Série 01
Série 01
Série 01
Exercice 1 :
This exercise is to discover the basic elements for procedures modeling. We will learn how to
use the following graphical representations in BPMN : Activity, Event and Flow Control.
Description : « Control Organization requirement » process
The process starts when the Director receives a letter from the Control Organization with a requirement for
specific information. The Director enters the requirement into the system, assigns an employee to respond,
indicates the expiry date of this requirement, and specifies the timeframe within which the employee is expected
to respond to the request.
The person assigned can see the time that is available to make the response report, review the whole case and
enter a response to the request.
Later, the Director should review the assigned user’s response, change what is considered pertinent and decide
if this is the definitive response to the Control Organization. If the response is not definitive then a new task will be
generated to the person assigned. That is, the person who prepared the response should review the case again,
then correct and complete the response.
If the Director is satisfied with the response, then the letter of response is generated, printed and sent to the
Control Organization.
Exercice 2 :
In This exercise, you will discover more advanced BPMN 2.0 elements about activities for
procedures modeling.
Description : « Management Evaluation » process
As part of a company’s human resource policy, each employee is periodically evaluated to review his or her
objectives, goals, bonus, and corrective action steps, if any.
According to the company policy, each employee is evaluated annually (for each year of service worked at the
organization) by the immediate supervisor. On a weekly basis, the human resource department reviews which
employees have completed a year of service and registers them for employee evaluation. In this registration
procedure, the department, supervisor, and other information of the employee are recorded.
The appraisal starts with a self-evaluation in which the employee assesses aspects of their performance relevant
to their department. This is passed on to the supervisor who evaluates the same performance aspects and gives
feedback on the employee’s weakest points. The employee receives the evaluation document and
recommendations for improvement.
Finally, having finished the group of evaluations for that week, the human resource director generates and reviews
a high-level evaluation report to identify specific performance or behaviour problems.
To elaborate the plans, each vice-president asks his or her directors to make a plan for each area, indicating the
general guidelines. Once each director finishes, the vice-president will review it, and if necessary, modify it.
When all directors’ plans are approved, the vice-president will consolidate them and send one plan to the CEO
for his or her revision.