All about Bottom-up Approach
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Bottom-up Framework?
Ricardo Henrique Vaz Claudio, Manager, Brazil, Member
My point-of-view of the Bottom-up Approach is that there must be some kind of framework to bring to the discussion what decisions make sense or not.
So, when you have something to change or enhance, you need to scratch this up into a cost x benefit analysis and an idea sketch, as a presentation, movie or draw. And, of course, a cost reduction or/either a revenue increase onto a spreadsheet to support your idea.
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Framing a Bottom-up Approach
Jaap de Jonge, Editor, Netherlands
Thanks Ricardo for your interesting topic. Do you mean to say that to make a bottom-up approach feasible or more useful, you have to "frame" and agree on the issue beforehand? Communicate the precise situation/problem clearly in advance? And agree before even starting on how you are going to measure the outcomes?
Depending on the circumstances, culture, environment, company, etc., it could be you are then trying to over-control/steer/manage the process and people, while the very essence of a bottom-up approach is to trust the people that are involved and let the process flow in a free, natural, creative and open way.
Still, you got an interesting point in looking for ways to combine a bottom-up approach with some framing or framework.
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Costs, Revenues, and Much More
Brett E Holdeman, Student (University), United States, SIG Leader
You're right, Ricardo, in all you stated! Also, or in addition to the cost reductions and/or revenue increases, other factors can be weighed - such as time reductions, increases in zero defects, employee safety and perhaps that of consumers (Takata comes to mind), stakeholder satisfaction, and who knows how much more - dependent on the situation, the sky may be the only limit.
The key is to discuss the issues, brainstorm changes and solutions, and either come to a consensus or allow the leader(s) to earn that big money by making those tough decisions they are there to make.
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Top Down and Bottom Up Approach
Farhan, HR Consultant, Netherlands, Member
Hello everyone I have a query about building a new HR department for a city with a population of 1 million. I am working in a waste management company as a Project HR Officer and I need to build a complete Organogram for other cities.
I am trying to applying the top down and bottom up approach. Anyone has any guess how to apply this approach or any other approach can be apply on this scenario? Thanks.
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Top Down versus Bottom Up
Brett E Holdeman, Student (University), United States, SIG Leader
I am not an HR professional, but have taken courses toward that end, Farhan. I think talking to both the top leaders and rank-and-file employees in whatever endeavor you're attempting would be desirable, to get both perspectives and any useful ideas and related experiences they've had. This would also alleviate growing pains as your endeavor gets off the ground as smoothly as possible.
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