Global management trends in a two speed world 2.9.2011
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The document summarizes global management trends in today's two-speed world. It discusses how companies must meet the needs of both slow and fast-growing markets. Key success factors include supply chain flexibility, localization, and innovation. Political shifts create both challenges and opportunities. There is a trend toward balancing corporate profits with social needs. Global entrepreneurship is on the rise as more companies take risks to succeed in new markets. Some large companies are also focusing on global social responsibility through projects in developing areas.
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VidenDanmark holdt den 23. marts 2010 møde hos MillionBrains om åben innovation og videndeling. Sam Kondo Steffensen fra MillionBrains fortalte deltagerne fra VidenDanmark om baggrunden for MillionBrains-projektet - og om hvad idéen er med platformen. MillionBrains er rigtig åben innovation - man kan lægge Challenges ud - og alle kan melde sig ind som Brains. På sigt vil man nok være lidt kritiske ift. hvilke challenges, der kan lægges ud. MillionBrains bygger på en teknoligi - der arbejder semantisk - i stedet for søgeteknologi ønskes det modsatte - at informationen kommer til dig - på baggrund af opsamlede data.
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This document provides an executive summary and table of contents for a report on Coca-Cola's Manual Distribution Center (MDC) model in Ethiopia and Tanzania. The MDC model aims to create business and development benefits. It assesses how the model provides opportunities for entrepreneurship, employment, and women's economic empowerment. The report also provides recommendations to strengthen the model, including investing in continuous business improvements, broadening socio-economic opportunities, promoting small business development, exploring social product distribution, and undertaking participatory evaluations.
Other 10 mdc_report
The document provides an executive summary and introduction to a study on Coca-Cola's Manual Distribution Center (MDC) model in Ethiopia and Tanzania. The study aims to understand how the MDC model is structured and implemented, and how it contributes to economic opportunity and human development. It involved interviews with Coca-Cola managers and owners/employees of 48 MDCs in the two countries. Preliminary findings were discussed at a multi-stakeholder meeting in Tanzania to get input from development organizations. The full report will analyze the business and development benefits of the inclusive business model.
Differentiate and Grow a Thriving Retail Business
In this inspiring keynote Jason speaks about the importance of creating and culture of innovation and how innovation unleashes your people’s talent and creativity, driving new value and differentiation in today’s crowded marketplace. Innovation -- You can't survive without it.
Global Human Capital Trends 2014
CEOs and HR leaders see talent as a major challenge to growth. Where should you focus? Our survey of 2500+ leaders in 90+ countries reveals 12 critical trends shaping the human capital agenda.
Critical new skills are scarce—and their uneven distribution around the world is forcing companies to develop innovative new ways to find people, develop capabilities, and share expertise.
VISIT HR BLOG -> cake.hr/blog
Building public benefit and shared value into business
Building public benefit and shared value into business was a presentation delivered at the Schulich School of Business Greenedge Conference 2011. The presentation covers the motivation for public benefit
Inclusive Business Challenge
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2015 q2 McKinsey quarterly - Thriving at scale
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Education and the SDGs in the Age of Great Disruptions
The document discusses education and human capital development in the context of achieving the UN Sustainable Development Goals. It highlights disruptive technology as a global trend impacting jobs and skills. The Human Capital Project aims to accelerate investments in education, health, and social protection to build skills for equity and economic growth. Realizing the SDGs requires a focus on learning, technology, strengthening education systems, and cross-sector collaboration between governments, employers, and other stakeholders.
Crowdsourcing
The new innovation model
For more white papers and webinars, go to http://www.sldesignlounge.com
Or visit us at http://www.sld.com
Global talent 2021
Estudo feito pela Oxford Economics
Talento Global de 2021 Como a nova geografia do talento vai transformar estratégias de recursos humanos
mudanças na oferta de talentos irá ocorrer durante a próxima década. Para completar os resultados
de nossa pesquisa quantitativa, foi realizada uma série de entrevistas em profundidade com HR
executivos de todo o mundo e chamou a experiência de nosso comitê de direção de RH.
Nossa pesquisa revela não só paisagem de amanhã para o talento global será
dramaticamente diferente do que a de hoje, mas que alguns países e Industries
precisam de se adaptar mais rapidamente para acomodar essas mudanças rápidas.
Inclusive Business - The Importance of Scale
Inclusive business models have the potential to tap into large untapped markets and address global poverty challenges, but few have reached scale so far. There is now a "perfect storm" of conditions forming to help inclusive businesses scale, including a focus on social impact, dedicated financing, supportive policies and technology. However, reaching scale remains challenging as traditional approaches will not work. With innovation, addressing poverty can represent major business opportunities by accessing spending power of billions, strengthening supply chains, and expanding the labor pool, but scaling inclusive business requires new strategies beyond business as usual.
In the beginning
Strategic Source Solutions is a Stanford technology entrepreneur team with a vision of sharing client risk to expand businesses beyond historic markets. They discuss challenges like emerging markets shifting economic power, the need for innovation, and challenges from new global competitors. They propose learning about situations and people, creating solutions, doing by implementing plans, and adapting when needed. The document discusses issues like balancing local autonomy and global scale, organizational structure, transparency, talent, and mastery through stages of increasing expertise. Their goal is finding ways to engage and share risks to help clients build and expand business.
Chro eventv4
The document summarizes the key findings from IBM's 2010 Chief Human Resource Officer (CHRO) Study. The study interviewed over 700 HR leaders from 61 countries. It identified three main themes that were challenges for HR leaders: 1) Cultivating creative leaders, 2) Mobilizing for speed and flexibility, and 3) Capitalizing on collective intelligence. These challenges require HR leaders to facilitate development of energized leaders, provide a fast and adaptive workforce, and tap into institutional knowledge. The study helps IBM align its offerings to address the needs identified by HR executives.
Paper on driving_innovation_in_large_corporations
This document discusses how three large companies - Danfoss, Hewlett-Packard, and Qualcomm - have used business plan competitions to stimulate innovation. It describes how each company has run its own competition annually or biannually that is open to all employees. The competitions aim to develop entrepreneurial skills, identify new business opportunities, and promote innovation. Employees submit business proposals and finalists present to executive judges. Winning teams receive funding and resources to develop their ideas further. The competitions have led to new ventures being launched and increased innovation within the companies.
Paper on driving_innovation_in_large_corporations
This document discusses how three large companies - Danfoss, Hewlett-Packard, and Qualcomm - have used business plan competitions to stimulate innovation. It describes how each company has run its own competition annually or biannually that is open to all employees. The competitions aim to develop entrepreneurial skills, identify new business opportunities, and promote innovation culture. Employees develop new venture ideas and proposals in teams, and finalists present to executive judges. Winning teams receive funding and resources to develop proposals further. Over time, some proposals have led to new internal businesses or spin-outs, helping the companies harness entrepreneurship to drive innovation.
Session I - Framing the Conversation on Inequality and Development Choices by...
Session I - Framing the Conversation on Inequality and Development Choices by...KhazanahResearchInstitute
Malaysian Income Distribution in a Global Context
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18 January 2018Innovation Management - A capsuled presentation on Innovation for students
A crisp presentation on Innovation, its definitions, meaning and how to ' manage innovation' as a Manager / Executive within a business organization / company
Deloitte University Press Global Human Capital Trends
The document provides an overview of the key findings from a global survey of over 2,500 business and HR leaders in 94 countries on important human capital trends. The top findings were: 1) Leadership development, retention and engagement, reskilling HR, and talent acquisition were rated as the most urgent issues. 2) There is a large gap between the perceived urgency of these issues and organizations' readiness to address them. 3) Leadership development was seen as the single most urgent issue. 4) Retention and engagement was the second most urgent issue but often lacks clear ownership. 5) Reskilling HR was also a top priority as HR transforms its role from administration to a business partner.
Global Human Capital Trends
The document provides an overview of the key findings from a global survey of over 2,500 business and HR leaders in 94 countries on important human capital trends. The top findings were:
1) Leadership development, retention and engagement, reskilling HR, and talent acquisition were rated as the most urgent issues.
2) There is a large gap between the perceived urgency of these issues and organizations' readiness to address them.
3) Retention and engagement are seen as a shared responsibility between HR, leadership and management rather than owned solely by HR.
4) HR is undergoing a major transformation from an administrative to a strategic business partner role, requiring new skills.
Similar to Global management trends in a two speed world 2.9.2011 (20)
Building public benefit and shared value into business
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Education and the SDGs in the Age of Great Disruptions
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Session I - Framing the Conversation on Inequality and Development Choices by...
Session I - Framing the Conversation on Inequality and Development Choices by...
Innovation Management - A capsuled presentation on Innovation for students
Innovation Management - A capsuled presentation on Innovation for students
Deloitte University Press Global Human Capital Trends
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Global management trends in a two speed world 2.9.2011
- 1. Global management trends in a two-speed world Presented by: Nina Covrljan, CnC partners Drexel University, 2/9/2011 www.cncpartners.net
- 3. Critical success factor: Supply chain flexibility, localization in developing countries, pressure to increase scale and efficiency. (1)
- 4. Innovation key to gaining ground in developing countries (rapid product development, proliferation and cost efficiencies). Also key to maintaining ground in mature markets. (1)
- 5. Political shifts create challenges and opportunities, corporate social responsibility is the new norm, early adopters have a significant advantage.
- 6. Key emerging global trend: Creating a win-win:-balancing the corporate profit motive with social needs. (1) Source: Wharton Knowledge, “Rethinking operations for a two speed world”, Feb. 3, 2011
- 8. Portable and modular global workforce: The rise of the contingent workforce. Significant opportunity to quickly and efficiently diversify talent, requires very different collaboration and management style. Accounts for up to 40% of the fortune 1000 workforce, 75% of SMEs make use of contingent workforce. Projected increase by 54% by 2012.
- 10. Global entrepreneurship: What makes it possible?
- 11. Fortune 500 and Global social responsibility: The HP “living lab” project: i-community in Kuppam, India “We chose Kuppam because of what it could help HP learn about nascent or “White space” opportunities that lie in between markets.” “Creation of a community eco-system with focus on Global citizenship”. Source: Harvard Business Review, “Microcapitalism and the Mega corporation”, Aug. 2003
- 12. The new money center banking model: Standard Chartered-the new global banking prototype
- 13. Q&A Contact information: Nina Covrljan, CnC partners E-mail: ncovrljan@cncpartners.net www.cncpartners.net