcration may result in down- jor direction in systems development is the re-
sizing im~inframe-basedsystems to LAN-based verse reengineering of object code to produce
opc11 systc~nsusing objcct-oriented technology. recyclable source code. This source code may
Some reengineering consultants believe that thcn be used in forward-engineering techniques
only an ohjcct-oricntcd infrastructure will allow using CASE tools for added capability and re-
developers to integrate and implement systems structuring of current systems. Software reengi-
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fast enough to mect the reengincuing timc neering can help to improve the reuse, redesign,
frame. analysis, and performance of software systems.
.
~
I hc critical nccd for information sharing and Amoco Corp. credits software reengineering in
access determines the corporatc data base dc- helping wit11 software maintenancc, analyzing
sign requirements. This may lead to the decision source code, and providing syste~usstructure
to dcvclop an cnterprisewide information archi- charts and complexity rcports with software
tecture or distributed data bases. T h e IT plat- mctrics. Charles B a c h m a ~ ,founder and chair-
for111 selected must outline hardware decisions man of Bachman Information Systems, lnc.,
(e.g., mainframe, minicomputer. or nvrksta- describes a six-step software reengineering
tion-based configurations), softwarc decisions cycle: capture, reverse engincering, enhance-
(c.g., operating systems), and a data architecture ment. forward engineering, optimization, and
at all levels of systems implcmcntation. It must generation.
also detail the appropriate software systems to Several companics have chosen to radically
be implcmcntcd at every level-for example, de- ovcrhaul current systems with new technologies
\dolmient of a dccision support systcm at the that provide improved connectivity and cost/
executive level and several integrated work- pcrformance ratios. Migration t o LAN-based
group applications for transaction processit~,o. platforms and groupware applications based on
Ilccisions must hc nmdc regarding IT deploy- ohjcct-oriented design has shown success, and
mcnt of third-party softwarc, in-house software several vendors ha& dcwloped groupware prod-
development kits to support applications dcvel- ucts based on open systems to allow organiza-
o p n ~ c n t ,software rccnginccring plans, docu- tions to dcvelop easily integrated applications.
mentation, and training plans. Thc sclcction of
an IT platform for a prticular process can bc rc-
Reorganization Activities
latecl to the enterprisewide IT architccturc.
A crucial clement for reengineering success is
the design of a new organizational structure con-
RECONSTRUCTION sistent wit11 the newly defined process. T h e hu-
This next stage is the actual implementation of man resources architecture outlined in the re-
t11c change. As with any major organizational design stage must be thoughtfully executed to
change, a mcthodical process should be adopted minimize any disruption to employee morale.
that takes advantage of small-scale pilot proj- This stage focuses on a smooth transition to a
ccts, user training, and extensive user feedback. new organization design that incorporates such
LVhcn problems arise in this stage of reengi- improvements as subunit reorganization, job
wcring, thosc involved must retain their com- rotation and staff reduction, the empowerment
~ n i t m e n t o the main ideas generated during of remaining employees through training and
process redesign yet m u s t be amenable t o educational programs, and in general, improving
changes rcquircd to facilitate the installation. thequality of work life.
INFORMATION SYSTEMS MANAOEMENI
SUMMER 1 8 8 3
CHANGE M A N A G E M E N T