The Top 50 Female Entrepreneurs Under 40 - Startup DailyJade Green
This document summarizes the top 50 women entrepreneurs in Australia under the age of 40 as compiled by Startup Daily. It highlights the top three entrepreneurs - the co-founders of Frank Body, an ecommerce skin care company that will generate over $20 million in revenue this year. It also discusses other notable entrepreneurs on the list, including those starting technology companies to help people with disabilities or improve the dating scene. The list included more diversity this year in terms of racial backgrounds represented.
On Demand Market Research Services Tonse Telecom jul2013Sridhar Tonse Pai
The document discusses on-demand research services, including providing a custom research team without overhead costs. A variety of research products and advisory services are offered such as sector trackers, technology reports, and market entry assistance. The on-demand model creates a qualified research team tailored for the client to conduct research in areas like 4G chipsets, devices, networking infrastructure and more.
Flexible working allows employees to determine how, when, and where they work. There are three main flexible working arrangements: full-time, part-time, and career flexibility. Full-time options include flexible hours, teleworking, time banks, and compressed work weeks. Part-time options include reduced hours and job sharing. Career flexibility allows changes in career or breaks without penalties. Flexible working has pros for both employees and employers like improved work-life balance, reduced costs, and increased productivity and morale. However, flexible working also has cons such as increased utility costs, difficulties tracking time, and potential communication issues.
NextCrew - Online Staffing Business ModelsChirag Mehta
NextCrew offers a web platform which allows staffing companies to A software platform that allows staffing businesses to:
Transform themselves to digitally support on-demand workforce models
Are you a Talent Acquisition Innovator? Let's Change the Game, Together.Marie Burns
You're here because you're already a leader in human capital development and have a roadmap to where you're headed for the rest of 2015. Let's go ahead take it to another level. We all FEEL the pain: talent acquisition continues to rapidly evolve and transform in response to in-flux business demands, talent shortages, technology enhancements, generational shifts –you get the point –all while rarely being respected as a "make-it-or-break-it" department. Do these points hit home for anyone? If your answer is no, I'd welcome you to co-host this session with me (@marieburns).
Join in for a fresh, interactive session that will remind and show you the path to enhance innovation within your talent organization. We'll discuss how to change the game, stay ahead of the curve with fresh trends and set yourself up for success by re-engaging the entrepreneur inside yourself. By learning new ways to tap into your outside-the-box self, you will be able to create the "innovative momentum" to drive change, or at least move the dial forward with:
-An easy to apply methodology and examples for finding entrepreneurial white space within your organization
-Brand new talent acquisitions strategies for your current and future workforces
-Understanding how new talent acquisition strategies will be impacted by technology and economic factors (ah,the future)
-Steps to become a talent innovation hub despite the increased difficulty of talent attraction.
It's time to move the needle away from the decaying "tried and true" approaches to ensure that our profession is set up to empower our organizations and people for a successful future.
3 Strategies for Maximizing Service Line Efficiency, Quality and ProfitabilityWellbe
Maximizing service line efficiency, quality and profitability is a hot topic, particularly with rising patient care demands, changing reimbursement models, and estimated physician shortfalls. This webinar takes a look at three solutions beginning in the operating room and expanding to the entire patient care journey.
1st solution: A unique clinical and operational service model focused on the specialization of qualified, reimbursable clinical labor to optimize surgeon involvement and reduce OR costs.
2nd solution: Taking a holistic view of the service line through the patient care journey to produce a value stream map to understand the current state. Assisting staff with comparing this current state to the ideal future state, comparing national benchmarks and clinical best practices helps your staff innovate and co-create an individualized plan to get your service line to a higher level.
3rd solution: Utilizing dashboard metrics of the critical to success factors, to sustain and improve your service line.
As a participant, you will be able to:
• Identify key operational and clinical indicators of orthopedic service line efficiency
• Describe how Surgical First Assists can add value in the OR
• List the steps in developing and/or evaluating or building an orthopedic service line
• Describe how metrics/dashboards assist in sustaining change and improvement of orthopedic service line
About the Speaker:
Miki Patterson, PHD ONP, Senior Director of Orthopedics in Intelligent CareDesign at Intralign
Dr. Patterson is a certified orthopedic nurse practitioner and brings over 25 years of clinical experience in healthcare, consulting, direct advanced orthopedic patient care, teaching, NIH level, qualitative and quantitative research and publishing. She is a past president of the National Association of Orthopedic Nurses (NAON) and continues to be nationally recognized for leadership and advancing orthopedic care.
Consulting In India The Present And The Futuresumeet85
The document discusses the growth and development of the consulting industry in India. It notes that the service sector now contributes over 50% to India's GDP and that the consulting sector in India is expected to grow rapidly to Rs. 17,000 crore by 2010 from Rs. 13,000 crore in 2008. The strengths of Indian consulting firms include professional competence, low costs, diverse capabilities, and adaptability while weaknesses include low quality assurance and a lack of overseas presence and market intelligence. The document also discusses trends in the global consulting industry like increased demand for one-stop solutions, shortages of skilled professionals, and the need for objective measurement of return on investment for consulting projects.
The Top 50 Female Entrepreneurs Under 40 - Startup DailyJade Green
This document summarizes the top 50 women entrepreneurs in Australia under the age of 40 as compiled by Startup Daily. It highlights the top three entrepreneurs - the co-founders of Frank Body, an ecommerce skin care company that will generate over $20 million in revenue this year. It also discusses other notable entrepreneurs on the list, including those starting technology companies to help people with disabilities or improve the dating scene. The list included more diversity this year in terms of racial backgrounds represented.
On Demand Market Research Services Tonse Telecom jul2013Sridhar Tonse Pai
The document discusses on-demand research services, including providing a custom research team without overhead costs. A variety of research products and advisory services are offered such as sector trackers, technology reports, and market entry assistance. The on-demand model creates a qualified research team tailored for the client to conduct research in areas like 4G chipsets, devices, networking infrastructure and more.
Flexible working allows employees to determine how, when, and where they work. There are three main flexible working arrangements: full-time, part-time, and career flexibility. Full-time options include flexible hours, teleworking, time banks, and compressed work weeks. Part-time options include reduced hours and job sharing. Career flexibility allows changes in career or breaks without penalties. Flexible working has pros for both employees and employers like improved work-life balance, reduced costs, and increased productivity and morale. However, flexible working also has cons such as increased utility costs, difficulties tracking time, and potential communication issues.
NextCrew - Online Staffing Business ModelsChirag Mehta
NextCrew offers a web platform which allows staffing companies to A software platform that allows staffing businesses to:
Transform themselves to digitally support on-demand workforce models
Are you a Talent Acquisition Innovator? Let's Change the Game, Together.Marie Burns
You're here because you're already a leader in human capital development and have a roadmap to where you're headed for the rest of 2015. Let's go ahead take it to another level. We all FEEL the pain: talent acquisition continues to rapidly evolve and transform in response to in-flux business demands, talent shortages, technology enhancements, generational shifts –you get the point –all while rarely being respected as a "make-it-or-break-it" department. Do these points hit home for anyone? If your answer is no, I'd welcome you to co-host this session with me (@marieburns).
Join in for a fresh, interactive session that will remind and show you the path to enhance innovation within your talent organization. We'll discuss how to change the game, stay ahead of the curve with fresh trends and set yourself up for success by re-engaging the entrepreneur inside yourself. By learning new ways to tap into your outside-the-box self, you will be able to create the "innovative momentum" to drive change, or at least move the dial forward with:
-An easy to apply methodology and examples for finding entrepreneurial white space within your organization
-Brand new talent acquisitions strategies for your current and future workforces
-Understanding how new talent acquisition strategies will be impacted by technology and economic factors (ah,the future)
-Steps to become a talent innovation hub despite the increased difficulty of talent attraction.
It's time to move the needle away from the decaying "tried and true" approaches to ensure that our profession is set up to empower our organizations and people for a successful future.
3 Strategies for Maximizing Service Line Efficiency, Quality and ProfitabilityWellbe
Maximizing service line efficiency, quality and profitability is a hot topic, particularly with rising patient care demands, changing reimbursement models, and estimated physician shortfalls. This webinar takes a look at three solutions beginning in the operating room and expanding to the entire patient care journey.
1st solution: A unique clinical and operational service model focused on the specialization of qualified, reimbursable clinical labor to optimize surgeon involvement and reduce OR costs.
2nd solution: Taking a holistic view of the service line through the patient care journey to produce a value stream map to understand the current state. Assisting staff with comparing this current state to the ideal future state, comparing national benchmarks and clinical best practices helps your staff innovate and co-create an individualized plan to get your service line to a higher level.
3rd solution: Utilizing dashboard metrics of the critical to success factors, to sustain and improve your service line.
As a participant, you will be able to:
• Identify key operational and clinical indicators of orthopedic service line efficiency
• Describe how Surgical First Assists can add value in the OR
• List the steps in developing and/or evaluating or building an orthopedic service line
• Describe how metrics/dashboards assist in sustaining change and improvement of orthopedic service line
About the Speaker:
Miki Patterson, PHD ONP, Senior Director of Orthopedics in Intelligent CareDesign at Intralign
Dr. Patterson is a certified orthopedic nurse practitioner and brings over 25 years of clinical experience in healthcare, consulting, direct advanced orthopedic patient care, teaching, NIH level, qualitative and quantitative research and publishing. She is a past president of the National Association of Orthopedic Nurses (NAON) and continues to be nationally recognized for leadership and advancing orthopedic care.
Consulting In India The Present And The Futuresumeet85
The document discusses the growth and development of the consulting industry in India. It notes that the service sector now contributes over 50% to India's GDP and that the consulting sector in India is expected to grow rapidly to Rs. 17,000 crore by 2010 from Rs. 13,000 crore in 2008. The strengths of Indian consulting firms include professional competence, low costs, diverse capabilities, and adaptability while weaknesses include low quality assurance and a lack of overseas presence and market intelligence. The document also discusses trends in the global consulting industry like increased demand for one-stop solutions, shortages of skilled professionals, and the need for objective measurement of return on investment for consulting projects.
The document provides an overview of the human cloud landscape in 2015, including key findings and estimates of spend processed through various human cloud models and platforms. It defines the human cloud as online/digital platforms that enable work arrangements to be established and completed through an entirely digital process. The human cloud is estimated to have processed between $8.9-11.1 billion in transactions in 2014, with online work services accounting for over half of the total spend. The largest human cloud companies by estimated 2014 spend are listed.
Innovation and digital disruption in professional servicesTapmint
This is a presentation for http://tapmint.com which I gave internally at one of the world's largest professional services firms. It discusses digital disruption in financial services, professional services and accounting services.
Various models of corporate innovation are also highlighted. Case studies of 3 companies are provided - Suncorp Group, Sensis and Carsales. Finally, I provide some thoughts on implementation.
As the Millennial generation gets older, the way in which we approach work, and get work done, will drastically change. Take a ride with us as we predict the future, the future of work.
An online survey of over 7,000 U.S. adults found that 34% of the U.S. workforce, or 53.7 million people, engage in supplemental freelance work. More people are choosing to freelance by choice rather than necessity, driven primarily by a desire for flexibility. The majority of freelancers who left traditional employment now earn more money as freelancers. Technology is making it easier to find freelance work online, with over half of freelancers obtaining projects online.
Where Are We on the Demand-Driven Journey? A Look Back and a Look Forward.Lora Cecere
When the P&G team shared insights on out-of-stocks with A. G. Lafley, he said “I have discovered a new billion dollar brand opportunity.” The goal was to orchestrate the supply chain to better deliver on the first moment of truth—having the item in stock on the shelf when the customer wanted to purchase the product. Jake Barr shares insights on the evolution of this strategy and then brings Lora Cecere and Carol Ptak to the stage to discuss two complimentary, but different views of demand-driven strategies.
Jake Barr, CEO of BlueWorld Supply Chain Consulting; Carol Ptak, Partner at the Demand-driven Institute; and Lora Cecere, Founder of Supply Chain Insights.
A presentation from the 2015 Supply Chain Insights Global Summit
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
The document provides an overview of the human cloud landscape in 2015, including key findings and estimates of spend processed through various human cloud models and platforms. It defines the human cloud as online/digital platforms that enable work arrangements to be established and completed through an entirely digital process. The human cloud is estimated to have processed between $8.9-11.1 billion in transactions in 2014, with online work services accounting for over half of the total spend. The largest human cloud companies by estimated 2014 spend are listed.
Innovation and digital disruption in professional servicesTapmint
This is a presentation for http://tapmint.com which I gave internally at one of the world's largest professional services firms. It discusses digital disruption in financial services, professional services and accounting services.
Various models of corporate innovation are also highlighted. Case studies of 3 companies are provided - Suncorp Group, Sensis and Carsales. Finally, I provide some thoughts on implementation.
As the Millennial generation gets older, the way in which we approach work, and get work done, will drastically change. Take a ride with us as we predict the future, the future of work.
An online survey of over 7,000 U.S. adults found that 34% of the U.S. workforce, or 53.7 million people, engage in supplemental freelance work. More people are choosing to freelance by choice rather than necessity, driven primarily by a desire for flexibility. The majority of freelancers who left traditional employment now earn more money as freelancers. Technology is making it easier to find freelance work online, with over half of freelancers obtaining projects online.
Where Are We on the Demand-Driven Journey? A Look Back and a Look Forward.Lora Cecere
When the P&G team shared insights on out-of-stocks with A. G. Lafley, he said “I have discovered a new billion dollar brand opportunity.” The goal was to orchestrate the supply chain to better deliver on the first moment of truth—having the item in stock on the shelf when the customer wanted to purchase the product. Jake Barr shares insights on the evolution of this strategy and then brings Lora Cecere and Carol Ptak to the stage to discuss two complimentary, but different views of demand-driven strategies.
Jake Barr, CEO of BlueWorld Supply Chain Consulting; Carol Ptak, Partner at the Demand-driven Institute; and Lora Cecere, Founder of Supply Chain Insights.
A presentation from the 2015 Supply Chain Insights Global Summit
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
Dispatches From The New Economy: The On-Demand Economy And The Future Of Work
H3 Consulting On Demand Services[1]
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He has worked throughout the Americas, Asia and the Pacific Rim. Mr. Cartwright has
a MBA in Information Systems, and is the co-author of “The Total CISSP Exam Prep
Book” (published by Auerbach Publications). Hourly Rate: $200
Strategic Consulting: Stefan Adler leads our consulting efforts and manages review
teams. Mr. Adler works with your firm to plan and implement discovery
management solutions to better control costs and reduce risks. Mr. Adler has over
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through trial and appeal. Mr. Adler has developed and implemented end-to-end
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For a free consultation or quote, please contact us at (415) 902-3532 or by email at
info@h3lpo.com.