Eric Kimberling, MBA, is one of the most recognized and respected independent Enterprise Resource Planning (ERP) systems experts in the world, giving 100% unbiased advice to clients for more than 20 years.
Throughout his career, Mr. Kimberling has helped hundreds of high-profile enterprises worldwide with their ERP initiatives, including Nucor Steel, Petro Masila, the Yemen Government, the City of Charlotte, NC, Fisher and Paykel Healthcare, Kodak, Samsonite, Coors, Boeing, Duke Energy, Filson, and Lucent Technologies, and the Alaskan Native Tribal Health Consortium, to name a few.
Mr. Kimberling has helped manage ERP implementations and reengineer global supply chains in countries as diverse as China, India, Singapore, Hong Kong, Australia, New Zealand, South Africa, Lebanon, and the United States. He has won numerous industry awards for his experience and contributions, including Supply Chain Pro to Know and Best Independent ERP Blog award from ERP Focus.
ERP Software Selection
SAP, Oracle, Microsoft Dynamics, Epicor, Infor, and other ERP Systems
Organizational Change Management
Implementation Project Management
Independent Verification and Validation
Merger and Acquisition Business Integration via Strategic Planning
Business Process Reengineering
Mr. Kimberling has dedicated himself to giving keynote speeches at industry conferences and universities worldwide, and has been quoted in thousands of articles in newspapers, magazines, and books, including the Wall Street Journal, CIO Magazine, and Fortune. He has authored, published, and presented more than 50 ERP articles and white papers, and is the author of Panorama’s series of ERP Reports, quoted in dozens of publications per year. He is also the author of the acclaimed book, “Lessons from 1,000 ERP Implementations.”
Mr. Kimberling holds an MBA with an emphasis in operational strategy and a Bachelor of Science in business administration from Daniels College of Business at the University of Denver. He is also Six Sigma certified and a certified practitioner of multiple ERP solutions, including SAP, Siebel, Oracle, Microsoft Dynamics, Epicor and Infor, among others. He has won numerous industry awards for his experience and contributions, including Supply Chain Pro to Know and Best Independent ERP Blog from ERP Focus.
I have been involved with Microsoft Dynamics implementations for nearly 20 years now. I have also spent the last decade providing Microsoft Dynamics expert witness testimony in implementation failures and lawsuits.
Rose Porterfield Group (RPG) has over 30 years of experience providing Business Performance and Human Resource services. At RPG we take a practical and aggressive approach to consulting. In three decades, RPG has worked with hundreds of companies in almost every industry sector. We have developed thousands of executives, built better teams, handled crises and mergers, and helped our clients avoid employment-related lawsuits. Our firm has published articles, books and columns on the use of consultants, testing, assessment, and developing executives in industry.
Consulting Services Include:
Assessment for Hiring and Promotion - RPG specialists include PhD level psychologists, experts in testing, interviewing and assessment, and whose full time endeavor is helping businesses raise the performance bar in their organization by hiring and promoting on the very best "fits."
Teambuilding and Individual Coaching - RPG evaluates teams and measures their ability to overcome personal conflicts and office politics that disrupt group dynamics. They understand the effect of individual behavior on group productivity and appreciate the different communication styles of individual members.
Crisis Conflict Solutions - RPG mediation is a cost effective, humane, and useful way to resolve workplace conflicts. Mediation works because a neutral third party facilitates meetings between parties, enabling them to stay productive and allowing participants to develop the solutions to their problems before they escalate.
Executive Development - RPG uses sophisticated psychological assessments and tailors programs to match both the goals of the organization and the individual.
Change Management - RPG serves as an expert adviser to help senior executives achieve company goals by providing innovative, integrated and practical solutions to align an organization's people and business strategies.
Robyn W. Porterfield, PhD - Managing Principal at RPG, spent over ten years in sales and marketing prior to completing her PhD in Industrial Psychology. While completing her PhD, Dr. Porterfield served as Director of Client Services for a Texas-based on-line psychological testing firm, consulting to management on such issues as individual and team fit, conflict resolution, hiring, coaching, and management succession planning.
As a consultant, Dr. Porterfield has assessed executives in such diverse industries as financial management, food service, telecommunications and retail. For five years, Robyn and Bob co-wrote a column for the Dallas Business Journal titled, C-Level Coach. Robyn is also a professional mediator and currently mediates for Dispute Resolution Services of Tarrant County, Texas.
Robert G. Rose, PhD, Principal at RPG, received his PhD from Florida State University. Since 1976 he has served as consultant to organizations in virtually every industry including health care, retail, IT services, manufacturing, construction, aviation, and many others. In his over 30 years as a consultant, Dr. Rose has encountered virtually every problem that an organization can experience, and has seen that good teamwork - from hiring to development - always benefits both the individual and the company.
Bob is the author of numerous articles on communication, crisis handling, and conceptualizing purpose and culture within organizations, and his books on consulting are required reading by major corporations.
In this article we are speaking primarily to men in business management roles. We are not saying you are a harasser. On the contrary, we’re aware that more than likely, you are not a harasser, but your position and gender put you in the position to come across as one
As an employment attorney, or perhaps as General Counsel for your organization, you have probably been fielding more and more questions about bullying in the workplace-we certainly have. While bullying isn't illegal - yet - you also probably know that it costs a lot in terms of its effect on production. Plus, you know it's not right-not really. So, what's the right approach? Our rule of thumb is not to overact to simple, appropriate work behavior, but you also can't put up with bullying either. We'll share some examples from our practice; see if any of these sound familiar.
If you are the CEO or General Counsel of your company, you should be preparing for a new challenge. The gaining momentum of the #metoo movement means there will likely be an increase in sexual harassment complaints. Raghu and Suriani certainly think it's already happening (#METOOWHATNEXT: Strengthening workplace sexual harassment protection and accountability, nwlc.org, 2017.), and our clients are certainly calling us more often to investigate claims. To better prepare, here are some suggestions we urge you to consider.
Let's say you have Bill who is a good guy in many ways but he can be a grouch. He is particularly likely to nag the young female accounting staff for inquiring about his expense reports. He looms over them and talks loudly sometimes shaking his finger, and using occasional mild profanity. You've talked to him and he always gives a half-hearted sheepish apology - and then does it again the following month.
Almost all of us have been to the yearly company football game, company barbeque, or happy hour. Organizations often think these events create closeness, trust, a sense of "teamwork", or even a sense of family. We love a good burger and a beer as much as anyone but in our experience the injuries, harassment and other complaints that can come from company social events may cause problems for employers. And we find that the defense that the events were "voluntary" may not hold up.