Middleware Platforms Create 'Ecosystem of Technology'

Processes that once took 15 minutes per account now take only seconds.

November 19, 2010
KEYWORDS data , platforms , workflow
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Platform Three: Business Process Management

The business process management platform enhances the work environment by re-engineering existing workflow processes, developing a custom user interface, and implementing new dynamic workflows.

A central process repository creates a library of reusable services and process flows. A custom user interface allows employees to gain access to information quickly by minimizing the need to navigate systems and screens.

The platform’s benefits are illustrated by the chargeoff process, which previously required viewing almost 60 screens and completing hundreds of fields.

Today, employees view a single screen to confirm the right account. When an employee selects “go,” all business rules are enforced and all tasks are automated.

A process that once took 15 minutes per account now takes only seconds.

An investment in the future

Together, these platforms represent an investment in the future of member services at Travis Credit Union.

By providing a holistic view of information and streamlining workflow processes, Travis is making a vital difference in the member experience.

View the full entry [pdf] and visit the CUNA Councils website to learn more about the CUNA Technology Council and the Best Practice Awards.

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory ( will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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