Forecasting | Project Forecasting| why we do Forecasting| good Qualities of Forecasting | How Disney do Its forecast?| Example of Forecasting | Current Example of Forecasting
Managing Employee Moonlighting in the Future of Work and Era of the gig EconomyOlayiwola Oladapo
Across the Globe the phenomenon of moonlighting is on the rise. Though an ancient practice, the emergence of the gig economy has brought moonlighting to the front burner of global development discourse. Moonlighting is known by different labels like Side Hustle, Private Practice, Side-gig, Side-hustle etc.But regardless of what name it is called it speaks to people doing more than one job for different reasons. In other words, they freelance on a secondary job, in addition to their primary job. In the US, the freelance workforce grew from 53 million in 2014 to 55 million in 2016 and represented 35% of the U.S. workforce. The freelance workforce earned an estimated $1 trillion in that year. The freelance or gig economy is a booming one across the globe though many nation states are actively not tracking data around it. There is therefore an urgent need for an understanding of the emerging moonlighting dynamics and deliberately articulated framework for dealing with moonlighting in the future of work. This piece attempts at triggering the conversation around it to guide all key stakeholders in building management proficiency in dealing with it as an inevitable feature of the Future of Work, the Workplace and the Workforce.
Here are some sample goals you could set for a talent brand program:
- Increase employer brand awareness by 15% among target candidates within 6 months
- Reduce time-to-hire by 10% within 1 year
- Lower voluntary attrition rate by 5% within 2 years
- Increase number of qualified applicants per open role by 20% within 1 year
- Achieve a employer brand rating in the top 3 of your industry within 3 years
- Increase Glassdoor rating to 4 stars or above within 6 months
- Double number of followers/engagers on LinkedIn and Twitter within 1 year
- Increase positive sentiment about your company culture on social media by 10% within 6 months
The
This document provides an overview of the banking sector in India. It discusses the structure of the banking industry including public sector banks, private banks, foreign banks and cooperative banks. It provides details on deposits and priority sector lending over time. It also covers modern banking facilities available in India like ATMs, internet banking, mobile banking, debit/credit cards. The document discusses the growth and potential of the Indian banking industry as well as reasons for investing in the sector such as a growing economy, innovation, demand and supportive policies.
The document summarizes research conducted for the redesign of the Ford Agile Framework site, including card sorting, user interviews, and analysis of pain points. Key findings from card sorting included high agreement on categories like Agile Ceremonies and SAFe Methodology, and low agreement on categories like Agile Processes and Agile Basics. User interviews uncovered pain points such as non-contextual learning, inconsistencies across teams, and information that is difficult to find on the existing site. Recommendations included reorganizing content by methodology, adding practical examples, and promoting role-specific training.
Toyota faced a major crisis in 2010 when it recalled millions of vehicles due to safety issues like braking problems. This led to plummeting sales and damaged Toyota's reputation for quality. As part of its crisis management response, Toyota ran ads, spoke to executives and customers on social media to address the issues. However, some felt Toyota was slow to identify and respond to the problems. The recalls cost Toyota dearly in fines and lost sales. Crisis management experts said restoring customer trust and fixing the issues quickly would determine how much damage was done to Toyota's image long term.
Microsoft places a strong emphasis on training and developing its employees. It uses an on-the-job training approach where new employees learn from more experienced coworkers. Microsoft also offers some off-the-job training through refreshment classes. The company recruits ambitious and talented individuals and aims to develop them further through challenging assignments. Microsoft rewards high performance through stock options and links compensation closely to individual performance reviews. The company culture is informal yet hard-working, and aims to retain and motivate employees through this high-performance environment.
Hyundai provides extensive training programs to new recruits and current employees to promote corporate culture and loyalty. New recruits receive two days of orientation training before being assigned to a department, while most initial work skills are developed on production lines. Hyundai also offers management development programs and encourages employee participation in productivity and quality initiatives. Ford conducts initial interviews on campus or by phone, followed by onsite interviews and assessments at its Michigan headquarters to evaluate technical and leadership skills. The company engages employees through beta testing, community volunteering events, and a phased retirement program that allows partial retirement to support knowledge transfer. Ford also offers an 18-24 month graduate trainee program with rotational assignments across disciplines.
Banking sector is going to be the most watched sector in the coming quarters. There are reasons for this, RBI has reduced the CRR rate and repo rates. The debt/GDP ratio of the Government is scary at 80% essentially meaning that the Government cannot borrow much without jeopardizing stability of banking sector. Given project is an attempt to identify and analyse the vision and mission of HDFC bank, as well as comparing the position and strategies of the bank with its major competitor.
Project:
Provides all the crucial information on HDFC Bank Limited required for business and competitor intelligence needs.
Contains a study of the major internal and external factors affecting HDFC Bank Limited in the form of a SWOT analysis as well as a breakdown and examination of strategies of HDFC Bank Limited.
Major factors contributing the success of HDFC.
Industrial analysis of HDFC through Porter’s five forces model as well as comparing that with its competitor ICICI.
Analysis done on BCG matrix
With this project we have tried to understand the different business process identified by the bank, as well as analyzing its strength and weakness as compared to other banks. Our project is mainly concentrated on the comparative analysis of HDFC and competitor ICICI. The source of information is secondary that is through internet and different newspapers and sites of HDFC and ICICI as well as some of the journals.
Managing Employee Moonlighting in the Future of Work and Era of the gig EconomyOlayiwola Oladapo
Across the Globe the phenomenon of moonlighting is on the rise. Though an ancient practice, the emergence of the gig economy has brought moonlighting to the front burner of global development discourse. Moonlighting is known by different labels like Side Hustle, Private Practice, Side-gig, Side-hustle etc.But regardless of what name it is called it speaks to people doing more than one job for different reasons. In other words, they freelance on a secondary job, in addition to their primary job. In the US, the freelance workforce grew from 53 million in 2014 to 55 million in 2016 and represented 35% of the U.S. workforce. The freelance workforce earned an estimated $1 trillion in that year. The freelance or gig economy is a booming one across the globe though many nation states are actively not tracking data around it. There is therefore an urgent need for an understanding of the emerging moonlighting dynamics and deliberately articulated framework for dealing with moonlighting in the future of work. This piece attempts at triggering the conversation around it to guide all key stakeholders in building management proficiency in dealing with it as an inevitable feature of the Future of Work, the Workplace and the Workforce.
Here are some sample goals you could set for a talent brand program:
- Increase employer brand awareness by 15% among target candidates within 6 months
- Reduce time-to-hire by 10% within 1 year
- Lower voluntary attrition rate by 5% within 2 years
- Increase number of qualified applicants per open role by 20% within 1 year
- Achieve a employer brand rating in the top 3 of your industry within 3 years
- Increase Glassdoor rating to 4 stars or above within 6 months
- Double number of followers/engagers on LinkedIn and Twitter within 1 year
- Increase positive sentiment about your company culture on social media by 10% within 6 months
The
This document provides an overview of the banking sector in India. It discusses the structure of the banking industry including public sector banks, private banks, foreign banks and cooperative banks. It provides details on deposits and priority sector lending over time. It also covers modern banking facilities available in India like ATMs, internet banking, mobile banking, debit/credit cards. The document discusses the growth and potential of the Indian banking industry as well as reasons for investing in the sector such as a growing economy, innovation, demand and supportive policies.
The document summarizes research conducted for the redesign of the Ford Agile Framework site, including card sorting, user interviews, and analysis of pain points. Key findings from card sorting included high agreement on categories like Agile Ceremonies and SAFe Methodology, and low agreement on categories like Agile Processes and Agile Basics. User interviews uncovered pain points such as non-contextual learning, inconsistencies across teams, and information that is difficult to find on the existing site. Recommendations included reorganizing content by methodology, adding practical examples, and promoting role-specific training.
Toyota faced a major crisis in 2010 when it recalled millions of vehicles due to safety issues like braking problems. This led to plummeting sales and damaged Toyota's reputation for quality. As part of its crisis management response, Toyota ran ads, spoke to executives and customers on social media to address the issues. However, some felt Toyota was slow to identify and respond to the problems. The recalls cost Toyota dearly in fines and lost sales. Crisis management experts said restoring customer trust and fixing the issues quickly would determine how much damage was done to Toyota's image long term.
Microsoft places a strong emphasis on training and developing its employees. It uses an on-the-job training approach where new employees learn from more experienced coworkers. Microsoft also offers some off-the-job training through refreshment classes. The company recruits ambitious and talented individuals and aims to develop them further through challenging assignments. Microsoft rewards high performance through stock options and links compensation closely to individual performance reviews. The company culture is informal yet hard-working, and aims to retain and motivate employees through this high-performance environment.
Hyundai provides extensive training programs to new recruits and current employees to promote corporate culture and loyalty. New recruits receive two days of orientation training before being assigned to a department, while most initial work skills are developed on production lines. Hyundai also offers management development programs and encourages employee participation in productivity and quality initiatives. Ford conducts initial interviews on campus or by phone, followed by onsite interviews and assessments at its Michigan headquarters to evaluate technical and leadership skills. The company engages employees through beta testing, community volunteering events, and a phased retirement program that allows partial retirement to support knowledge transfer. Ford also offers an 18-24 month graduate trainee program with rotational assignments across disciplines.
Banking sector is going to be the most watched sector in the coming quarters. There are reasons for this, RBI has reduced the CRR rate and repo rates. The debt/GDP ratio of the Government is scary at 80% essentially meaning that the Government cannot borrow much without jeopardizing stability of banking sector. Given project is an attempt to identify and analyse the vision and mission of HDFC bank, as well as comparing the position and strategies of the bank with its major competitor.
Project:
Provides all the crucial information on HDFC Bank Limited required for business and competitor intelligence needs.
Contains a study of the major internal and external factors affecting HDFC Bank Limited in the form of a SWOT analysis as well as a breakdown and examination of strategies of HDFC Bank Limited.
Major factors contributing the success of HDFC.
Industrial analysis of HDFC through Porter’s five forces model as well as comparing that with its competitor ICICI.
Analysis done on BCG matrix
With this project we have tried to understand the different business process identified by the bank, as well as analyzing its strength and weakness as compared to other banks. Our project is mainly concentrated on the comparative analysis of HDFC and competitor ICICI. The source of information is secondary that is through internet and different newspapers and sites of HDFC and ICICI as well as some of the journals.
The document provides an overview of 3M Company, a diversified technology company with over 35 business units organized into six sectors. In 2011, 3M reported $30 billion in global sales, with 66% from international markets. Key financial objectives include 9-11% earnings growth and 4-6% organic revenue growth through 2020. 3M aims to increase innovation through R&D investments averaging 5.3% of sales annually and derive 30% of sales from new products. Risks include currency volatility and weak economic conditions in some markets. 3M maintains a strong financial position with over $4.5 billion in cash flows and low debt.
This document presents on the recruitment and selection process at Infosys and TCS. It discusses the company profiles of Infosys and TCS, as well as Infosys' recruitment sources like campus interviews and advertisements. The selection process at Infosys has initial screening, written tests, and personal interviews to evaluate candidates' learnability, academic excellence, skills, and problem solving abilities. The document also outlines the different hierarchy levels in the selection process like workforce level, frontline level, and middle management level. Recommendations are provided like maintaining a balance of experienced and new employees, using more internal recruitment, minimizing intermediaries, and optimizing a quicker decision making system.
Hong Kong Disneyland opened in 2005 as a joint venture between Hong Kong government and Walt Disney Company. It uses value chain analysis to understand how it creates value for customers through primary activities like operations, marketing, and service, and support activities like infrastructure, procurement, human resources, and technology development. While value chain analysis works better for manufacturers, it provides insights for service companies like evaluating functions and comparing to competitors. The park focuses on local communities and reducing costs. It is recommended to expand its target markets beyond China to other Asian countries like India.
The Japanese automotive industry rapidly increased production from the 1970s-1990s, overtaking the US to become the world's largest producer with over 13 million vehicles annually. Japanese automakers pioneered just-in-time manufacturing and production methods that emphasized quality, efficiency and affordability. By the 2000s, Japan's market share declined slightly with increased competition, though it remains a major global producer and exporter, with companies like Toyota and Honda among the world's largest.
Nissan has a long history in the Japanese automotive industry dating back to 1933. In the late 1990s, Nissan faced severe financial difficulties but was rescued through an alliance with Renault, which acquired a 36.8% stake in Nissan. To build operational resiliency, Nissan focuses on flexibility in its supply chain through a diverse and integrated workforce, a simplified product line, and a mix of build-to-stock and build-to-order strategies. Nissan manages risks through an executive committee that designates risk owners and reports to the Board of Directors. Following disasters like earthquakes, Nissan enacts business
Recruitment and selection process in it industryABHISHEK SARKAR
The document discusses the recruitment and selection process in the IT industry. It begins by outlining the objectives of understanding recruitment criteria, methods of employee selection like information gathering, testing and interviews. It then provides details on the recruitment process at major IT companies like Tata Consultancy Services, Infosys, Cognizant, Wipro and Tech Mahindra. For each company, it describes their recruitment platform, sources of recruitment, screening process which typically involves written tests, technical and HR interviews and finally selection. It highlights the importance of recruitment in fulfilling organizational goals and strategies involved in hiring the right candidates.
PepsiCo's talent management model focuses on 3 key elements: identification, developing readiness, and movement. Identification involves systematically reviewing all levels of the organization to find the right people for roles. Developing readiness is based on on-the-job training and experiences accounting for 70% of development, with mentoring, coaching and feedback making up another 20% and formal training 10%. Movement of talent is an important but difficult process that PepsiCo manages by integrating it into the initial talent plan and moving people to higher levels once competent while removing potential blockers.
Hindustan Unilever Limited (HUL) is one of India's leading Fast Moving Consumer Goods companies with a heritage of over 80 years. It has a diverse portfolio of brands such as Lifebuoy, Surf Excel, Rin, Wheel, Fair & Lovely, and Lux. HUL has received numerous awards for its social, economic, and environmental performance from organizations like Dun & Bradstreet, Hewitt Associates, and Confederation of Indian Industry. It is recognized as one of India's most trusted brands with 17 of its brands ranking among the top 100 most trusted brands in India. HUL is committed to meeting everyday needs of consumers through its portfolio of brands.
Facebook Inc: A Look at corporate governance Case StudyAyushi Bansal
Facebook uses a mix of cash and equity compensation for its executives. Mark Zuckerberg, as the founder and CEO, has majority voting control over the company due to his ownership of class B shares, which give him around 53-60% of total voting power. As a controlled company, Facebook is not required to have an independent board or compensation committee. However, the company's board is still majority independent and holds meetings without management present. The fact that median Facebook employee pay is over $240,000 could impact corporate governance by prompting public discussions, increasing pressure to raise standard employee pay, and forcing the board to steadily increase compensation.
The document discusses attrition in the IT sector and steps that can be taken to reduce it. It notes that attrition is higher in IT due to the dynamic nature of the industry, high demand for IT professionals, and competitive job market. Common reasons for attrition include salary, promotion opportunities, work culture, stress, and work-life balance issues. The document recommends 25 steps companies can take to reduce attrition, such as conducting exit interviews, recognizing employee contributions, offering learning opportunities, ensuring job security, treating employees well, and making the workplace fun.
HDFC Bank is one of the major private sector banks in India. It was established in 1994 and is headquartered in Mumbai. The bank has over 5,000 branches and ATMs across India that serve corporate and retail customers. HDFC Bank aims to be a world-class bank through high quality customer service, innovative products, and leveraging new technologies. It has experienced significant growth and received several awards for its performance and services.
TCS is one of India's largest private sector employers with over 250,000 employees. The document discusses TCS's compensation strategy, including its components such as basic wages, incentives, and employee benefits. It also describes TCS's EVA compensation model which measures operating and financial performance to determine employee compensation. Surveys show high levels of employee satisfaction at TCS compared to industry averages, particularly regarding training, appraisal systems, and overall satisfaction. TCS uses a combination of fixed pay and variable pay linked to performance to incentivize employees.
The document provides information about HDFC Bank including its history, products and services, competitors, and financial performance. Some key points:
- HDFC Bank was founded in 1994 and is headquartered in Mumbai, India. It has over 66,000 employees.
- The bank offers various banking and insurance products including loans, savings, credit cards, and investment vehicles. Competitors include SBI, ICICI Bank, and Axis Bank.
- In 2012, HDFC Bank reported revenue of $6.487 billion and a profit of $978.3 million with total assets of $70.17 billion. The document outlines the bank's vision, mission, and business strategy for growth.
1) The document analyzes the fuel station forecasting and inventory management practices of Agarwal Automobiles, an authorized fuel station in India.
2) It identifies weaknesses in the current approach, which does not use formal analytical techniques for ordering and inventory policies.
3) Recommendations include developing a forecasting model and inventory management system to increase efficiency and profits.
CarMax was created in 1993 as a subsidiary of Circuit City, an electronics retailer, to apply the "big box" retail model to used car sales. CarMax operates large used car "superstores" with 500+ vehicle inventories and aims to provide a no-haggling sales experience. It has grown significantly since opening its first location in 1993 and became an independent, publicly traded company after being spun off from Circuit City in 2002.
Analyzing customer decision making process in insurance servicesAnand Tomar
Project report on Analyzing customer decision-making process in insurance services.
Project Synopsis
About Insurance Sector
About the company
Swot analysis
Porter five forces model
Organizational Structure
Recruitment & Selection
Internship Summary
Project Description
Learnings
Findings
Suggestion
References
Annexure
Perks WW 10 Employee Recognition Program Best Practices WebinarDeb Broderson
The document outlines 10 best practices for employee recognition programs. It recommends developing an ROI plan, tying recognition to company values and goals, implementing peer-to-peer recognition over top-down approaches, recognizing specific behaviors, making the recognition process fast and easy, helping managers succeed, keeping all employees informed, using game mechanics to increase engagement, balancing intrinsic and extrinsic rewards, and monitoring performance and making adjustments. It provides details on elements to consider for each best practice.
Deloitte is one of the "Big Four" accounting firms and the largest professional services network in the world. It has operational headquarters in New York City and provides services in over 150 countries. Deloitte has over 100 offices in the United States, 29 offices in the United Kingdom, and over 500 offices globally. Though Deloitte does not have a direct presence in Bangladesh, three of the "Big Four" firms have member firms operating in the country. Deloitte generates revenue from audit, consulting, risk advisory, and tax services and employs over 300,000 professionals worldwide.
General Electric - Jack Welch and Jeffrey Immelt - (CEO Succession) | Organiz...Arjun Parekh
This presentation is based on a Case Study: 'Jack Welch and Jeffrey Immelt: Continuity and Change in Strategy, Style and Culture at GE (General Electric)' The presentation also consists of ingenious OB (Organizational Behavior) Analysis. Leadership style, Management Style, of these two great CEOs has been discussed in the slides.
This document discusses forecasting techniques. It begins by defining forecasting as predicting future events using historical data and mathematical models. It then discusses different forecasting time horizons including short, medium, and long range. Short range forecasts are less than 1 year, medium 1-3 years, and long more than 3 years. The document also covers qualitative and quantitative forecasting approaches, types of forecasts including economic, technological, and demand, and examples of forecasting techniques like moving averages and exponential smoothing.
The document discusses various aspects of forecasting, including:
- Forecasting involves making predictions about future values of variables like demand. Accurate forecasts are important for planning operations, supply chains, staffing needs etc.
- Forecasts can be short-term (hours to months) or long-term (years). Both the expected level and accuracy of forecasts are important.
- Qualitative and quantitative methods can be used. Qualitative methods rely more on subjective judgment while quantitative methods analyze objective historical data.
- Specific qualitative methods discussed include Delphi, surveys, consensus among executives. Quantitative time series models examine trends, seasonality and irregular patterns in past data.
The document provides an overview of 3M Company, a diversified technology company with over 35 business units organized into six sectors. In 2011, 3M reported $30 billion in global sales, with 66% from international markets. Key financial objectives include 9-11% earnings growth and 4-6% organic revenue growth through 2020. 3M aims to increase innovation through R&D investments averaging 5.3% of sales annually and derive 30% of sales from new products. Risks include currency volatility and weak economic conditions in some markets. 3M maintains a strong financial position with over $4.5 billion in cash flows and low debt.
This document presents on the recruitment and selection process at Infosys and TCS. It discusses the company profiles of Infosys and TCS, as well as Infosys' recruitment sources like campus interviews and advertisements. The selection process at Infosys has initial screening, written tests, and personal interviews to evaluate candidates' learnability, academic excellence, skills, and problem solving abilities. The document also outlines the different hierarchy levels in the selection process like workforce level, frontline level, and middle management level. Recommendations are provided like maintaining a balance of experienced and new employees, using more internal recruitment, minimizing intermediaries, and optimizing a quicker decision making system.
Hong Kong Disneyland opened in 2005 as a joint venture between Hong Kong government and Walt Disney Company. It uses value chain analysis to understand how it creates value for customers through primary activities like operations, marketing, and service, and support activities like infrastructure, procurement, human resources, and technology development. While value chain analysis works better for manufacturers, it provides insights for service companies like evaluating functions and comparing to competitors. The park focuses on local communities and reducing costs. It is recommended to expand its target markets beyond China to other Asian countries like India.
The Japanese automotive industry rapidly increased production from the 1970s-1990s, overtaking the US to become the world's largest producer with over 13 million vehicles annually. Japanese automakers pioneered just-in-time manufacturing and production methods that emphasized quality, efficiency and affordability. By the 2000s, Japan's market share declined slightly with increased competition, though it remains a major global producer and exporter, with companies like Toyota and Honda among the world's largest.
Nissan has a long history in the Japanese automotive industry dating back to 1933. In the late 1990s, Nissan faced severe financial difficulties but was rescued through an alliance with Renault, which acquired a 36.8% stake in Nissan. To build operational resiliency, Nissan focuses on flexibility in its supply chain through a diverse and integrated workforce, a simplified product line, and a mix of build-to-stock and build-to-order strategies. Nissan manages risks through an executive committee that designates risk owners and reports to the Board of Directors. Following disasters like earthquakes, Nissan enacts business
Recruitment and selection process in it industryABHISHEK SARKAR
The document discusses the recruitment and selection process in the IT industry. It begins by outlining the objectives of understanding recruitment criteria, methods of employee selection like information gathering, testing and interviews. It then provides details on the recruitment process at major IT companies like Tata Consultancy Services, Infosys, Cognizant, Wipro and Tech Mahindra. For each company, it describes their recruitment platform, sources of recruitment, screening process which typically involves written tests, technical and HR interviews and finally selection. It highlights the importance of recruitment in fulfilling organizational goals and strategies involved in hiring the right candidates.
PepsiCo's talent management model focuses on 3 key elements: identification, developing readiness, and movement. Identification involves systematically reviewing all levels of the organization to find the right people for roles. Developing readiness is based on on-the-job training and experiences accounting for 70% of development, with mentoring, coaching and feedback making up another 20% and formal training 10%. Movement of talent is an important but difficult process that PepsiCo manages by integrating it into the initial talent plan and moving people to higher levels once competent while removing potential blockers.
Hindustan Unilever Limited (HUL) is one of India's leading Fast Moving Consumer Goods companies with a heritage of over 80 years. It has a diverse portfolio of brands such as Lifebuoy, Surf Excel, Rin, Wheel, Fair & Lovely, and Lux. HUL has received numerous awards for its social, economic, and environmental performance from organizations like Dun & Bradstreet, Hewitt Associates, and Confederation of Indian Industry. It is recognized as one of India's most trusted brands with 17 of its brands ranking among the top 100 most trusted brands in India. HUL is committed to meeting everyday needs of consumers through its portfolio of brands.
Facebook Inc: A Look at corporate governance Case StudyAyushi Bansal
Facebook uses a mix of cash and equity compensation for its executives. Mark Zuckerberg, as the founder and CEO, has majority voting control over the company due to his ownership of class B shares, which give him around 53-60% of total voting power. As a controlled company, Facebook is not required to have an independent board or compensation committee. However, the company's board is still majority independent and holds meetings without management present. The fact that median Facebook employee pay is over $240,000 could impact corporate governance by prompting public discussions, increasing pressure to raise standard employee pay, and forcing the board to steadily increase compensation.
The document discusses attrition in the IT sector and steps that can be taken to reduce it. It notes that attrition is higher in IT due to the dynamic nature of the industry, high demand for IT professionals, and competitive job market. Common reasons for attrition include salary, promotion opportunities, work culture, stress, and work-life balance issues. The document recommends 25 steps companies can take to reduce attrition, such as conducting exit interviews, recognizing employee contributions, offering learning opportunities, ensuring job security, treating employees well, and making the workplace fun.
HDFC Bank is one of the major private sector banks in India. It was established in 1994 and is headquartered in Mumbai. The bank has over 5,000 branches and ATMs across India that serve corporate and retail customers. HDFC Bank aims to be a world-class bank through high quality customer service, innovative products, and leveraging new technologies. It has experienced significant growth and received several awards for its performance and services.
TCS is one of India's largest private sector employers with over 250,000 employees. The document discusses TCS's compensation strategy, including its components such as basic wages, incentives, and employee benefits. It also describes TCS's EVA compensation model which measures operating and financial performance to determine employee compensation. Surveys show high levels of employee satisfaction at TCS compared to industry averages, particularly regarding training, appraisal systems, and overall satisfaction. TCS uses a combination of fixed pay and variable pay linked to performance to incentivize employees.
The document provides information about HDFC Bank including its history, products and services, competitors, and financial performance. Some key points:
- HDFC Bank was founded in 1994 and is headquartered in Mumbai, India. It has over 66,000 employees.
- The bank offers various banking and insurance products including loans, savings, credit cards, and investment vehicles. Competitors include SBI, ICICI Bank, and Axis Bank.
- In 2012, HDFC Bank reported revenue of $6.487 billion and a profit of $978.3 million with total assets of $70.17 billion. The document outlines the bank's vision, mission, and business strategy for growth.
1) The document analyzes the fuel station forecasting and inventory management practices of Agarwal Automobiles, an authorized fuel station in India.
2) It identifies weaknesses in the current approach, which does not use formal analytical techniques for ordering and inventory policies.
3) Recommendations include developing a forecasting model and inventory management system to increase efficiency and profits.
CarMax was created in 1993 as a subsidiary of Circuit City, an electronics retailer, to apply the "big box" retail model to used car sales. CarMax operates large used car "superstores" with 500+ vehicle inventories and aims to provide a no-haggling sales experience. It has grown significantly since opening its first location in 1993 and became an independent, publicly traded company after being spun off from Circuit City in 2002.
Analyzing customer decision making process in insurance servicesAnand Tomar
Project report on Analyzing customer decision-making process in insurance services.
Project Synopsis
About Insurance Sector
About the company
Swot analysis
Porter five forces model
Organizational Structure
Recruitment & Selection
Internship Summary
Project Description
Learnings
Findings
Suggestion
References
Annexure
Perks WW 10 Employee Recognition Program Best Practices WebinarDeb Broderson
The document outlines 10 best practices for employee recognition programs. It recommends developing an ROI plan, tying recognition to company values and goals, implementing peer-to-peer recognition over top-down approaches, recognizing specific behaviors, making the recognition process fast and easy, helping managers succeed, keeping all employees informed, using game mechanics to increase engagement, balancing intrinsic and extrinsic rewards, and monitoring performance and making adjustments. It provides details on elements to consider for each best practice.
Deloitte is one of the "Big Four" accounting firms and the largest professional services network in the world. It has operational headquarters in New York City and provides services in over 150 countries. Deloitte has over 100 offices in the United States, 29 offices in the United Kingdom, and over 500 offices globally. Though Deloitte does not have a direct presence in Bangladesh, three of the "Big Four" firms have member firms operating in the country. Deloitte generates revenue from audit, consulting, risk advisory, and tax services and employs over 300,000 professionals worldwide.
General Electric - Jack Welch and Jeffrey Immelt - (CEO Succession) | Organiz...Arjun Parekh
This presentation is based on a Case Study: 'Jack Welch and Jeffrey Immelt: Continuity and Change in Strategy, Style and Culture at GE (General Electric)' The presentation also consists of ingenious OB (Organizational Behavior) Analysis. Leadership style, Management Style, of these two great CEOs has been discussed in the slides.
General Electric - Jack Welch and Jeffrey Immelt - (CEO Succession) | Organiz...
Similar to Forecasting | Project Forecasting| why we do Forecasting| good Qualities of Forecasting | How Disney do Its forecast?| Example of Forecasting | Current Example of Forecasting
This document discusses forecasting techniques. It begins by defining forecasting as predicting future events using historical data and mathematical models. It then discusses different forecasting time horizons including short, medium, and long range. Short range forecasts are less than 1 year, medium 1-3 years, and long more than 3 years. The document also covers qualitative and quantitative forecasting approaches, types of forecasts including economic, technological, and demand, and examples of forecasting techniques like moving averages and exponential smoothing.
The document discusses various aspects of forecasting, including:
- Forecasting involves making predictions about future values of variables like demand. Accurate forecasts are important for planning operations, supply chains, staffing needs etc.
- Forecasts can be short-term (hours to months) or long-term (years). Both the expected level and accuracy of forecasts are important.
- Qualitative and quantitative methods can be used. Qualitative methods rely more on subjective judgment while quantitative methods analyze objective historical data.
- Specific qualitative methods discussed include Delphi, surveys, consensus among executives. Quantitative time series models examine trends, seasonality and irregular patterns in past data.
Forecasting methods by Neeraj Bhandari ( Surkhet.Nepal )Neeraj Bhandari
This document discusses various forecasting methods used to predict future outcomes when historical data is available or not. It describes subjective qualitative methods like sales force composites, customer surveys, and Delphi techniques that rely on expert opinions. Objective quantitative methods include causal models that examine factors influencing outcomes and time series analysis of historical trends, seasonality, and levels. The document also outlines short, medium, and long-term forecasting horizons and the appropriate techniques for each.
The document discusses forecasting techniques. It outlines the learning objectives which include listing elements of a good forecast, describing qualitative and quantitative forecasting approaches, and explaining measures of forecast accuracy. The document also describes various forecasting techniques such as qualitative judgmental forecasts, quantitative time-series forecasts including naive forecasts, moving averages, weighted moving averages, exponential smoothing, and linear trend analysis. It provides examples and discusses advantages and disadvantages of each technique.
This document discusses sales forecasting and demand forecasting. It covers the key elements of a good forecast including being timely, reliable, accurate, written, easy to understand and easy to use. It outlines the steps in the forecasting process from determining the purpose to monitoring the forecast. Finally, it describes different forecasting methods including qualitative methods like surveys and test marketing, and quantitative methods like time-series analysis and causal models. The overall goal of sales forecasting is to predict customer demand as accurately as possible.
The document outlines key concepts and steps related to forecasting techniques. It discusses features common to all forecasts, why forecasts are generally inaccurate, elements of a good forecast, and the forecasting process. It also covers forecast errors, qualitative and quantitative forecasting methods, and specific techniques like naive forecasts, moving averages, weighted averages, exponential smoothing, trend analysis, and seasonal adjustments. The learning objectives are to understand these forecasting fundamentals and how to apply various quantitative techniques.
Operations Management course develops, among the students, a knowledge and a set of skills to manage operations of a unit, section or an organization in an efficient way. The students will learn how to optimize the resource utilization for the maximum output.
Here are the exponential smoothing forecasts for periods 2-10 using a smoothing constant (α) of 0.1:
2: 815.50
3: 801.95
4: 787.26
5: 783.53
6: 785.38
7: 786.64
8: 784.17
9: 782.29
10: 780.41
This document outlines the steps for forecasting, including:
1) Determining the use and items to be forecasted, as well as the time horizon, which can be short, medium, or long-term.
2) Selecting either qualitative or quantitative forecasting approaches depending on the situation.
3) Collecting and reducing relevant and reliable data from primary and secondary sources.
4) Exploring patterns in time series data like trends, cycles, and seasonality.
5) Selecting an appropriate forecasting model like exponential smoothing or regression and making a forecast.
This document discusses forecasting methods used in production and operations management. It defines forecasting as predicting future values based on historical data. The key types of forecasts discussed are judgmental forecasts using subjective inputs, time series forecasts using historical data patterns, and associative models using explanatory variables. Time series methods covered include simple moving averages, weighted moving averages, and exponential smoothing. Exponential smoothing gives more weight to recent periods to generate forecasts. Quantitative forecasting methods are chosen based on the forecast horizon and data available.
1. The document discusses 10 different forecasting models: time series moving average, market research, exponential smoothing, jury of executive opinion, naive method, correlation-regression, sales force composite, Delphi technique, and econometric models.
2. It provides examples and explanations of simple and weighted moving averages as well as exponential smoothing. It also outlines advantages and disadvantages of various qualitative forecasting methods.
3. The document concludes with an application example of forecasting apricot production and distribution using a times series seasonal model.
This document provides an overview of economic forecasting. It defines forecasting and economic forecasting, and outlines the 7 key steps in the economic forecasting process: 1) determining the forecast's use, 2) identifying items to forecast, 3) setting time limits, 4) collecting data, 5) selecting a forecasting model, 6) estimating the forecast, and 7) making the forecast. It also discusses forecast types, including qualitative vs. quantitative and short, medium, and long-term, as well as common forecasting methods.
Demand forecasting uses historical data to predict future customer demand for products and services. This helps businesses make informed supply decisions to optimize inventory levels and meet sales targets. Common demand forecasting methods include time series analysis, surveys, and statistical modeling to predict sales from analyzing historical trends. Accurate forecasting allows businesses to improve production planning, inventory management, and capital investment decisions.
This document discusses forecasting in manufacturing and mechanical engineering. It defines forecasting as an estimate of uncertain future events used to improve decision-making and planning. Several types of forecasts are described, including short, intermediate, and long term forecasts used for inventory control, production planning, and facility planning. Common forecasting methods like informed opinion, Delphi method, market research, and historical analogy are outlined. The document also covers forecasting techniques like simple and weighted moving averages, exponential smoothing, and seasonal adjustments. It defines forecast error and common metrics to evaluate forecast accuracy like MAD, MAPE, and MSE. In conclusion, the author acknowledges sources for the forecasting information and expresses gratitude to faculties, parents, and friends.
This document provides an overview of operations management forecasting models and their applications. It defines forecasting and lists its common uses. The key components of a forecast and the forecasting process are described. Both qualitative and quantitative forecasting approaches are discussed, along with their advantages and disadvantages. Specific forecasting techniques covered include time series methods, regression methods, moving averages, exponential smoothing, and naive forecasts. Examples are provided to illustrate weighted moving averages and exponential smoothing.
The document discusses various forecasting techniques used to predict future values based on historical patterns. It describes qualitative methods like executive judgment and quantitative time series methods including naive forecasting, simple moving averages, and weighted moving averages. Forecasting is important for business planning in areas like production, inventory, sales and more. Accurate forecasts are challenging to achieve but provide better guidance than no forecasts at all.
- The document discusses various topics related to human resource management and manpower planning, including definitions, importance, types, and forecasting methods.
- It defines manpower planning as putting the right number and type of people in the right place and time to achieve organizational goals.
- Manpower planning is important for fully utilizing current employees, filling future needs, and increasing productivity.
- The document discusses qualitative and quantitative forecasting methods, including executive judgment, surveys, and time series analysis. It provides examples of applying simple moving averages to sales data.
Forecasting is making predictions about future events or trends based on historical and present data. There are qualitative and quantitative forecasting methods. Qualitative methods include executive judgement, sales force opinions, and the Delphi method. Quantitative methods analyze past numerical data to identify trends and patterns using techniques like moving averages, exponential smoothing, and econometric models. Accurate forecasting allows businesses to effectively plan production and operations to meet demand.
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Lecture slide titled Fraud Risk Mitigation, Webinar Lecture Delivered at the Society for West African Internal Audit Practitioners (SWAIAP) on Wednesday, November 8, 2023.
1. Elemental Economics - Introduction to mining.pdfNeal Brewster
After this first you should: Understand the nature of mining; have an awareness of the industry’s boundaries, corporate structure and size; appreciation the complex motivations and objectives of the industries’ various participants; know how mineral reserves are defined and estimated, and how they evolve over time.
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After this second you should be able to: Explain the main determinants of demand for any mineral product, and their relative importance; recognise and explain how demand for any product is likely to change with economic activity; recognise and explain the roles of technology and relative prices in influencing demand; be able to explain the differences between the rates of growth of demand for different products.
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Financial Assets: Debit vs Equity Securities.pptxWrito-Finance
financial assets represent claim for future benefit or cash. Financial assets are formed by establishing contracts between participants. These financial assets are used for collection of huge amounts of money for business purposes.
Two major Types: Debt Securities and Equity Securities.
Debt Securities are Also known as fixed-income securities or instruments. The type of assets is formed by establishing contracts between investor and issuer of the asset.
• The first type of Debit securities is BONDS. Bonds are issued by corporations and government (both local and national government).
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There are no fixed maturity dates in such securities, and asset’s value is determined by company’s performance. There are two major types of equity securities: common stock and preferred stock.
Common Stock: These are simple equity securities and bear no complexities which the preferred stock bears. Holders of such securities or instrument have the voting rights when it comes to select the company’s board of director or the business decisions to be made.
Preferred Stock: Preferred stocks are sometime referred to as hybrid securities, because it contains elements of both debit security and equity security. Preferred stock confers ownership rights to security holder that is why it is equity instrument
<a href="https://www.writofinance.com/equity-securities-features-types-risk/" >Equity securities </a> as a whole is used for capital funding for companies. Companies have multiple expenses to cover. Potential growth of company is required in competitive market. So, these securities are used for capital generation, and then uses it for company’s growth.
Concluding remarks
Both are employed in business. Businesses are often established through debit securities, then what is the need for equity securities. Companies have to cover multiple expenses and expansion of business. They can also use equity instruments for repayment of debits. So, there are multiple uses for securities. As an investor, you need tools for analysis. Investment decisions are made by carefully analyzing the market. For better analysis of the stock market, investors often employ financial analysis of companies.
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Forecasting | Project Forecasting| why we do Forecasting| good Qualities of Forecasting | How Disney do Its forecast?| Example of Forecasting | Current Example of Forecasting
1. Group # 3
Ahmad Raza(F-328)
Aneeza Ghafar(F-320)
Rehman Raza (F-317)
Submitted to
Mam Noreen
NUML
National University of Modern
Languages
Class
M.Com IV
2.
3. Content
What is forecasting
Why we do Forecasting
Characteristics of forecasting
Forecasting Time Horizons
Types of Forecasts
Seven steps of Forecasting
5. Why we do Forecasting?
Optimal use of resources
To know the demand of market
what will happen in the future in
market
what sales or revenue will be
Purchase new equipment
To make better investments
6. Accurate
Reliable
Timely
Easy to use and understand
Cost-effective
Good forecast qualities
7. Forecasting Time Horizons
Forecast time horizons fall into three
categories
Short-range forecast (up to 1 year)
Medium-range forecast (up to 3 years)
Long-range forecast (more than 3 years)
8. Short-range forecast
•This forecast has a time span of
up to 1 year but is generally less
than 3 months.
It is used for
i. Planning purchasing
ii. Job scheduling
iii. Workforce levels
iv. Job assignments
v. Production levels.
9. Medium-range forecast
•A medium-range forecast generally spans
from 3 months to 3 years. It is useful
i. Sales planning
ii. Production planning and
iii. Budgeting
iv. Cash budgeting
v. Analysis of various operating plans
10. Long-range Forecast
•Generally 3 years or more in time span,
long-range forecasts are used
i. Planning for new products
ii. Capital expenditures
iii. Facility location or expansion
iv. Research and development
11. Types of Forecasts
•Organizations use three major types
of forecasts in planning future
operations
i. Economic forecasts
ii. Technological forecasts
iii. Demand forecasts
14. Demand forecasts
These are projections of demand
Company’s products or services
How much demand of product or services is or will be
in future?
Managers need immediate and accurate information
about real demand.
15. Seven Steps in the Forecasting
System
•Forecasting follows seven basic steps. (we use
Disney as an example)
1. Determine the use of the forecast
2. Select the items to be forecasted
3. Determine the time horizon of the forecast
4. Select the forecasting model(s)
5. Gather the data needed to make the forecast
6. Make the forecast.
7. Validate and implement the results
16. Determine the use of the
forecast
Disney uses park attendance forecasts to drive
decisions about
Staffing
opening times
Ride availability
Food supplies.
17. Select the items to be forecasted
•For Disney World, there are six main parks.
•A forecast of daily attendance at each is the main
number that
•determines labor,
• maintenance
• scheduling.
18. Determine the time horizon of
the forecast
Is it short, medium, or long term?
Disney develops
daily,
weekly,
monthly,
annual, and
5-year forecasts.
19. Select the forecasting model(s)
•Disney uses a variety of statistical models that we
shall discuss,
• Moving averages
•Econometrics
•Regression analysis.
20. Gather the data needed to make
the forecast
Disney’s forecasting team employs 35 analysts
and 70 field personnel to survey 1 million
people/businesses every year.
Disney also uses a firm called global insights for
travel industry forecasts and gathers data on
Exchange rates,
Arrivals into the U.S.
Airline specials
Wall street trends
School vacation schedules.
21. Make the forecast
After doing above all steps now we
have all the thing which we needed to
forecast .
Now we are able to make forecast
22. Validate and implement the
results
•At Disney,
• forecasts are reviewed daily
•to make sure that the model, assumptions, and
data are valid.
•Error measures are applied;
• then the forecasts are used to schedule
personnel down to 15-minute intervals.