The document discusses successfully integrating mergers and acquisitions. It notes that mergers and acquisitions occur for reasons like reducing costs, improving market share, and enabling new investments. However, many acquisitions fail to meet expectations due to issues with culture, organization structure, integration of technologies, and lack of focus on strategy. Successful integration requires addressing people, processes, strategy, technology, organization, and performance management. It is important to identify synergies and objectives, develop an integrated organization structure and customer service model, and reengineer processes.
The document provides information about Baxter Healthcare Corporation's Shared Services division in Albuquerque. It summarizes Baxter's strengths as the market leader in its industry with a large global presence. However, it notes weaknesses in internal communication and rapid expansion. An internal customer survey found dissatisfaction with service quality and responsiveness. Three alternatives are identified to address these issues: clustering shared services regionally, improving processes with communication, and an integrated strategy with change management. The recommendation is to pursue the integrated strategy option to achieve synergies through a business process reengineering effort led by a change agent. Careful implementation is emphasized to ensure cultural fit.
The document discusses the balanced scorecard framework developed by Kaplan and Norton. It provides an overview of the four perspectives of the balanced scorecard - financial, customer, internal business processes, and learning and growth. It explains that the balanced scorecard translates strategy into objectives, measures, targets, and initiatives in each of these four areas. It also provides an example of how apparel retailer Pantaloon Retail Limited applied the balanced scorecard across these four perspectives.
This document discusses strategy implementation and organizational structure. It provides details on analyzing change during implementation, different types of organizational structures including functional, divisional/decentralized, and strategic business unit structures. The key points are:
1) Strategy implementation involves managing forces during action and requires motivation/leadership skills.
2) Organizational structure consists of organizing people efficiently to achieve goals and can be centralized/decentralized.
3) Common structures include functional (by department), divisional (by product/market), and strategic business unit (groups divisions with commonalities). Each structure has advantages and disadvantages for implementation.
This chapter discusses the challenges of implementing strategies compared to formulating them. It emphasizes the importance of annual objectives, policies, organizational structure, and culture in successful strategy implementation. Restructuring and reengineering are compared as approaches to change structure to match strategies. Production, operations, human resources, and linking pay to performance are also identified as important considerations to effectively implement new strategies. Resistance to change is highlighted as the single greatest threat, and different approaches to managing change are outlined.
The document provides an overview of business process reengineering and total quality management. It defines business process reengineering as the fundamental rethinking and radical redesign of business processes to achieve dramatic improvements. It discusses underlying premises, definitions, rationales, and steps for implementing business process reengineering. The document also defines total quality management and its principles such as customer focus, continuous improvement, and employee involvement. Benchmarking and sigma six quality standards are also briefly introduced.
The Distinction Between Business Intelligence (BI) and Corporate Performance ...Mika Aho
Corporate Performance Management (CPM) is often referred as the next generation of Business Intelligence (BI). Yet, not much academic research exists in the area,
and especially in its relationships to other interrelated concepts such as performance management (PM), performance measurement, and data warehousing.
The presentation discusses the differences and similarities between BI, PM and CPM, and the new advancements that CPM brings
to BI. It also introduces a pyramid that links the interrelated concepts together.
This document discusses strategy implementation and control. It covers the relationship between strategy formulation and implementation, issues in strategy implementation, the role of organization structure, and leadership. Some key points:
1) Strategy implementation involves putting the chosen strategic plan into action through proper resource allocation, organizational structure, operating plans, and review processes.
2) Strategy formulation and implementation are interrelated but distinct phases - sound implementation is needed to ensure a strategy's success.
3) Issues in implementation include project execution, procedures, resource allocation, structure, functions, and changing behaviors. The appropriate organizational structure depends on factors like the strategy and firm size.
The document discusses successfully integrating mergers and acquisitions. It notes that mergers and acquisitions occur for reasons like reducing costs, improving market share, and enabling new investments. However, many acquisitions fail to meet expectations due to issues with culture, organization structure, integration of technologies, and lack of focus on strategy. Successful integration requires addressing people, processes, strategy, technology, organization, and performance management. It is important to identify synergies and objectives, develop an integrated organization structure and customer service model, and reengineer processes.
The document provides information about Baxter Healthcare Corporation's Shared Services division in Albuquerque. It summarizes Baxter's strengths as the market leader in its industry with a large global presence. However, it notes weaknesses in internal communication and rapid expansion. An internal customer survey found dissatisfaction with service quality and responsiveness. Three alternatives are identified to address these issues: clustering shared services regionally, improving processes with communication, and an integrated strategy with change management. The recommendation is to pursue the integrated strategy option to achieve synergies through a business process reengineering effort led by a change agent. Careful implementation is emphasized to ensure cultural fit.
The document discusses the balanced scorecard framework developed by Kaplan and Norton. It provides an overview of the four perspectives of the balanced scorecard - financial, customer, internal business processes, and learning and growth. It explains that the balanced scorecard translates strategy into objectives, measures, targets, and initiatives in each of these four areas. It also provides an example of how apparel retailer Pantaloon Retail Limited applied the balanced scorecard across these four perspectives.
This document discusses strategy implementation and organizational structure. It provides details on analyzing change during implementation, different types of organizational structures including functional, divisional/decentralized, and strategic business unit structures. The key points are:
1) Strategy implementation involves managing forces during action and requires motivation/leadership skills.
2) Organizational structure consists of organizing people efficiently to achieve goals and can be centralized/decentralized.
3) Common structures include functional (by department), divisional (by product/market), and strategic business unit (groups divisions with commonalities). Each structure has advantages and disadvantages for implementation.
This chapter discusses the challenges of implementing strategies compared to formulating them. It emphasizes the importance of annual objectives, policies, organizational structure, and culture in successful strategy implementation. Restructuring and reengineering are compared as approaches to change structure to match strategies. Production, operations, human resources, and linking pay to performance are also identified as important considerations to effectively implement new strategies. Resistance to change is highlighted as the single greatest threat, and different approaches to managing change are outlined.
The document provides an overview of business process reengineering and total quality management. It defines business process reengineering as the fundamental rethinking and radical redesign of business processes to achieve dramatic improvements. It discusses underlying premises, definitions, rationales, and steps for implementing business process reengineering. The document also defines total quality management and its principles such as customer focus, continuous improvement, and employee involvement. Benchmarking and sigma six quality standards are also briefly introduced.
The Distinction Between Business Intelligence (BI) and Corporate Performance ...Mika Aho
Corporate Performance Management (CPM) is often referred as the next generation of Business Intelligence (BI). Yet, not much academic research exists in the area,
and especially in its relationships to other interrelated concepts such as performance management (PM), performance measurement, and data warehousing.
The presentation discusses the differences and similarities between BI, PM and CPM, and the new advancements that CPM brings
to BI. It also introduces a pyramid that links the interrelated concepts together.
This document discusses strategy implementation and control. It covers the relationship between strategy formulation and implementation, issues in strategy implementation, the role of organization structure, and leadership. Some key points:
1) Strategy implementation involves putting the chosen strategic plan into action through proper resource allocation, organizational structure, operating plans, and review processes.
2) Strategy formulation and implementation are interrelated but distinct phases - sound implementation is needed to ensure a strategy's success.
3) Issues in implementation include project execution, procedures, resource allocation, structure, functions, and changing behaviors. The appropriate organizational structure depends on factors like the strategy and firm size.
The document discusses the balanced scorecard framework. It explains that the balanced scorecard translates an organization's vision and strategy into objectives and measures across four perspectives: financial, customer, internal business processes, and learning and growth. Each perspective contains objectives, measures, targets, and initiatives. The balanced scorecard helps organizations execute their strategies, align measures to strategy, and facilitate communication of goals throughout the organization.
The document discusses different types of organizational structures and how they relate to strategy. It begins by contrasting 20th century and 21st century views of organizations, focusing on how the rise of technology and globalization has changed organizational needs. It then covers simple, functional, divisional, strategic business unit, and matrix structures, analyzing their strategic advantages and disadvantages. The document emphasizes that organizational structure should support business strategy and discusses how to structure an organization to promote successful strategy execution.
THE TIME SAVING BENEFITS OF USING BALANCED SCORE CARD AT THE WORKPLACE Abraham Ncunge
Balanced Score card is applied by organizations to promote performance and productivity through efficiency and effective management by embracing Strategic Management
This document discusses various aspects of strategic implementation at the structural, behavioural, and functional levels. It provides details on different organizational structures like entrepreneurial, functional, divisional, strategic business unit, matrix, and network structures. It also discusses the importance of values, ethics, and culture during behavioural implementation. At the functional level, it explains the need for developing vertical and horizontal fit between functions. Functional plans and policies provide guidelines to implement strategies in areas like finance, marketing, operations, personnel, and information management.
Strategy success is measured by its execution. In spite of the importance of strategy there are too many factors that are barriers to success. This presentation is focus on structural, organizational and personal factors that can impact the success of strategy implementation
Strategy implementation involves mobilizing employees and managers to execute organizational strategies through various activities. These include developing strategic objectives and policies, allocating resources, managing conflicts that may arise, restructuring organizational structures as needed, and developing incentive systems to align employee performance with strategic goals. Effective strategy implementation requires coordination across different levels of the organization and managing resistance to change.
This presentation covers one of the process of Strategic Management; Strategic Implementation. There are 2 sub divisions; Functional Implementation and Structural Implementation. This section deals with Structural Implementation in detail.
Organizational structure coordinates strategy implementation by motivating performance and allocating resources. Structure involves differentiation, like dividing tasks into functions and divisions, and integration, coordinating people across functions. More differentiation and integration increase complexity and bureaucratic costs. Structure should follow strategy, with the level of centralization or decentralization matching the strategic needs. Organizational culture and reward systems must also support the chosen strategy for effective implementation.
An Organization Should Approach All Tasks With The Idea That They Can Be Accomplished In A Superior Fashion
An organization capability refers to the way systems and people in the organization work together to get things done. The way leaders foster shared mindsets, orchestrate talent, encourage speed of change, collaborate across boundaries, and learn and hold each other accountable define the company's culture and leadership edge.
The firm’s ability to manage people
to gain competitive advantage.
• focuses on internal processes and systems for meeting customer needs
• creates organization-specific competencies that provide competitive advantage since they are unique
• ensures that employee skills and efforts are directed toward achieving organizational goals and strategies
A document issued by a recognized agency, and dealing with design and safety requirements relating to a specific product.
EXAMPLES
The U.S. Occupational Safety and Health Administration (051-IA) and the American National Standards Institute (ANSI).
OSHA standards are generally legally binding for an employer,
while ANSI standards are generally of an advisory nature. set industry standards with input from industry representatives and consumers.
“ Value Chain Analysis (VCA) is a process where a firm identifies its primary and support activities that add to its final product and then analysis to reduce costs or increase differentiation.”
“ Value Chain represents the internal activities a firm engages in when transforming inputs into outputs.”
Organizational Appraisal is the process of monitoring an organization’s internal environment to identify strengths and weaknesses that may influence the firms ability to achieve GOALS. It include identifying strengths and weaknesses.
A document issued by a recognized agency, and dealing with design and safety requirements relating to a specific product.
EXAMPLES
The U.S. Occupational Safety and Health Administration (051-IA) and the American National Standards Institute (ANSI).
OSHA standards are generally legally binding for an employer,
while ANSI standards are generally of an advisory nature. set industry standards with input from industry representatives and consumers.
A measurement of the quality
of an organization's policies, products, programs, strategies, etc., and their comparison with standard measurements, or similar measurements of its peers.
This document discusses the process of identifying and selecting information systems development projects. It begins by outlining the three primary activities of project identification, classification and ranking, and selection. It then provides details on each step, including how potential projects are identified, common criteria for evaluating projects, and factors to consider when selecting projects. The deliverables are identified as a schedule of selected IS development projects. The outcomes include ensuring careful consideration was given to project selection and understanding how each project could help the organization.
Business Education pack strategy on a pageAndy Parkins
Defining a simple and effective strategy to drive business value is critical for any organization. Being able to deliver this product on a single page that has the finger prints of your key stakeholders all over it is easier done than said
This chapter discusses tools for assessing a firm's internal environment, including SWOT analysis, value chain analysis, resource-based view, and performance evaluation methods like financial ratio analysis and the balanced scorecard. It describes how value chain analysis examines a firm's primary and support activities, and how resources and capabilities contribute to competitive advantage. The chapter also covers limitations of various assessment tools and emphasizes integrating perspectives from customers, internal processes, innovation, and financials in a balanced scorecard approach.
This document discusses strategy implementation. It begins by defining strategy implementation as the activities and choices required to execute a strategic plan. While strategy formulation is important, less than 10% of strategies are successfully implemented due to hurdles like unanticipated problems, ineffective coordination, and lack of capabilities or training. It then discusses aligning initiatives, budgets, performance, structure, and engaging employees to strategy. Regular monitoring and adapting the strategy is also recommended. Finally, it introduces McKinsey's 7S framework for analyzing how well an organization is positioned to achieve its objectives.
This document discusses strategy implementation and the key management issues involved. It outlines various management concerns for implementing strategies, such as establishing annual objectives, devising policies, allocating resources, altering organizational structure, restructuring and reengineering, revising reward and incentive programs, managing resistance to change, and developing a strategy-supportive culture. Successful strategy implementation requires motivation, discipline, support and hard work to drive change within an organization.
The document discusses an internal audit team developing and implementing a balanced scorecard to achieve excellence. It presents a sample balanced scorecard with objectives in four categories: learning growth, internal processes, customer perspective, and finance perspective. Metrics and targets are identified for monitoring progress over the current and next two years. The scorecard aims to improve audit practices, processes, customer satisfaction, and cost management through quantitative and qualitative tracking.
The document discusses the key factors that shape a company's strategies. It identifies six main factors: 1) the macro environment, 2) industry analysis, 3) competitor analysis, 4) structural analysis within industries, 5) internal organizational analysis, 6) environmental scanning, and 7) forecasting the environment. Each of these factors represents external forces and internal conditions that influence a company's strategic decision making.
Models of strategy implementation by : Rajeh AltharahRAJEH AL-THARRAH
Strategy implementation involves putting strategies into action through internal operations and functions. There are models of strategy implementation that involve several themes: activating strategies by preparing for managerial tasks like strategic plans and projects; managing change which deals with leading change initiatives and standard implementation; and achieving effectiveness which is the outcome of operational and functional implementation and evaluation and control feedback. The models are based on these three major themes of activating strategies, managing change, and achieving effectiveness to successfully implement strategies.
Closing the gap in strategy implementationGeorge Nessim
This document discusses strategies for closing the gap between strategy formulation and implementation. It begins by noting that implementation is often more difficult than formulation. There are many factors that can impact implementation success, including organizational culture, leadership, and structure.
The document then outlines four research questions regarding barriers to implementation, the impact of culture and communication on implementation, and models that can enhance implementation during change. It reviews several models for managing change, including Lewin's change model and Kotter's 8-step model.
The remainder proposes empirical research on managing resistance to change and its impact on implementation degree. It provides an example case study of a pharmaceutical company implementing new reporting and benefits systems. It defines the variables of resistance to change and
This document discusses various strategies for implementing organizational changes, including establishing annual objectives, revising policies and structures, and allocating resources. It compares functional and divisional organizational structures and describes how a matrix or strategic business unit structure can be used. Restructuring aims to reduce costs through downsizing while reengineering focuses on improving processes for employees and customers.
El documento define e-business y e-commerce, y describe sus ventajas y desventajas. E-business se refiere a cualquier actividad empresarial a través de Internet, mientras que e-commerce comprende la compra y venta de productos y servicios en línea. Las principales diferencias son que e-business incluye procesos internos como producción e inventario, mientras que e-commerce se enfoca más en las ventas y el marketing.
The document discusses the balanced scorecard framework. It explains that the balanced scorecard translates an organization's vision and strategy into objectives and measures across four perspectives: financial, customer, internal business processes, and learning and growth. Each perspective contains objectives, measures, targets, and initiatives. The balanced scorecard helps organizations execute their strategies, align measures to strategy, and facilitate communication of goals throughout the organization.
The document discusses different types of organizational structures and how they relate to strategy. It begins by contrasting 20th century and 21st century views of organizations, focusing on how the rise of technology and globalization has changed organizational needs. It then covers simple, functional, divisional, strategic business unit, and matrix structures, analyzing their strategic advantages and disadvantages. The document emphasizes that organizational structure should support business strategy and discusses how to structure an organization to promote successful strategy execution.
THE TIME SAVING BENEFITS OF USING BALANCED SCORE CARD AT THE WORKPLACE Abraham Ncunge
Balanced Score card is applied by organizations to promote performance and productivity through efficiency and effective management by embracing Strategic Management
This document discusses various aspects of strategic implementation at the structural, behavioural, and functional levels. It provides details on different organizational structures like entrepreneurial, functional, divisional, strategic business unit, matrix, and network structures. It also discusses the importance of values, ethics, and culture during behavioural implementation. At the functional level, it explains the need for developing vertical and horizontal fit between functions. Functional plans and policies provide guidelines to implement strategies in areas like finance, marketing, operations, personnel, and information management.
Strategy success is measured by its execution. In spite of the importance of strategy there are too many factors that are barriers to success. This presentation is focus on structural, organizational and personal factors that can impact the success of strategy implementation
Strategy implementation involves mobilizing employees and managers to execute organizational strategies through various activities. These include developing strategic objectives and policies, allocating resources, managing conflicts that may arise, restructuring organizational structures as needed, and developing incentive systems to align employee performance with strategic goals. Effective strategy implementation requires coordination across different levels of the organization and managing resistance to change.
This presentation covers one of the process of Strategic Management; Strategic Implementation. There are 2 sub divisions; Functional Implementation and Structural Implementation. This section deals with Structural Implementation in detail.
Organizational structure coordinates strategy implementation by motivating performance and allocating resources. Structure involves differentiation, like dividing tasks into functions and divisions, and integration, coordinating people across functions. More differentiation and integration increase complexity and bureaucratic costs. Structure should follow strategy, with the level of centralization or decentralization matching the strategic needs. Organizational culture and reward systems must also support the chosen strategy for effective implementation.
An Organization Should Approach All Tasks With The Idea That They Can Be Accomplished In A Superior Fashion
An organization capability refers to the way systems and people in the organization work together to get things done. The way leaders foster shared mindsets, orchestrate talent, encourage speed of change, collaborate across boundaries, and learn and hold each other accountable define the company's culture and leadership edge.
The firm’s ability to manage people
to gain competitive advantage.
• focuses on internal processes and systems for meeting customer needs
• creates organization-specific competencies that provide competitive advantage since they are unique
• ensures that employee skills and efforts are directed toward achieving organizational goals and strategies
A document issued by a recognized agency, and dealing with design and safety requirements relating to a specific product.
EXAMPLES
The U.S. Occupational Safety and Health Administration (051-IA) and the American National Standards Institute (ANSI).
OSHA standards are generally legally binding for an employer,
while ANSI standards are generally of an advisory nature. set industry standards with input from industry representatives and consumers.
“ Value Chain Analysis (VCA) is a process where a firm identifies its primary and support activities that add to its final product and then analysis to reduce costs or increase differentiation.”
“ Value Chain represents the internal activities a firm engages in when transforming inputs into outputs.”
Organizational Appraisal is the process of monitoring an organization’s internal environment to identify strengths and weaknesses that may influence the firms ability to achieve GOALS. It include identifying strengths and weaknesses.
A document issued by a recognized agency, and dealing with design and safety requirements relating to a specific product.
EXAMPLES
The U.S. Occupational Safety and Health Administration (051-IA) and the American National Standards Institute (ANSI).
OSHA standards are generally legally binding for an employer,
while ANSI standards are generally of an advisory nature. set industry standards with input from industry representatives and consumers.
A measurement of the quality
of an organization's policies, products, programs, strategies, etc., and their comparison with standard measurements, or similar measurements of its peers.
This document discusses the process of identifying and selecting information systems development projects. It begins by outlining the three primary activities of project identification, classification and ranking, and selection. It then provides details on each step, including how potential projects are identified, common criteria for evaluating projects, and factors to consider when selecting projects. The deliverables are identified as a schedule of selected IS development projects. The outcomes include ensuring careful consideration was given to project selection and understanding how each project could help the organization.
Business Education pack strategy on a pageAndy Parkins
Defining a simple and effective strategy to drive business value is critical for any organization. Being able to deliver this product on a single page that has the finger prints of your key stakeholders all over it is easier done than said
This chapter discusses tools for assessing a firm's internal environment, including SWOT analysis, value chain analysis, resource-based view, and performance evaluation methods like financial ratio analysis and the balanced scorecard. It describes how value chain analysis examines a firm's primary and support activities, and how resources and capabilities contribute to competitive advantage. The chapter also covers limitations of various assessment tools and emphasizes integrating perspectives from customers, internal processes, innovation, and financials in a balanced scorecard approach.
This document discusses strategy implementation. It begins by defining strategy implementation as the activities and choices required to execute a strategic plan. While strategy formulation is important, less than 10% of strategies are successfully implemented due to hurdles like unanticipated problems, ineffective coordination, and lack of capabilities or training. It then discusses aligning initiatives, budgets, performance, structure, and engaging employees to strategy. Regular monitoring and adapting the strategy is also recommended. Finally, it introduces McKinsey's 7S framework for analyzing how well an organization is positioned to achieve its objectives.
This document discusses strategy implementation and the key management issues involved. It outlines various management concerns for implementing strategies, such as establishing annual objectives, devising policies, allocating resources, altering organizational structure, restructuring and reengineering, revising reward and incentive programs, managing resistance to change, and developing a strategy-supportive culture. Successful strategy implementation requires motivation, discipline, support and hard work to drive change within an organization.
The document discusses an internal audit team developing and implementing a balanced scorecard to achieve excellence. It presents a sample balanced scorecard with objectives in four categories: learning growth, internal processes, customer perspective, and finance perspective. Metrics and targets are identified for monitoring progress over the current and next two years. The scorecard aims to improve audit practices, processes, customer satisfaction, and cost management through quantitative and qualitative tracking.
The document discusses the key factors that shape a company's strategies. It identifies six main factors: 1) the macro environment, 2) industry analysis, 3) competitor analysis, 4) structural analysis within industries, 5) internal organizational analysis, 6) environmental scanning, and 7) forecasting the environment. Each of these factors represents external forces and internal conditions that influence a company's strategic decision making.
Models of strategy implementation by : Rajeh AltharahRAJEH AL-THARRAH
Strategy implementation involves putting strategies into action through internal operations and functions. There are models of strategy implementation that involve several themes: activating strategies by preparing for managerial tasks like strategic plans and projects; managing change which deals with leading change initiatives and standard implementation; and achieving effectiveness which is the outcome of operational and functional implementation and evaluation and control feedback. The models are based on these three major themes of activating strategies, managing change, and achieving effectiveness to successfully implement strategies.
Closing the gap in strategy implementationGeorge Nessim
This document discusses strategies for closing the gap between strategy formulation and implementation. It begins by noting that implementation is often more difficult than formulation. There are many factors that can impact implementation success, including organizational culture, leadership, and structure.
The document then outlines four research questions regarding barriers to implementation, the impact of culture and communication on implementation, and models that can enhance implementation during change. It reviews several models for managing change, including Lewin's change model and Kotter's 8-step model.
The remainder proposes empirical research on managing resistance to change and its impact on implementation degree. It provides an example case study of a pharmaceutical company implementing new reporting and benefits systems. It defines the variables of resistance to change and
This document discusses various strategies for implementing organizational changes, including establishing annual objectives, revising policies and structures, and allocating resources. It compares functional and divisional organizational structures and describes how a matrix or strategic business unit structure can be used. Restructuring aims to reduce costs through downsizing while reengineering focuses on improving processes for employees and customers.
El documento define e-business y e-commerce, y describe sus ventajas y desventajas. E-business se refiere a cualquier actividad empresarial a través de Internet, mientras que e-commerce comprende la compra y venta de productos y servicios en línea. Las principales diferencias son que e-business incluye procesos internos como producción e inventario, mientras que e-commerce se enfoca más en las ventas y el marketing.
This document provides an overview of e-business management and strategy. It defines e-business and e-commerce, and discusses how businesses have transformed from the old economy to the new digital economy. Key aspects of e-business include types of e-business models, the growth of e-commerce, and how technology has impacted business functions and decisions. Developing an e-business strategy involves formulation, implementation, and evaluation.
Electronic business, or e-business, refers to the application of information technologies to support business processes across the entire value chain. This includes electronic purchasing, processing orders, customer service, and business partnerships. Special technical standards facilitate exchange of data between companies. Common e-business models include e-shops, e-commerce sites, e-procurement, e-malls, and others. E-business can be classified based on who is providing and consuming, such as business-to-business, business-to-consumer, and others. Key security concerns for e-business include privacy, authenticity, data integrity, and access control. Common security measures involve physical security, data storage, transmission protection, and system administration.
The document discusses emerging modes of business and e-commerce. It defines e-business as conducting industry, trade and commerce using computer networks. The scope of e-business is vast and includes B2B, B2C, intra-business and C2C commerce conducted via electronic means. While e-commerce refers specifically to buying and selling of goods online, e-business encompasses e-commerce as well as additional processes like customer service and business partnerships.
This document provides an introduction to eBusiness. It defines eBusiness as the integration of business software to create value for a company, customers, and partners. eBusiness includes online selling, buying, customer service, collaboration, and other functions. It covers more than just eCommerce, involving the entire value chain and integration between software, customers, employees, and a company. Facts about eBusiness in Europe show online sales growing 15% annually and over 200 million online buyers by 2015. Challenges of eBusiness include technical issues, marketing, customer trust, and security threats. The future of eBusiness is expected to include continued growth, blurred online/offline lines, mobile usage, and more personalized experiences.
E-business refers to conducting business electronically by connecting customers, suppliers, employees, and partners through online transactions and collaborations. E-business has evolved from early electronic data interchange between large companies in the 1970s to widespread e-commerce and online shopping between businesses and consumers today, totaling trillions of dollars annually. E-business offers benefits like global reach, reduced costs, convenience and increased productivity and efficiency. However, e-business also faces challenges around privacy, security, and internet fraud.
E-business represents the use of electronic technology, especially the internet, for business purposes. It allows companies to connect with suppliers, distributors, and business partners through tools like data warehousing and networks. E-business also allows companies to participate in larger online business communities. The document then defines several common e-business terms and discusses infrastructure requirements, costs, and marketing strategies for e-business.
This document discusses emerging trends in eBusiness, including increased adoption of web services, web 2.0, and mobile commerce technologies. It outlines key steps for strategizing and implementing eBusiness solutions, and examines current trends like customizing application servers and focusing on content, as well as latest trends such as micro payments, social media, and customizability. Emerging technologies are changing the landscape of eBusiness rapidly.
The document provides an overview of a business analytics model that illustrates how business analytics is a layered and hierarchical discipline. It describes the different layers in the model from the business-driven environment at the top where strategy is set, to the technically oriented environment at the bottom where data is generated. It then discusses four scenarios for how business analytics can support organizational strategy, from no formal link between the two, to business analytics supporting strategy at the functional level, to a dialogue between the functions, to information being treated as a strategic resource.
The Knowledge Strategy Process (KSP) is a 6-step procedure that allows organizations to plan, implement, and control knowledge management actions aligned with business objectives. The KSP identifies key knowledge areas, assesses their current status and impact on business goals, and generates actions to improve knowledge proficiency, codification, and diffusion. Pilot projects at Siemens found that the KSP is an iterative process that requires communication, use of clear KPIs, and inclusion of relevant stakeholders to develop effective knowledge strategies and management plans. Lessons learned indicate business buy-in, proper workshop composition, and documentation are critical success factors for the KSP approach.
The main goal of this presentation is to draw the roadmap of the methodology of implementing the Knowledge Management at the HCL’s prospective customersTaking advantage of longexperience and HCL developed KM tools .
This document discusses key information resources including data, application software, technology, information specialists, users, and facilities. It describes the role of the Chief Information Officer (CIO) in managing information resources, their responsibilities, priorities, and required competencies. The document also covers strategic planning for information systems, aligning IS strategy with organizational strategy, and issues around end-user computing.
This document discusses organizational planning and the transition to e-business. It covers topics like strategic planning, tactical planning, operational planning, SWOT analysis, business models, competitive strategies, value chains, technology architecture, and overcoming resistance to change. The key challenges of implementing e-business include security, defining scope, budgeting time and money, data quality, user adoption, technical expertise, and cultural changes. Success requires education, user involvement, management commitment, and addressing people factors which are the most difficult to resolve.
One of the most daunting challenges organizations face in making decisions on what technology is needed to fully enable the business to achieve its strategy and objectives. The key is ALIGNMENT.
The document outlines a methodology for formulating an operating model for an organization. It discusses key value drivers that must be identified, such as business capabilities, governance, organization model, processes and technology, and talent strategy. It then presents different organization models - country-driven, functional-driven, and product-driven - analyzing their advantages and disadvantages. The methodology involves diagnosing the current model, designing new options, selecting a preferred model, and implementing it. An IT roadmap is also recommended with steps to review current IT, develop alternatives, and implement changes. The framework allows analyzing an organization's needs to create an operating model that supports its future goals.
This document provides information on becoming a data-driven business, including recognizing opportunities where big data can benefit a company. It discusses integrating big data by identifying opportunities, building future capability scenarios, and defining benefits and roadmaps. It also outlines six data business models: product innovators, system innovators, data providers, data brokers, value chain integrators, and delivery network collaborators. An example is given for each model.
The document provides an overview of knowledge management, information systems strategy, and organizational strategy frameworks. It discusses how knowledge management systems help extract value from knowledge assets and improve collaboration. Different types of knowledge and strategies for managing knowledge are described. Several models for formulating business and information systems strategies are summarized, including Porter's generic strategies, hypercompetition models, and frameworks for organizational strategy like the business diamond and managerial levers. The role of the general manager in aligning business and IS strategies is also covered.
Formulating information system for large scale service firmShaida Shams
The document discusses strategic information systems (SIS) and how they can help large service firms. It defines SIS as systems that help organizations achieve long-term competitive advantages. Different types of SIS are outlined, including outward, inward, and hybrid systems. The relationship between information systems, business strategy, and management levels is explored. Transaction processing systems support operational goals, while decision support systems and executive support systems align with middle and senior management strategies respectively. Implementation strategies for information technology departments include decentralized, separate but centralized, and divisional models.
Webinar: The Balanced Scorecard What Does It Mean And How To Implement ItAli Zeeshan
For other Informa Webinars: http://www.informa-mea.com/webinars
To view recording: https://youtu.be/4RQF-oUMgcw or watch the video at end of the slide
This webinar is designed as a practical guide to using the Balanced Scorecard.
The Balanced Scorecard is a system used extensively in business and industry, government, and non-profit organisations worldwide to align business activities to the vision and strategy of the organisation, improve internal and external communications, and monitor organisation
performance against strategic goals.
The Balanced Scorecard was originated by Drs Robert Kaplan (Harvard Business School) and David Norton as a framework to help managers consider both financial and non-financial aspects of their business and design performance metrics around them.
While the phrase Balanced Scorecard was coined in the early 1990s, the roots of this type of approach are deep, and include the pioneering work of General Electric on performance measurement reporting in the 1950s and the work of French process engineers (who created the Tableau
de Bord – literally, a "dashboard" of performance measures) in the early part of the 20th century.
About the Presenter:
Ian has over 30 years of business experience ranging from senior management positions, in such companies as Ericsson to founding and selling his own companies. Ian designs and delivers training programmes globally with particular attention to the GCC nations. He works in many
fields including both accredited and non-accredited courses.
Ian divides his time equally between the Middle East and the UK. In the UK, Ian is a lead professor at London Met University and the University of West London specialising in working with students to gain their membership to the Chartered Institute of Procurement and Supply.
Mujeebur Rahmansaher has 18 years of experience leading technology teams and managing projects. He is skilled in software development methodologies and driving integration across platforms. As VP of Technology Strategy and Project Management at Deluxe AdServices, he oversees technology strategy, project identification and development, and operational support. His goals are to apply his skills to bring structure to complex organizations by developing solutions that deliver business value through tangible results.
Presentation delivered by Luis E. Taveras, PhD, Former Senior Vice President, Office of Integration, RWJ Barnabas Health at the marcus evans National Healthcare CIO Summit held in Pasadena CA, March 13-14 2017
Revolutionizing the Digital Transformation Office - Leveraging OnePlan’s AI a...OnePlan Solutions
In today’s rapidly evolving business landscape, digital transformation is not just an option; it’s a necessity for staying competitive. However, managing a Digital Transformation Office (DTO) presents unique challenges, from aligning strategic goals to efficiently allocating resources. OnePlan’s Strategic Portfolio Management Platform, powered by advanced AI, offers a comprehensive solution to these challenges, enabling managers to excel in their roles and drive successful digital transformation. Join us in this enlightening webinar to discover how OnePlan can revolutionize your management approach.
Key Takeaways:
Strategic Alignment and Decision Making: Learn how OnePlan’s platform facilitates the alignment of digital transformation initiatives with business objectives, ensuring that every project contributes to the overarching strategy.
Resource Optimization and Forecasting: Discover the tools and methodologies OnePlan offers for optimal resource allocation and forecasting, maximizing efficiency, and minimizing waste.
Risk Management and Adaptability: Understand how OnePlan’s AI capabilities can help your DTO navigate uncertainties and adapt to changes swiftly and effectively.
Enhancing Collaboration and Transparency: Explore how OnePlan promotes a culture of collaboration and transparency across departments, crucial for the success of digital transformation efforts.
Driving Innovation and Competitive Advantage: See how integrating OnePlan’s Strategic Portfolio Management Platform and AI into your management practices can not only streamline operations but also foster innovation and create a sustainable competitive advantage.
This webinar is for managers, leaders, and anyone involved in driving digital transformation within their organizations. Whether you’re just starting your digital transformation journey or looking to enhance your current strategies, OnePlan’s platform offers the tools, insights, and support needed to achieve success in the digital era.
The document discusses an enterprise architecture strategy with five key elements:
1. Customer relationship management and data integration
2. People, process, governance and a technical integration framework
3. Analytics, business intelligence, data quality, and master data management
4. Enterprise performance management with operational and analytical requirements
5. Integration across business processes, locations, applications, and data
The document outlines the key steps in the strategic marketing planning process, including situational analysis, establishing organizational vision and mission, setting goals and objectives, developing functional strategies, implementation, and evaluation and control. It discusses how organizational vision and mission differ, with vision describing what the organization wants to become and mission describing its reason for existence. Goals and objectives should be specific, measurable, attainable, realistic and time-bound. Functional strategies must fit the needs of the functional area, be realistic given available resources, and be consistent with overall organizational goals. Implementation relies on employee commitment and motivation. Evaluation and control ensures plans stay on target with goals and objectives through coordination across functions.
This document discusses several technologies that help overcome limitations of standalone ERP systems:
1) Business Process Reengineering which involves fundamentally rethinking and redesigning business processes to dramatically improve performance metrics like cost, quality and speed.
2) Management Information Systems which integrate data across functional areas to provide timely information to support decision making at all management levels.
3) Decision Support Systems which facilitate and expand a manager's ability to work with different types of knowledge like data, procedures and reasoning to support decision making.
In this webinar, Build Consulting expert Peter Mirus explains how to build a technology roadmap that will guide your organization to a successful future.
Peter draws on years of experience consulting with nonprofits on technology projects to give you practical steps to implement quickly.
Don’t miss this chance to learn how your organization can create a technology roadmap that is right for you.
As with all our webinars, this presentation is appropriate for an audience of varied IT experience.
Knowledge Management, Business Intelligence & Business Analytics - Managemen...FaHaD .H. NooR
This document discusses knowledge management, business intelligence, and business analytics. It defines each term and explains their relationships. Knowledge management involves processes to generate, capture, codify, and transfer knowledge across an organization. Business intelligence uses data to understand and analyze business performance using technologies like reporting and dashboards. Business analytics refers specifically to using quantitative models and fact-based management to drive decisions, and is considered a subset of business intelligence. The document also discusses the differences between tacit and explicit knowledge, and how knowledge management can provide value to organizations in areas like sharing best practices, managing globalization, rapid change, downsizing, and gaining competitive advantage.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
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IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
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How MJ Global Leads the Packaging Industry.pdfMJ Global
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Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
2. Contents
Introduction
Knowledge Resource in e-Business Strategy
An Overview of Knowledge Management in e-
Business
Why Knowledge Management
Benefits of KM Tools into e-Business Information
Management
The Contribution of KM in e-Business Strategy Stages
Conclusion
3. Introduction
• E-business strategy is a roadmap to guide the
organizations to a correct selection of both tools and
solutions to achieve the organizations' goals and context
of applications on internet.
• This presentation will clarify the role of Knowledge
Management (KM) in e-business strategy, and the
dependency of new e-business strategy on other exist
strategies and its relationship with the overall corporate
strategy.
4. • Organizational Knowledge Base is one of the essential
components for building successful e-business strategy
project in any firm, because it contains data, information
and a set of knowledge assets about the firm
Creating e-business strategy based on four stages:
1) Initiate,
2) Diagnose,
3) Breakout, and
4) Transition
5. Knowledge Resource in E-Business
Strategy
• Organizational knowledge base means Explicit
Knowledge available in the firm and tacit knowledge
should used in those stages in order to help the project
stakeholders to participate and perform all e-business
strategy tasks efficiently
• e.g. Managerial Expertise, experiences which reside in
the minds of its owners
6. An Overview of Knowledge Management
in E-Business
• E-business is wide term means the use of all IT
capabilities in business, it does not mean only buying and
selling (ecommerce) it also includes other business
processes such as
• Serving customers/suppliers
• Managing their relationships electronically (e-CRM)
• Managing all supply activities till delivering
products/services to customers (e-SCM)
7. • Obviously, all those activities are intangible assets, which
mean that e-business solutions concentrate on the
management of knowledge (intangible assets).
• E-business strategy based on group work of different
levels of management and organization departments, the
shared factor which integrate them together is knowledge
8. WHY KNOWLEDGE MANAGEMENT ?
• Many organisations are suffering from the information
overload, and looking for suitable representation of
information (knowledge) to benefit typically.
• In this case they need specific information for any task
instead of bundled information.
9. • In the context of CRM, it gives perceptive meaning that
enables the organization knows more about its
customers, suppliers, and partners, and their
relationships, and linkages with the organization.
• In the context of SCM, enables the organization knows
what materials available, what is required, how the
organization operates these materials ,how it delivers the
products/ services (distribution channels), how it market's
and serve's the customers
10. KM links all project stakeholders and management levels
together, and support the team work by sharing the
experiences and expertise.
KM processes organize, distribute, filter, and store a
huge amount of organization’s data, information, and
knowledge in distributed knowledge base which resides in
different locations.
11. Benefits of KM tools into E-Business
1.Information Management
1. Organize and Evaluate Customers’ and Suppliers’
Requirements and Relationships (Customers-Suppliers
Oriented Trends).
2. Knowledge Base System (KBS) is KM tool to organize a
collection of information and evaluate them in such way
to be‘knowledge’.
3. The importance of this process is to enable the
organization to respond and make correct decisions
toward the customers’ or suppliers’ demands. This is the
first step for organization changes ‘new strategy’.
12. 2. Support the Decision Making Process
(Forecast)
• KBS for existing customers and suppliers helps the
organization to keep update their needs (Declarative
Knowledge), as well as benefit from the internet
technologies as KM tool such as search engines, also
capable the organization to capture more information
about the market competition, new customers’ demands,
13. • Declarative and behavioural knowledge will support the
decision makers (executive management) in the following
benefits [10] in order to structure the organization on
internet:
1. Select appropriate e-business model. (Initiate step for
e-business strategy)
2. Suitable e-marketing plan.
3. Predict the size of competition after implementing e-
business system as global tool for business.
14. 3. Filter and Store All Organization’s
Knowledge in Knowledge
Repository- (Organizational Trends)
• Knowledge repository stores the processed information
that are captured, organized, filtered, and evaluated and
save them as knowledge, as well as store all knowledge
that are related with other organization’s strategies such
as marketing strategy and Information System (IS)
strategy.
• Knowledge repository makes the process simple for
employees to save, retrieve, access, and organize all
knowledge.
15. The Contribution of KM in e-Business
Strategy Stages
1. Initiate Stage
2. Diagnose Stage
3. Breakout Stage
4. Transition Stage
16. Initial stage
The objectives of this stage are:
1. Outline project scope.
2. Identify project stakeholders.
3. Determine project schedule.
All these tasks can be performed effectively by the
following KM tools:
• Organizational knowledge base.
• Knowledge mining.
17. Diagnose Stage
SWOT of the current business strategy , which can be done
by:
• Analyzing the organization position among its competitors
• Revises the current strategy in order to understand the
current relationships between the organization and its
suppliers and customers.
• Small-size firms can use industry analysis, medium/large-
size can use supply chain analysis.
All tasks in this stage need organizational knowledge base
to be carried out
18. Breakout Stage
• The objective of this stage is to derive a new strategy
• New e-business strategy should be ready to form based
on the assessment of organization strategy and analysis
of its position these both are intellectual assets of the
organization.
• The derivation process of the new strategy is duties of
project manager for allocating staff, distributing tasks,
identifying IT requirements, adding/deleting new features
to optimize the corporate overall business strategy, satisfy
SWOT deficiencies
19. • In conclusion, building e-business strategy is about
converting the corporation’s intellectual assets
(Knowledge) into a new roadmap of what the corporation
needs to do, by re-arranging the corporate business
strategy based on IT infrastructure.
20. Transition Stage
• In this stage, the firm has to implement the proposed
roadmap of the new strategy.
• it is recommended for firms to carry out gap analysis.
• to know if the corporation has the ability to cope with the
changes of the new strategy, and able to alter or not, and
critically determine all areas of changes in order to
manage these changes.
21. Conclusion
• Knowledge management plays a key role in e-business
strategy.
• Innovation in IT in business forced the organization to
adopt new strategies to capable the real time optimization
of the value chain.
• Effective knowledge helps organization to built suitable e-
business strategy.
• KM can be found in overall corporate strategy,
organization objective, business operation and people.