The survey report provides non-profit executives and boards with valuable insights on the financial outlook and the top priorities and challenges facing nonprofits in 2013. Also, the report has detailed summaries and graphs on these aspects including financial and business outlook, financial reporting practices, and financial systems.
JP Morgan Prime Brokerage 2013 Hedge Fund Terms AnalysisBrian Shapiro
The document analyzes the terms of 546 hedge funds in 2013, including redemption terms, lock-up periods, fees, and fund sizes. Some key findings are:
- The most common redemption term is quarterly with a 90 day notice period (16% of funds). Monthly redemptions with 30 days notice are also popular (15% of funds).
- Over half (51%) of funds have quarterly liquidity. Credit and relative value funds most commonly have quarterly redemptions.
- Nearly half (47.4%) of all funds have some type of lock-up period. Credit funds most often have lock-ups (71.4%), usually hard lock-ups of 1
JPM Prime Brokerage 2014 Institutional Investor Sentiments ReportBrian Shapiro
The document summarizes the key findings of J.P. Morgan's 2014 Investor Sentiments Report, which surveyed nearly 300 institutional investors about their hedge fund investment activity and outlook. Some of the main points include:
- Event driven and long/short equity strategies were most popular in 2013, while macro and managed futures strategies saw redemptions.
- Pension funds represented the fastest growing group of hedge fund investors, increasing allocations the most of any sector.
- Most investors plan to maintain or increase hedge fund investments in 2014 and are more open to investing in new hedge fund launches and longer-lockup "hybrid" funds.
capital onePrinter Friendly Version of the Conference Call Presentationfinance13
- Fourth quarter 2008 results showed a loss due to higher provision expense and a goodwill write-down. The losses were driven by deterioration in credit performance as economic conditions worsened.
- Credit losses and delinquency rates increased across all lending segments as unemployment rose. The allowance for loan losses was increased substantially.
- Deposits grew significantly while margins declined due to credit costs and mix shift to lower-yielding assets. Expenses declined due to cost management efforts.
- An impairment charge was taken for goodwill in the Auto Finance segment. The balance sheet and liquidity remain strong despite the difficult environment.
This document summarizes the results of a 2013 survey of 38 executive search consulting firms on their equity structures and compensation models. Key findings include:
- 45% of firms are 100% founder-owned, while 55% have a mix of founder and other owners. Revenue generation is the most important factor in inviting new owners.
- Ownership is typically purchased from individual owners or the firm. Payment is often loan-based and structured over 1-5 years.
- Consultant compensation averages 45% of revenue generated and increases with performance. Bonuses make up a larger portion of pay for top performers.
- Advice to new firms includes making ownership and pay clearly performance-based and incentivizing business development.
This document summarizes the key findings of a 2015 study on global benefits governance and operations conducted by Aon Hewitt and the American Benefits Institute of over 200 multinational companies. The study found that while companies wanted to improve benefits governance over the past three years, effectiveness has not increased as much as hoped. Specifically, execution of risk management strategies and obtaining accurate benefits data continue to be challenges. However, the number of "best practice" companies with formal governance protocols increased. Moving forward, the study recommends companies clearly define objectives and implement disciplined governance protocols to better manage benefits costs and risks.
The analyst recommends a hold rating for the stock with a price target of $67.49 based on a discounted cash flow valuation. Key points include:
- The company has a strong competitive position driven by economies of scale, differentiated products, and high switching costs for customers.
- Financial performance is superior with high margins, returns on equity, and a history of revenue and earnings growth.
- A discounted cash flow model incorporating revenue growth assumptions and margin expansion yields a fair value estimate of $67.49, supported by relative multiples and Benjamin Graham approaches.
- Risks include sensitivity to economic conditions, currency fluctuations, and achieving growth through acquisitions.
This document discusses employee screening and due diligence research. It summarizes that in 2014, the company screened over 2,600 candidates for 32 clients and conducted over 11,000 individual checks. They found discrepancies in the data presented by 45% of candidates, with 16% containing at least one serious red flag. The most common discrepancies were related to employment history (81%) and academic qualifications (6%). It emphasizes getting written consent for verifications and at least confirming employment history and academic qualifications during the screening process.
This document provides an overview of sustainable biomaterials and some of the key challenges in developing and using them. It discusses how early plastics were derived from natural materials like tortoiseshell and amber. It then outlines some of the environmental and health issues with fossil fuel-based plastics like polystyrene and PVC. The document reviews definitions of terms like biobased, biodegradable and compostable. It notes that biobased content or compostability alone do not guarantee a product is sustainable. The talk will discuss criteria for evaluating sustainable biomaterials and market-based tools to promote their use.
JP Morgan Prime Brokerage 2013 Hedge Fund Terms AnalysisBrian Shapiro
The document analyzes the terms of 546 hedge funds in 2013, including redemption terms, lock-up periods, fees, and fund sizes. Some key findings are:
- The most common redemption term is quarterly with a 90 day notice period (16% of funds). Monthly redemptions with 30 days notice are also popular (15% of funds).
- Over half (51%) of funds have quarterly liquidity. Credit and relative value funds most commonly have quarterly redemptions.
- Nearly half (47.4%) of all funds have some type of lock-up period. Credit funds most often have lock-ups (71.4%), usually hard lock-ups of 1
JPM Prime Brokerage 2014 Institutional Investor Sentiments ReportBrian Shapiro
The document summarizes the key findings of J.P. Morgan's 2014 Investor Sentiments Report, which surveyed nearly 300 institutional investors about their hedge fund investment activity and outlook. Some of the main points include:
- Event driven and long/short equity strategies were most popular in 2013, while macro and managed futures strategies saw redemptions.
- Pension funds represented the fastest growing group of hedge fund investors, increasing allocations the most of any sector.
- Most investors plan to maintain or increase hedge fund investments in 2014 and are more open to investing in new hedge fund launches and longer-lockup "hybrid" funds.
capital onePrinter Friendly Version of the Conference Call Presentationfinance13
- Fourth quarter 2008 results showed a loss due to higher provision expense and a goodwill write-down. The losses were driven by deterioration in credit performance as economic conditions worsened.
- Credit losses and delinquency rates increased across all lending segments as unemployment rose. The allowance for loan losses was increased substantially.
- Deposits grew significantly while margins declined due to credit costs and mix shift to lower-yielding assets. Expenses declined due to cost management efforts.
- An impairment charge was taken for goodwill in the Auto Finance segment. The balance sheet and liquidity remain strong despite the difficult environment.
This document summarizes the results of a 2013 survey of 38 executive search consulting firms on their equity structures and compensation models. Key findings include:
- 45% of firms are 100% founder-owned, while 55% have a mix of founder and other owners. Revenue generation is the most important factor in inviting new owners.
- Ownership is typically purchased from individual owners or the firm. Payment is often loan-based and structured over 1-5 years.
- Consultant compensation averages 45% of revenue generated and increases with performance. Bonuses make up a larger portion of pay for top performers.
- Advice to new firms includes making ownership and pay clearly performance-based and incentivizing business development.
This document summarizes the key findings of a 2015 study on global benefits governance and operations conducted by Aon Hewitt and the American Benefits Institute of over 200 multinational companies. The study found that while companies wanted to improve benefits governance over the past three years, effectiveness has not increased as much as hoped. Specifically, execution of risk management strategies and obtaining accurate benefits data continue to be challenges. However, the number of "best practice" companies with formal governance protocols increased. Moving forward, the study recommends companies clearly define objectives and implement disciplined governance protocols to better manage benefits costs and risks.
The analyst recommends a hold rating for the stock with a price target of $67.49 based on a discounted cash flow valuation. Key points include:
- The company has a strong competitive position driven by economies of scale, differentiated products, and high switching costs for customers.
- Financial performance is superior with high margins, returns on equity, and a history of revenue and earnings growth.
- A discounted cash flow model incorporating revenue growth assumptions and margin expansion yields a fair value estimate of $67.49, supported by relative multiples and Benjamin Graham approaches.
- Risks include sensitivity to economic conditions, currency fluctuations, and achieving growth through acquisitions.
This document discusses employee screening and due diligence research. It summarizes that in 2014, the company screened over 2,600 candidates for 32 clients and conducted over 11,000 individual checks. They found discrepancies in the data presented by 45% of candidates, with 16% containing at least one serious red flag. The most common discrepancies were related to employment history (81%) and academic qualifications (6%). It emphasizes getting written consent for verifications and at least confirming employment history and academic qualifications during the screening process.
This document provides an overview of sustainable biomaterials and some of the key challenges in developing and using them. It discusses how early plastics were derived from natural materials like tortoiseshell and amber. It then outlines some of the environmental and health issues with fossil fuel-based plastics like polystyrene and PVC. The document reviews definitions of terms like biobased, biodegradable and compostable. It notes that biobased content or compostability alone do not guarantee a product is sustainable. The talk will discuss criteria for evaluating sustainable biomaterials and market-based tools to promote their use.
State of Project Portfolio Management (PPM) 2013 Research ReportPM Solutions
PM Solutions Research first surveyed organizations about their Project Portfolio Management (PPM)
practices in 2003. A decade later, we’ve taken another look at a phenomenon that is changing the way
organizations are managed and narrowing the gap between project/program management and corporate
leadership. Our findings are encouraging and, at the same time, indicate those areas that organizations
need to focus on to optimize the value of PPM. We had 495 respondents to this survey.
This survey of over 70 finance executives examined current trends and best practices in budgeting and planning. Key findings include:
- Larger companies (over $50M revenue) tend to use corporate performance management tools instead of spreadsheets for more complex needs.
- Using rolling forecasts (frequent updates) reduces the effort for finance teams and budget managers compared to annual budgets.
- Simplifying the budgeting process by focusing on key metrics and reducing unnecessary line items can significantly improve efficiency.
- Enabling scenario analysis and "what if" modeling improves budgeting efficiency and makes budgets more useful management tools.
Most of the CEOs surveyed have been in their roles for over 10 years and come from the financial, consumer products, and professional services sectors. They are generally satisfied with their career development so far, especially opportunities for professional training and specialization. When it comes to developing future CEOs, their companies rely most on executive coaching programs and leadership training. The CEOs would like to improve their financial, industry-specific, and people management skills. Most are involved in selecting and developing their own successors. They believe bringing in outside perspectives from other industries could provide new ideas.
This survey summarizes trends in executive remuneration practices among South African companies over three years. Five key trends are identified: 1) Shareholders, especially institutional investors, have become more active in influencing executive pay; 2) Remuneration committees are engaging more with shareholders and making changes to pay programs as a result; 3) Committees continue focusing on linking pay to performance; 4) Financial metrics dominate incentive plans rather than non-financial metrics; 5) Committees now seek over 70% shareholder support for remuneration policies, seeing a 30% dissenting vote as a rejection.
Michael Page - Global Employment Trends - Financial Sector 2013Raquel Kroich
3.800 profissionais do Mercado Financeiro foram entrevistados em Março de 2013. Participaram executivos de 47 países, nas Américas, Europa, Oriente Médio, África e Ásia-Pacífico.
O objetivo da pesquisa é entender como os últimos anos em ambiente de crise impactaram o dia-a-dia dos profissionais do mercado financeiro em termos de motivação, salário, pagamento de bônus, oportunidades e carreira, bem como entender como os profissionais avaliam a atual situação e o futuro do mercado financeiro em todo o mundo.
Publicado em junho/2013
The document summarizes a study that found business/leadership coaching delivers a nearly six-fold return on investment. Seven out of 10 participants valued the ROI of coaching at over $100,000, with 28% seeing returns between $500,000-1 million. Companies realized improved productivity, quality, and customer service. Individuals reported better relationships and job satisfaction. Over 90% of participants were satisfied with coaching and would recommend it.
This document summarizes compensation trends in 2011-2012 based on a presentation by Maureen Driscoll. It discusses the following key points in 3 sentences or less:
1. Base salary increases in 2011 were higher or about the same for most organizations compared to 2010, with average increases of 2-3% projected for 2012.
2. Over half of organizations have implemented pay for performance programs to varying degrees, with median salary increases of 4% for high performers and 2% for low performers.
3. Short-term incentive plans typically target 7-12% of salary for exempt employees and 28% for executives, while long-term incentives are usually reserved for upper management to balance short- and long
The document summarizes the findings of a study on working capital management challenges and best practices for manufacturing and distribution companies. It finds that while most executives recognize the importance of optimizing working capital, over half of companies have not implemented a working capital strategy. Common challenges include long supply chain lead times, inaccurate sales and operations planning, and delinquent receivables. The document also outlines best practices for inventory management, accounts receivable/payable management, and capital expenditure management that could help companies optimize their working capital.
1) The report examines approaches to mobility and flexible working based on a survey of over 1,600 employees.
2) It finds that while most employers have internal mobility policies and advertise roles internally, many employees do not feel their senior managers encourage internal mobility. Nearly half of employees believe internal mobility is not supported by management.
3) About half of respondents have relocated for their job, and over half would relocate domestically, while over three-quarters would relocate internationally, indicating greater interest in international over domestic career opportunities. Expectations of employer support vary depending on if the relocation is domestic or international.
This document summarizes the findings of Bain & Company's 15th annual Management Tools & Trends survey. It received responses from over 1,000 executives from over 70 countries. The survey tracks the use and effectiveness of 25 popular management tools. It found that customer relationship management remains the most widely used tool, while big data analytics was the most satisfying. It also identified trends in management priorities and tools, such as a focus on revenue growth, increased innovation, and a split between regions in their tool preferences.
This document summarizes the findings of Bain & Company's 15th annual Management Tools & Trends survey. It received responses from over 1,000 executives from over 70 countries. The survey tracks the use and effectiveness of 25 popular management tools. It found that customer relationship management remains the most widely used tool, while big data analytics was the most satisfying. It also revealed that executives are focused on revenue growth and innovation to capitalize on an improving economic outlook, though challenges around disruption and technology changes remain. Regional differences in tool preferences and economic optimism were also observed.
Executives are pushing for revenue growth that was missed during the economic downturn and uneven recovery. The survey of over 1,200 global executives found that while a majority see improving economic conditions, confidence has slipped since 2010 due to a slower than expected recovery. As a result, over half of executives are concerned about meeting earnings targets in 2013. Executives are taking a more focused approach to management tools, using fewer tools more strategically to pursue revenue and profit growth. Revenue growth was cited twice as often as the second most important priority of increased profitability.
Executives surveyed indicated that revenue growth was their top priority for the next three years as they work to recover from the economic downturn. However, they face challenges to growth including price transparency online, concerns about meeting earnings targets, and rising healthcare costs constraining hiring. While executives see opportunities in customer relationships and innovation, many noted constraints including outdated IT systems and organizational complexity. The survey found variations by region and industry in outlook and priorities. Overall, executives expressed a need to focus investments in critical areas like customer management to enable renewed revenue growth.
The latest Retirement Plan News contains articles on the following: 1) Make Benchmarking Your Plan An Annual Exercise 2) Employer Contribution Trends 3) QDIAS Ten years On
BALANCE SCORECARD AND COMMUNICATION PLAN 1BALANCE SCORECARD A.docxrock73
BALANCE SCORECARD AND COMMUNICATION PLAN 1
BALANCE SCORECARD AND COMMUNICATION PLAN 10
Strategic Plan Part III: Balance Scorecard and Communication Plan
Name
BUS/475
Professor
Date
Balance Scorecard and Communication Plan
Assumptions, Risk and Change Management Plan
General motors need to have a plan to manage risks and changes associated with the newly established division. Risk management focuses on identifying and controlling events or areas that may cause unwanted changes in the new division. The unwanted changes will not only affect the new division, but it will also affect the mother company. However, in the case of any changed, either motivated by the company or unwanted changes, the company need a plan to manage the changes. Change management is a vital part of a successful new division. Change management plan focuses on setting up strategies that will enable the company to manage the changes reducing the effects it may have to the company’s operations and the employees.
The assumed risks and changes that may face the new division at General Motors include various critical challenges. For instance, the Chinese market is posing various opportunities and risks to the automotive industry. The other risks are getting enough human resource, legal challenges in some countries and consumer behaviors. The company also needs a sustainable business model that will enable then gain competitive market advantage. According to Wells (2013) risk in a company may originate from high capital costs associated with production and lumpy investment in models and plants.
The change management risk includes three stages that result to a certain change management plan. The stages are considered in conjunction with the magnitude and nature of the change. The company needs to understand the details of the changes and the associated risks. This stage includes change identification, particulars of the change, and change approach. The second phase includes implementation of change. It comprises of strategies implementation and releasing the strategy. Change is then reviewed in the appraisal of changes strategy in the third stage. The output of the three stages includes scheduling of the activities, action plan, communication plan, training plan, resistance to change plan, employee changes readiness plan, release plan, and review strategy.
Like change management plan, risk management plan also includes the identification of the risk details. While the company can identify the overall risk they may face, they should identify the risk that may happen at each stage of the project life cycle in the new division. The plan provides an evaluation of the identified risk and provides the mitigation actions. The risk management plan include the nature of the risk and their consequences, the probability of the risk occurring, the impact of the risk, priority of the risk, and mitigation steps to reduce or eliminate the risk. The Risk and Change Management Plan f ...
In this 13th edition study, BC Management assessed the most noteworthy trends from over 10 years of researching business continuity program management initiatives, including reporting structures, executive engagement, current program status, assessments, personnel, budgeting, and alignment to compliance standards.
The results of this study are now available in a comprehensive report which you can download here!
Here are some top highlights:
• 24% of Business Continuity programs report into a Risk Management department
• 15% of organizations note the Chief Risk Officer as the BCM program sponsor
•30% embed Resilience Management within the culture of the organization
• 25% of organizations noted a BCM program budget in excess of $1 Million USD+
• 37% anticipate hiring additional BCM personnel in the next year
FDSeminar Controlling Christian Pauwels - BimacFDMagazine
This survey examined the evolving roles and responsibilities of controllers. It received 157 responses from controllers (76%) and CFOs (24%). Key findings include:
- Reporting and decision support are controllers' major activities, while transactional activities are minor. CFOs focus on reporting and projects.
- Skills like strategy, performance measurement, and analytics will become more important. Budgeting and reporting will decline.
- Processes need improvement in areas like automation, centralization, and strategy deployment.
- Controllers are shifting from reactive to more proactive management information.
- Soft skills like communication and problem-solving are increasingly important. Hard skills in strategy and analytics are growing.
- Matrix reporting structures
What is Going on in the GovCon Market? Benchmarks and Trends for Government C...Unanet
What is Going on in the GovCon Market? Benchmarks and Trends for Government Contractors Presented by Kim Koster, Unanet.
Uncover the insights and tips to grow your government contracting business.
* Plan & strategize for next fiscal year.
* Focus on internal control best practices and standards.
* Insights to create internal roadmaps and manage controls.
* Drive value in your overall organization.
The survey found that most organizations conduct annual performance appraisals. While performance management is a priority for some, HR professionals gave their organizations mixed grades for effectiveness in this area. Specifically:
- 72% of orgs do annual reviews, 16% semi-annually
- 30% said it would be a top priority, 65% said it would receive some resources
- HR pros gave grades ranging from C+ to B (53%) to C (21%) for effectiveness
A toxic combination of 15 years of low growth, and four decades of high inequality, has left Britain poorer and falling behind its peers. Productivity growth is weak and public investment is low, while wages today are no higher than they were before the financial crisis. Britain needs a new economic strategy to lift itself out of stagnation.
Scotland is in many ways a microcosm of this challenge. It has become a hub for creative industries, is home to several world-class universities and a thriving community of businesses – strengths that need to be harness and leveraged. But it also has high levels of deprivation, with homelessness reaching a record high and nearly half a million people living in very deep poverty last year. Scotland won’t be truly thriving unless it finds ways to ensure that all its inhabitants benefit from growth and investment. This is the central challenge facing policy makers both in Holyrood and Westminster.
What should a new national economic strategy for Scotland include? What would the pursuit of stronger economic growth mean for local, national and UK-wide policy makers? How will economic change affect the jobs we do, the places we live and the businesses we work for? And what are the prospects for cities like Glasgow, and nations like Scotland, in rising to these challenges?
More Related Content
Similar to Non-Profit 2013 Financial Outlook Survey Report
State of Project Portfolio Management (PPM) 2013 Research ReportPM Solutions
PM Solutions Research first surveyed organizations about their Project Portfolio Management (PPM)
practices in 2003. A decade later, we’ve taken another look at a phenomenon that is changing the way
organizations are managed and narrowing the gap between project/program management and corporate
leadership. Our findings are encouraging and, at the same time, indicate those areas that organizations
need to focus on to optimize the value of PPM. We had 495 respondents to this survey.
This survey of over 70 finance executives examined current trends and best practices in budgeting and planning. Key findings include:
- Larger companies (over $50M revenue) tend to use corporate performance management tools instead of spreadsheets for more complex needs.
- Using rolling forecasts (frequent updates) reduces the effort for finance teams and budget managers compared to annual budgets.
- Simplifying the budgeting process by focusing on key metrics and reducing unnecessary line items can significantly improve efficiency.
- Enabling scenario analysis and "what if" modeling improves budgeting efficiency and makes budgets more useful management tools.
Most of the CEOs surveyed have been in their roles for over 10 years and come from the financial, consumer products, and professional services sectors. They are generally satisfied with their career development so far, especially opportunities for professional training and specialization. When it comes to developing future CEOs, their companies rely most on executive coaching programs and leadership training. The CEOs would like to improve their financial, industry-specific, and people management skills. Most are involved in selecting and developing their own successors. They believe bringing in outside perspectives from other industries could provide new ideas.
This survey summarizes trends in executive remuneration practices among South African companies over three years. Five key trends are identified: 1) Shareholders, especially institutional investors, have become more active in influencing executive pay; 2) Remuneration committees are engaging more with shareholders and making changes to pay programs as a result; 3) Committees continue focusing on linking pay to performance; 4) Financial metrics dominate incentive plans rather than non-financial metrics; 5) Committees now seek over 70% shareholder support for remuneration policies, seeing a 30% dissenting vote as a rejection.
Michael Page - Global Employment Trends - Financial Sector 2013Raquel Kroich
3.800 profissionais do Mercado Financeiro foram entrevistados em Março de 2013. Participaram executivos de 47 países, nas Américas, Europa, Oriente Médio, África e Ásia-Pacífico.
O objetivo da pesquisa é entender como os últimos anos em ambiente de crise impactaram o dia-a-dia dos profissionais do mercado financeiro em termos de motivação, salário, pagamento de bônus, oportunidades e carreira, bem como entender como os profissionais avaliam a atual situação e o futuro do mercado financeiro em todo o mundo.
Publicado em junho/2013
The document summarizes a study that found business/leadership coaching delivers a nearly six-fold return on investment. Seven out of 10 participants valued the ROI of coaching at over $100,000, with 28% seeing returns between $500,000-1 million. Companies realized improved productivity, quality, and customer service. Individuals reported better relationships and job satisfaction. Over 90% of participants were satisfied with coaching and would recommend it.
This document summarizes compensation trends in 2011-2012 based on a presentation by Maureen Driscoll. It discusses the following key points in 3 sentences or less:
1. Base salary increases in 2011 were higher or about the same for most organizations compared to 2010, with average increases of 2-3% projected for 2012.
2. Over half of organizations have implemented pay for performance programs to varying degrees, with median salary increases of 4% for high performers and 2% for low performers.
3. Short-term incentive plans typically target 7-12% of salary for exempt employees and 28% for executives, while long-term incentives are usually reserved for upper management to balance short- and long
The document summarizes the findings of a study on working capital management challenges and best practices for manufacturing and distribution companies. It finds that while most executives recognize the importance of optimizing working capital, over half of companies have not implemented a working capital strategy. Common challenges include long supply chain lead times, inaccurate sales and operations planning, and delinquent receivables. The document also outlines best practices for inventory management, accounts receivable/payable management, and capital expenditure management that could help companies optimize their working capital.
1) The report examines approaches to mobility and flexible working based on a survey of over 1,600 employees.
2) It finds that while most employers have internal mobility policies and advertise roles internally, many employees do not feel their senior managers encourage internal mobility. Nearly half of employees believe internal mobility is not supported by management.
3) About half of respondents have relocated for their job, and over half would relocate domestically, while over three-quarters would relocate internationally, indicating greater interest in international over domestic career opportunities. Expectations of employer support vary depending on if the relocation is domestic or international.
This document summarizes the findings of Bain & Company's 15th annual Management Tools & Trends survey. It received responses from over 1,000 executives from over 70 countries. The survey tracks the use and effectiveness of 25 popular management tools. It found that customer relationship management remains the most widely used tool, while big data analytics was the most satisfying. It also identified trends in management priorities and tools, such as a focus on revenue growth, increased innovation, and a split between regions in their tool preferences.
This document summarizes the findings of Bain & Company's 15th annual Management Tools & Trends survey. It received responses from over 1,000 executives from over 70 countries. The survey tracks the use and effectiveness of 25 popular management tools. It found that customer relationship management remains the most widely used tool, while big data analytics was the most satisfying. It also revealed that executives are focused on revenue growth and innovation to capitalize on an improving economic outlook, though challenges around disruption and technology changes remain. Regional differences in tool preferences and economic optimism were also observed.
Executives are pushing for revenue growth that was missed during the economic downturn and uneven recovery. The survey of over 1,200 global executives found that while a majority see improving economic conditions, confidence has slipped since 2010 due to a slower than expected recovery. As a result, over half of executives are concerned about meeting earnings targets in 2013. Executives are taking a more focused approach to management tools, using fewer tools more strategically to pursue revenue and profit growth. Revenue growth was cited twice as often as the second most important priority of increased profitability.
Executives surveyed indicated that revenue growth was their top priority for the next three years as they work to recover from the economic downturn. However, they face challenges to growth including price transparency online, concerns about meeting earnings targets, and rising healthcare costs constraining hiring. While executives see opportunities in customer relationships and innovation, many noted constraints including outdated IT systems and organizational complexity. The survey found variations by region and industry in outlook and priorities. Overall, executives expressed a need to focus investments in critical areas like customer management to enable renewed revenue growth.
The latest Retirement Plan News contains articles on the following: 1) Make Benchmarking Your Plan An Annual Exercise 2) Employer Contribution Trends 3) QDIAS Ten years On
BALANCE SCORECARD AND COMMUNICATION PLAN 1BALANCE SCORECARD A.docxrock73
BALANCE SCORECARD AND COMMUNICATION PLAN 1
BALANCE SCORECARD AND COMMUNICATION PLAN 10
Strategic Plan Part III: Balance Scorecard and Communication Plan
Name
BUS/475
Professor
Date
Balance Scorecard and Communication Plan
Assumptions, Risk and Change Management Plan
General motors need to have a plan to manage risks and changes associated with the newly established division. Risk management focuses on identifying and controlling events or areas that may cause unwanted changes in the new division. The unwanted changes will not only affect the new division, but it will also affect the mother company. However, in the case of any changed, either motivated by the company or unwanted changes, the company need a plan to manage the changes. Change management is a vital part of a successful new division. Change management plan focuses on setting up strategies that will enable the company to manage the changes reducing the effects it may have to the company’s operations and the employees.
The assumed risks and changes that may face the new division at General Motors include various critical challenges. For instance, the Chinese market is posing various opportunities and risks to the automotive industry. The other risks are getting enough human resource, legal challenges in some countries and consumer behaviors. The company also needs a sustainable business model that will enable then gain competitive market advantage. According to Wells (2013) risk in a company may originate from high capital costs associated with production and lumpy investment in models and plants.
The change management risk includes three stages that result to a certain change management plan. The stages are considered in conjunction with the magnitude and nature of the change. The company needs to understand the details of the changes and the associated risks. This stage includes change identification, particulars of the change, and change approach. The second phase includes implementation of change. It comprises of strategies implementation and releasing the strategy. Change is then reviewed in the appraisal of changes strategy in the third stage. The output of the three stages includes scheduling of the activities, action plan, communication plan, training plan, resistance to change plan, employee changes readiness plan, release plan, and review strategy.
Like change management plan, risk management plan also includes the identification of the risk details. While the company can identify the overall risk they may face, they should identify the risk that may happen at each stage of the project life cycle in the new division. The plan provides an evaluation of the identified risk and provides the mitigation actions. The risk management plan include the nature of the risk and their consequences, the probability of the risk occurring, the impact of the risk, priority of the risk, and mitigation steps to reduce or eliminate the risk. The Risk and Change Management Plan f ...
In this 13th edition study, BC Management assessed the most noteworthy trends from over 10 years of researching business continuity program management initiatives, including reporting structures, executive engagement, current program status, assessments, personnel, budgeting, and alignment to compliance standards.
The results of this study are now available in a comprehensive report which you can download here!
Here are some top highlights:
• 24% of Business Continuity programs report into a Risk Management department
• 15% of organizations note the Chief Risk Officer as the BCM program sponsor
•30% embed Resilience Management within the culture of the organization
• 25% of organizations noted a BCM program budget in excess of $1 Million USD+
• 37% anticipate hiring additional BCM personnel in the next year
FDSeminar Controlling Christian Pauwels - BimacFDMagazine
This survey examined the evolving roles and responsibilities of controllers. It received 157 responses from controllers (76%) and CFOs (24%). Key findings include:
- Reporting and decision support are controllers' major activities, while transactional activities are minor. CFOs focus on reporting and projects.
- Skills like strategy, performance measurement, and analytics will become more important. Budgeting and reporting will decline.
- Processes need improvement in areas like automation, centralization, and strategy deployment.
- Controllers are shifting from reactive to more proactive management information.
- Soft skills like communication and problem-solving are increasingly important. Hard skills in strategy and analytics are growing.
- Matrix reporting structures
What is Going on in the GovCon Market? Benchmarks and Trends for Government C...Unanet
What is Going on in the GovCon Market? Benchmarks and Trends for Government Contractors Presented by Kim Koster, Unanet.
Uncover the insights and tips to grow your government contracting business.
* Plan & strategize for next fiscal year.
* Focus on internal control best practices and standards.
* Insights to create internal roadmaps and manage controls.
* Drive value in your overall organization.
The survey found that most organizations conduct annual performance appraisals. While performance management is a priority for some, HR professionals gave their organizations mixed grades for effectiveness in this area. Specifically:
- 72% of orgs do annual reviews, 16% semi-annually
- 30% said it would be a top priority, 65% said it would receive some resources
- HR pros gave grades ranging from C+ to B (53%) to C (21%) for effectiveness
Similar to Non-Profit 2013 Financial Outlook Survey Report (20)
A toxic combination of 15 years of low growth, and four decades of high inequality, has left Britain poorer and falling behind its peers. Productivity growth is weak and public investment is low, while wages today are no higher than they were before the financial crisis. Britain needs a new economic strategy to lift itself out of stagnation.
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2. Non-Profit 2013 Financial Outlook,
Reporting and Systems
Executive Summary
A survey of non-profit organizations and associations in the Washington, DC region
was conducted in September of 2012, to determine an outlook for 2013, including:
• Financial and Business Outlook
• Financial Reporting Practices
• Financial Systems
The results provide non-profit executives with insights into the financial outlook,
priorities, and challenges that face non-profits in 2013.
Key findings of the non-profit survey include a majority (71%) of those surveyed
expecting growth in 2013 (vs. 2012), and only 5% contracting. The top three financial
priorities for 2013 include rethinking revenue model and income generation strategies,
improving program results and metrics, and expanding fundraising and development.
In terms of financial reporting practices, only 22% present financial and operational
metrics to management and the Board through a dashboard. Key findings regarding
financial systems include 50% of respondents use some cloud services and intend
to use more in the future, and 62% are not considering upgrading or replacing any
business systems.
There are a variety of financial challenges that non-profits will face in 2013. The top
financial challenges for 2013 include the lack of revenue stream consistency, new
non-dues revenue streams, expanding fundraising and revenue, maintaining programs
with fewer resources, and diversifying revenue and identifying new sources.
The majority of survey respondents were from membership & trade associations (62%),
and charitable non-profits (35%). All sizes of non-profits were represented: 35% with
annual revenues of $1 - $4.99 million, 22% with revenues of both $5 – 9.99 million
and $25 million or more, 15% with revenues of $10 – 24.99 million, and less than 7%
with revenues less than $1 million. Almost half (49%) have 11-50 employees. And
finally, the majority of participants were non-profit CFOs, Executive Directors, or CEOs.
Included in this survey report are detailed summaries and charts for each survey
question, categorized by Financial Outlook, Financial Reporting, and Financial
Systems. For reference, survey respondent demographics are provided at the end of
the report. The survey was conducted by Veris Consulting and Brittenford Systems.
1 Non- Profit 2013 Financial Outlook, Reporting and Systems
3. Non-Profit 2013 Financial Outlook
QUESTION:
How would you describe your growth outlook for 2013?
The growth outlook is optimistic with 71% planning to grow in 2013. The majority of
respondents (58%) indicated that they expect a 1-9% revenue growth in 2013, over
2012. 24% expect a 0% growth over 2012. 13% expect 10-20% revenue growth in
2013. Only 5% predict a year of contracting revenue, or negative growth over 2012.
58.23%
24.05%
12.66%
5.06%
1-9% growth over 2012 10-20% growth over 2012
0% growth over 2012 Negative growth over 2012
QUESTION:
Overall, what are your hiring plans for 2013?
The hiring outlook is stable with the majority maintaining FT staff and hiring 1-3
FT staff, and a very small portion planning to decrease FT staff. 59% of those surveyed
indicated that they would maintain their full time staff and not make any additions.
On the other hand, 27% intend to hire 1-2 full time staff, and 13% expect to hire 3
or more full time staff. Only 1% plan to decrease full time staff in 2013.
59.49%
26.58%
12.66%
1 .27%
Plan to maintain FT staff Plan to hire 3+ FT staff
Plan to hire 1-2 FT staff Plan to decrease FT staff
2 Non- Profit 2013 Financial Outlook, Reporting and Systems
4. QUESTION:
What are your top three financial priorities for 2013?
The top 3 financial priorities for 2013 include rethinking revenue models and income
generation strategies (47%), improving program results and metrics (44%), and
expanding fundraising and development (42%). Automating fiscal controls and
systems (9%) and improving the accuracy of financial reporting (8%) are not a top
priority for the majority of respondents.
Other priorities include launching a fundraising campaign, growing non-dues
revenue, increasing investment in staff salaries and benefits, and purchasing and
implementing new AMS.
46.84%
44.3%
41.77%
35.44%
31.65%
17.72%
17.72%
12.66%
8.86%
8.86%
7.6%
6.33%
5.06%
Rethink revenue model & income generation strategies Improve business process automation
Improve program results & metrics Improve cash flow
Expand fundraising & development Implement new financial management system
Reduce operational costs Automate fiscal controls & systems
Implement operational efficiencies Improve accuracy of financial reporting
Manage reserves & investments Other
Access financing to grow operations
3 Non- Profit 2013 Financial Outlook, Reporting and Systems
5. QUESTION:
What financial strategies has your non-profit utilized in 2012?
In 2012, the top three financial strategies for non-profits included diversifying
revenue sources (51%), increasing the budget over 2011 (49%), and reducing
overhead expenses (44%).
Other strategies utilized by non-profits in 2012 include cultivating current
donors, increasing funding of reserve accounts, and a strategic move to use
reserves for operations.
50.63%
49.37%
44.3%
34.18%
31.65%
26.58%
22.79%
16.46%
11.39%
5.06%
5.06%
3.8%
1 .27%
Diversify revenue sources Increase use of volunteers
Increase budget over 2011 Outsource
Reduce overhead expenses Share resources with complimentary organization
Continue or reinstitute staff hiring
Layoff staff or reduce salaries
Adopt new cost-saving measures Leverage capital financing
Increase capital investments Other
Merge with complimentary organization
4 Non- Profit 2013 Financial Outlook, Reporting and Systems
6. Non-Profit Financial Reporting
QUESTION:
What reports are typically included in management & board reports?
Financial statements (statement of activities, statement of financial position, etc.) are
included in management and board reports 95% of the time. Actual vs. budget or
prior year comparisons are included 94% of the time. On the other hand, dashboard,
key operational metrics, and key financial metrics are included in management
and board reports less frequently. Dashboards are included 27% of the time, key
operational metrics 39%, and key financial metrics 43%.
Respondents also indicated other reports including: treasurer’s report, cash flow
summary, membership information, investment portfolio, 3 year projections, and
the best estimates of revenues, expenses, and cash flow for the year.
94.94%
93.67%
43.04%
39.24%
26.58%
6.33%
Financial Statements (Statement of Activites, Statement of Financial Position, etc.)
Actual vs. Budget or Prior Year Comparisons
Key Financial Metrics (key financial metrics not included in Financial statements)
Key Operational Metrics
Dashboard
Other
5 Non- Profit 2013 Financial Outlook, Reporting and Systems
7. QUESTION:
How are the management and board reports distributed?
Management and board reports are typically distributed through email and hardcopy
packets. 77% of respondents indicated they used email while 56% use hardcopy
packets. Direct access to management/financial systems are only used 5% of the time.
Other distribution methods included intranet sites, WorkZone, web posting,
electronically, SharePoint Team Sites, secure webportal, Webex then email, board
effect, and power points presented on monthly calls.
77.22%
55.7%
12.66%
7.6%
5.06%
Email Other
Hardcopy packets Dashboard
Direct access to management/financial systems
QUESTION:
How frequently are the management and board reports distributed?
Management and board reports are most often distributed monthly (56%), with
quarterly (34%) and upon request (3%) following behind.
Other frequencies indicated included 3 times/year, different schedules based on
user needs, daily quarterly, and differences in frequencies depending on type
(management or board).
55.7%
34.18%
7.6%
2.53%
Monthly Other
Quarterly Upon request
6 Non- Profit 2013 Financial Outlook, Reporting and Systems
8. Non-Profit Financial Systems
QUESTION:
Which statement best describes your current approach to
cloud computing?
Half of respondents use some cloud services and intend to use more in the future,
while 29% do not use cloud services and do not plan to in the upcoming year, and
19% do not use cloud services but are exploring some options and plan to use it in
the upcoming year. However, 2% do not know what cloud computing means.
49.37%
29.11%
18.99%
2.53%
We use some cloud services now and will use more in the future
We do not use cloud services, and do not plan to in the upcoming year
We do not use cloud services but are exploring some options and plan to use
We don’t know what cloud computing means
7 Non- Profit 2013 Financial Outlook, Reporting and Systems
9. QUESTION:
Within the next 12-18 months, are you considering upgrading
or replacing the following business systems?
Currently, 62% of those surveyed are not considering upgrading or replacing any
business systems. Of those planning to upgrade or replace their business systems,
18% are considering association or membership management, 16% accounting or
financial management as well as document management, 10% business process
management, and 9% grant management.
62.03%
17.72%
16.46%
15.19%
10.13%
8.86%
We have no plans to upgrade or replace any business systems
Association or Membership Management
Accounting or Financial Management
Document Management
Business Process Management
Grant Management
8 Non- Profit 2013 Financial Outlook, Reporting and Systems
10. Survey Demographics
QUESTION:
Which best describes your organization’s type?
63% of respondents indicated their organization is a 501(c)(3), 32% a 501(c)(6),
and 5% a 501(c)(4).
63.29%
31.65%
5.06%
501 (c)(3) 501 (c)(6) 501 (c)(4)
QUESTION:
Which best describes your organization’s annual revenue?
35% of those surveyed belong to organization’s that have annual revenues of $1-4.99
million, 22% have revenues of $5-9.99 million and also over $25 million. Only 6%
have revenues less than $1 million.
35.44%
21.52%
21.52%
15.19%
6.33%
$1-4.99 million $5-9.99 million Over $25 million $10-24.99 million
Less than $1 million
9 Non- Profit 2013 Financial Outlook, Reporting and Systems
11. QUESTION:
Which best describes your organization’s number of FT employees?
25% belong to organizations with 21-50 employees, 24% 11-20 employees, 16%
have over 100 employees, 14% 6-10 employees, 13% 51-100 employees, and 8%
have 1-5 employees.
25.32%
24.05%
16.46%
13.92%
12.66%
7.6%
21-50 employees Over 100 employes 51-100 employees
11-20 employees 6-10 employees 1-5 employees
QUESTION:
Which best describes your role within your organization?
The majority of respondents are non-profit CFOs/Financial VPs or non-profit
Executive Directors, Presidents, or CEOs, with 42% and 39% respectively. 10%
are considered non-profit COOs and 5% are non-profit Controllers.
41.77%
39.24%
10.13%
5.06%
3.8%
Non-profit CFO or Financial VP Non-profit COO Other
Non-profit Executive Director, President /CEO Non-profit Controller
10 Non- Profit 2013 Financial Outlook, Reporting and Systems
12. About Brittenford
Brittenford Systems is a technology services firm that implements and supports
financial and CRM software systems including Microsoft Dynamics GP,
Dynamics SL, Dynamics CRM, and the cloud-based Intacct financial management
system. Brittenford Systems also offers CIO Advisory Services, Microsoft Dynamics
training and staffing, cloud engineering services, and application development.
For more information on Brittenford Systems, please visit www.brittenford.com,
or call 703-860-6945.
About Veris
Veris Consulting specializes in outsourced financial management and survey research
for nonprofits and social enterprises. Our Outsourced Accounting and Financial
Management Practice draws upon specialized expertise to improve bottom line results
and enable nonprofits to grow revenue and control costs. We provide objective,
hands-on consultation through interim CFO services, outsourced accounting,
financial assessments, and executive search—helping nonprofits take control of their
finances and advance their missions. Our Survey Research Practice delivers valuable
insights through benchmarking, compensation and satisfaction surveys as well
industry trends and business intelligence studies. For more information visit
www.verisconsulting.com.
11 Non- Profit 2013 Financial Outlook, Reporting and Systems