Dr. Ayman Ismail Localising Successful Business Models for Egypt- Localising ...Nahdet El Mahrousa
Slides for Dr. Ayman Ismail's Interactive Workshop on localising Business Models for the Egyptian context and market.
These Slides were part of the 4 hour workshop including group work on 4 case studies.
ISUS is an online language learning platform that connects learners with personal trainers for one-on-one or small group video/phone sessions. Learners complete interactive online activities and have regular sessions with their trainer who creates personalized learning plans. The platform aims to blend the best of online self-study with human guidance and feedback to improve language skills efficiently. It serves over 300 clients worldwide in multiple languages with a focus on business professionals.
July 19, 2012: Market Outlook and Strategy Update for CPGs and EntrepreneursNutrcapnetwork
Dynamic change in nutrition and health & wellness markets and ever-shifting strategic developments in the food, pharmaceutical and consumer packaged goods industry continue to change the competitive framework of the industry. NCN and Sterling-Rice present and discuss recent market statistics, transactions and the top trends in the nutrition and health & wellness industry.
Il Modulo che ti proponiamo oggi intende fornire delle linee guida riguardanti la "Gestione della relazione con il cliente". Una relazione solida ed efficace con il cliente rappresenta, infatti, l’asse portante dell’attività di uno studio professionale di successo e la questione della relazione con il cliente necessita di essere posta tra le massime priorità. La tendenza ad una sempre più rigorosa regolamentazione del mercato, inoltre, rende sempre più importante conoscere a fondo la propria clientela di riferimento.
This survey found that:
1) 80% of organizations currently have an employee recognition program.
2) The most common reasons for recognizing employees are for years of service (58%) and going above and beyond job duties (48%).
3) Tracking the ROI of recognition programs is challenging, with only 10-21% of organizations doing so depending on their size and sector.
The key challenges in measuring ROI include metrics changing over time and recognition programs not being linked to performance management systems.
Streamlining the Payroll Process document discusses how going paperless can save time and money for businesses and employees. It recommends using payroll cards and online paystubs as part of a 3 step process to streamline payroll. Payroll cards allow employees to access their pay anywhere and provide various financial tools. They save employers costs from issuing and distributing paper checks while providing a positive experience for employees. The document outlines the benefits and provides examples of how payroll cards have helped businesses and school districts save significant time and money in their payroll processes.
The document provides guidance and questions for teachers around academic excellence (AE) practices and lesson planning. It asks teachers to reflect on where they get ideas for teaching AE, how they structure their AE time, and what instructional routines have worked best. It also prompts teachers in non-core subject areas to consider how to use progress monitoring data. Finally, it instructs teachers to work in small groups to create an AE lesson plan or guideline to share with team leaders and staff.
This document defines key terms related to substance use disorders and provides diagnostic criteria. It discusses dependence, abuse, intoxication, withdrawal, and tolerance. Dependence involves impaired control over substance use and continuation despite adverse consequences. Abuse involves harmful use with impairment. The DSM-IV criteria for substance abuse, withdrawal, and dependence are outlined. Factors influencing substance use disorders include genetics, neurochemistry, peer pressure, and comorbid mental health conditions. Treatment aims to manage withdrawal and facilitate long-term behavioral change through various interventions.
The document discusses three waves of innovation:
1) The Industrial Revolution which increased productivity through mechanization.
2) The Internet Revolution which further increased productivity through computing and communication technologies.
3) The emerging Third Wave called the Industrial Internet, which connects intelligent machines via sensors and analytics, combining the advances of the prior two revolutions. This convergence holds potential for significant productivity gains across industries through improved efficiency.
1) Never pursue success directly, but rather seek continual excellence and improvement. Success will naturally follow as a byproduct.
2) Live each moment to the fullest as if it is your last, and be passionate in your work so that excellence comes naturally.
3) Learning is a lifelong process and teachers as well as learners can both fail and succeed. Keep learning through humility.
This document outlines a social media marketing campaign for a film studio. The goals are to alter people's perception of the brand, generate buzz, and excite people about upcoming films. The plan is to create 10 unlockable videos for each film, including 1 trailer, and distribute them across Facebook, Twitter, YouTube, and Reddit. It also involves mobile games and video apps, as well as a soundtracks app. The total budget is $100,000-$130,000 covering social media, video production, mobile apps, SEO, and more. Success will be measured by whether all videos are released, overall sentiment, and audience engagement with the film.
This document discusses managing cultural diversity in the workplace. It defines diversity as individual acceptance and respect of uniqueness. Cultural diversity acknowledges broad cultural groups within a culture, including factors like language, race, ethnicity, values, and responsibilities. Cultural values, which can cause cross-cultural differences, include concepts like time orientation, family obligations, and communication patterns. The document suggests managing diversity at work through principles like responsibility, research, communication, and programs to integrate diversity.
The document summarizes a presentation on building brand value in the nutrition industry. The presentation includes discussions on investor context, product positioning, channel strategy, in-market voice, and conclusions. It provides an agenda and introduces the speakers. The presentation will cover the investment perspective on branded nutrition companies, attributes of product differentiation, positioning constructs, channel considerations, and maximizing in-market voice.
Human resource planning has the following key objectives:
1) To ensure the optimum use of existing human resources and forecast future human resource requirements.
2) To provide control measures to ensure necessary human resources are available when required and assess surplus and shortage.
3) To provide direction to all human resource activities and systems and unite the perspectives of line managers and staff.
Dr. Ayman Ismail Localising Successful Business Models for Egypt- Localising ...Nahdet El Mahrousa
Slides for Dr. Ayman Ismail's Interactive Workshop on localising Business Models for the Egyptian context and market.
These Slides were part of the 4 hour workshop including group work on 4 case studies.
ISUS is an online language learning platform that connects learners with personal trainers for one-on-one or small group video/phone sessions. Learners complete interactive online activities and have regular sessions with their trainer who creates personalized learning plans. The platform aims to blend the best of online self-study with human guidance and feedback to improve language skills efficiently. It serves over 300 clients worldwide in multiple languages with a focus on business professionals.
July 19, 2012: Market Outlook and Strategy Update for CPGs and EntrepreneursNutrcapnetwork
Dynamic change in nutrition and health & wellness markets and ever-shifting strategic developments in the food, pharmaceutical and consumer packaged goods industry continue to change the competitive framework of the industry. NCN and Sterling-Rice present and discuss recent market statistics, transactions and the top trends in the nutrition and health & wellness industry.
Il Modulo che ti proponiamo oggi intende fornire delle linee guida riguardanti la "Gestione della relazione con il cliente". Una relazione solida ed efficace con il cliente rappresenta, infatti, l’asse portante dell’attività di uno studio professionale di successo e la questione della relazione con il cliente necessita di essere posta tra le massime priorità. La tendenza ad una sempre più rigorosa regolamentazione del mercato, inoltre, rende sempre più importante conoscere a fondo la propria clientela di riferimento.
This survey found that:
1) 80% of organizations currently have an employee recognition program.
2) The most common reasons for recognizing employees are for years of service (58%) and going above and beyond job duties (48%).
3) Tracking the ROI of recognition programs is challenging, with only 10-21% of organizations doing so depending on their size and sector.
The key challenges in measuring ROI include metrics changing over time and recognition programs not being linked to performance management systems.
Streamlining the Payroll Process document discusses how going paperless can save time and money for businesses and employees. It recommends using payroll cards and online paystubs as part of a 3 step process to streamline payroll. Payroll cards allow employees to access their pay anywhere and provide various financial tools. They save employers costs from issuing and distributing paper checks while providing a positive experience for employees. The document outlines the benefits and provides examples of how payroll cards have helped businesses and school districts save significant time and money in their payroll processes.
The document provides guidance and questions for teachers around academic excellence (AE) practices and lesson planning. It asks teachers to reflect on where they get ideas for teaching AE, how they structure their AE time, and what instructional routines have worked best. It also prompts teachers in non-core subject areas to consider how to use progress monitoring data. Finally, it instructs teachers to work in small groups to create an AE lesson plan or guideline to share with team leaders and staff.
This document defines key terms related to substance use disorders and provides diagnostic criteria. It discusses dependence, abuse, intoxication, withdrawal, and tolerance. Dependence involves impaired control over substance use and continuation despite adverse consequences. Abuse involves harmful use with impairment. The DSM-IV criteria for substance abuse, withdrawal, and dependence are outlined. Factors influencing substance use disorders include genetics, neurochemistry, peer pressure, and comorbid mental health conditions. Treatment aims to manage withdrawal and facilitate long-term behavioral change through various interventions.
The document discusses three waves of innovation:
1) The Industrial Revolution which increased productivity through mechanization.
2) The Internet Revolution which further increased productivity through computing and communication technologies.
3) The emerging Third Wave called the Industrial Internet, which connects intelligent machines via sensors and analytics, combining the advances of the prior two revolutions. This convergence holds potential for significant productivity gains across industries through improved efficiency.
1) Never pursue success directly, but rather seek continual excellence and improvement. Success will naturally follow as a byproduct.
2) Live each moment to the fullest as if it is your last, and be passionate in your work so that excellence comes naturally.
3) Learning is a lifelong process and teachers as well as learners can both fail and succeed. Keep learning through humility.
This document outlines a social media marketing campaign for a film studio. The goals are to alter people's perception of the brand, generate buzz, and excite people about upcoming films. The plan is to create 10 unlockable videos for each film, including 1 trailer, and distribute them across Facebook, Twitter, YouTube, and Reddit. It also involves mobile games and video apps, as well as a soundtracks app. The total budget is $100,000-$130,000 covering social media, video production, mobile apps, SEO, and more. Success will be measured by whether all videos are released, overall sentiment, and audience engagement with the film.
This document discusses managing cultural diversity in the workplace. It defines diversity as individual acceptance and respect of uniqueness. Cultural diversity acknowledges broad cultural groups within a culture, including factors like language, race, ethnicity, values, and responsibilities. Cultural values, which can cause cross-cultural differences, include concepts like time orientation, family obligations, and communication patterns. The document suggests managing diversity at work through principles like responsibility, research, communication, and programs to integrate diversity.
The document summarizes a presentation on building brand value in the nutrition industry. The presentation includes discussions on investor context, product positioning, channel strategy, in-market voice, and conclusions. It provides an agenda and introduces the speakers. The presentation will cover the investment perspective on branded nutrition companies, attributes of product differentiation, positioning constructs, channel considerations, and maximizing in-market voice.
Human resource planning has the following key objectives:
1) To ensure the optimum use of existing human resources and forecast future human resource requirements.
2) To provide control measures to ensure necessary human resources are available when required and assess surplus and shortage.
3) To provide direction to all human resource activities and systems and unite the perspectives of line managers and staff.
This document discusses a study examining the interaction between class size, formative feedback, and student achievement. The study found that smaller class sizes allowed teachers to provide more frequent formative feedback to students. It also found that for students who received frequent formative feedback, lower achieving students in 4th grade showed greater improvement in achievement by 6th grade compared to lower achieving students who received less frequent feedback. The results suggest that smaller class sizes enabling more formative feedback can help improve achievement growth for lower performing students over time.