This document discusses improving company culture through an accountable culture management process. It argues that executives want HR approaches to demonstrate business impact, not just be over budget and untested. The PS Culture Matters process provides automation to regularly measure cultural shifts and their impact on business goals. This accountable approach treats culture management like other key business areas through prioritization, trend analysis, and connecting culture to business performance.
The above article was published in the November 2008 edition of FEDTECH Magazine. It provides some of my thoughts on how Federal CIOs should position themselves and their organizations to complete an effective transtion from the Bush to Obama administrations. The article is one in the series I write entitled "The Business of IT."
SDM adalah leverage dalam organisasi. Susah ditiru dan harus dikelola sebagai capital. Perlu paradigma baru dalam memandang SDM dengan pandangan yang holistik, berpikir kesisteman (system thinking) dan berpikir serba sistem (systems Thinking).
Leading change through Employee Engagement fricker67
The document discusses leading change at the Metropolitan Police Service (MPS) in London through engaging employees. It describes designing values for the MPS which included input from over 20,000 employees. The values were then embedded through leadership programs and other initiatives. Challenges to change included an existing blame culture and focus on targets. The document also discusses implementing change at the local level through a program called "LA local" which empowered employees and improved morale, community engagement, and performance.
The document announces the inaugural Process Excellence Week coming to India in September 2011. It will be a two-day summit focused on Lean Six Sigma and business process excellence. The summit will provide benchmarking and networking opportunities for senior business leaders in quality, business excellence, and operations. It will feature thought leadership panels, interactive focus groups, and the Global Process Excellence Awards - India. The summit aims to help organizations embed a sustainable Lean culture, create business excellence models, and leverage analytics to improve business intelligence and value.
Gardiner Consulting helps companies in challenging situations, including new product/services launches, organizational realignments, market transitions and corporate cultural evolution.
- Corporate Communication
- Marketing Communication
- Executive Coaching
- Leadership & Team Development
The document provides an overview of the Ethics Poll survey, which measures employee perceptions of ethical practices and procedures in their organization. It describes the survey as assessing perceptions of how work relates to the organization's mission and how things get done. The survey is intended to help employers identify gaps, gain insight into decision-making, and monitor their ethics climate over time. It also outlines the resources required to implement the Ethics Poll at different organization sizes.
The above article was published in the November 2008 edition of FEDTECH Magazine. It provides some of my thoughts on how Federal CIOs should position themselves and their organizations to complete an effective transtion from the Bush to Obama administrations. The article is one in the series I write entitled "The Business of IT."
SDM adalah leverage dalam organisasi. Susah ditiru dan harus dikelola sebagai capital. Perlu paradigma baru dalam memandang SDM dengan pandangan yang holistik, berpikir kesisteman (system thinking) dan berpikir serba sistem (systems Thinking).
Leading change through Employee Engagement fricker67
The document discusses leading change at the Metropolitan Police Service (MPS) in London through engaging employees. It describes designing values for the MPS which included input from over 20,000 employees. The values were then embedded through leadership programs and other initiatives. Challenges to change included an existing blame culture and focus on targets. The document also discusses implementing change at the local level through a program called "LA local" which empowered employees and improved morale, community engagement, and performance.
The document announces the inaugural Process Excellence Week coming to India in September 2011. It will be a two-day summit focused on Lean Six Sigma and business process excellence. The summit will provide benchmarking and networking opportunities for senior business leaders in quality, business excellence, and operations. It will feature thought leadership panels, interactive focus groups, and the Global Process Excellence Awards - India. The summit aims to help organizations embed a sustainable Lean culture, create business excellence models, and leverage analytics to improve business intelligence and value.
Gardiner Consulting helps companies in challenging situations, including new product/services launches, organizational realignments, market transitions and corporate cultural evolution.
- Corporate Communication
- Marketing Communication
- Executive Coaching
- Leadership & Team Development
The document provides an overview of the Ethics Poll survey, which measures employee perceptions of ethical practices and procedures in their organization. It describes the survey as assessing perceptions of how work relates to the organization's mission and how things get done. The survey is intended to help employers identify gaps, gain insight into decision-making, and monitor their ethics climate over time. It also outlines the resources required to implement the Ethics Poll at different organization sizes.
MedeMerkers is a consultancy firm run by two independent consultants, Koen Delvaux and Luc Galoppin, that helps large organizations adapt to social media. They believe social media is making organizations more transparent and "liquid" by involving customers and partners in internal processes. Their approach involves analyzing a company's position, executing a social media strategy through training and tools, and transferring responsibilities internally. They provide services around communication, learning, connectivity, skills and performance measurement to guide clients' social media strategies and transformations.
This document summarizes steps for developing a sustainable business process in Northeast Ohio. It outlines developing maps of local product areas and assets. Models of business ecosystems centered on specific products will engage stakeholders. Information and tools will support ecosystem development and business cases. An educational curriculum using the ecosystem framework will provide learning opportunities. A community investment portfolio structure is designed to support the process. The overall goal is to establish sustainable business ideas and cases through collaborative leadership.
The document summarizes insights from an executive briefing on talent pipelines and retention. It discusses the need to align learning and development with business strategy to build needed capabilities. It also describes ABB's integrated talent management approach including competency frameworks, global systems, capability planning linked to business goals, and policies to encourage internal mobility. Leaders saw capable leadership, career prospects and culture as most important for retention over financial rewards or flexibility.
The document discusses the role of human resource management (HRM) in developing knowledge management systems within organizations. It outlines seven key responsibilities for HRM: 1) defining the purpose of knowledge management, 2) ensuring alignment with organizational values, 3) developing employee skills and careers, 4) integrating knowledge sharing into daily work, 5) encouraging knowledge-sharing behaviors, 6) managing technology use, and 7) championing low-tech knowledge sharing solutions. Effective HRM is needed to transform companies into learning organizations with sharing and collaborative cultures.
Using Business Process Mapping as a Communication Facilitator in the Global Enterprise
Information versus Communication
In a recent article on Lombardi Software and in particular their Blueprint business process mapping solution, I referred to John C. Maxwell’s assertion that “information is giving out; communication is getting through.”
It is an interesting perspective in that traditionally process mapping has been viewed as a way of providing an overview of the intricacies of the internal “architectures” that define and drive the modern enterprise. It has rarely (if ever) been considered a communication tool or facilitator. And herein lays the reason for its “boutique” status that has limited its practice to a select few “techies” who are perceived as being more system-oriented versus people-oriented.
Blink Consulting provides concise summaries to understand documents quickly. The document discusses how organizations can improve results by mobilizing and developing people. It explains that Blink Consulting helps clients with human resources strategies in four areas: organizing structures, aligning people with strategies, managing performance, and developing skills. The overall message is that empowering people and continuous learning are keys to exceptional organizational results.
BPEL is a standard language for defining business processes but has limitations that make it difficult for business analysts to use. Key challenges include a lack of graphical representation, inability to analyze or compare multiple processes, and technical details obscuring business logic. What is needed is a "process laboratory" that allows analysts to collaborate, design processes visually from a top-down perspective, and filter out technical implementation details.
authorization in our koncept, Mindsetter, 6styles, publicprofessional ukLeif Sørensen
This document provides information about becoming authorized to use learning concepts developed by Relation Technologies. The authorization process involves a two-day course to learn the theory and tools associated with a given concept. Authorization allows consultants to expand their competencies and integrate the dynamic tools into their teaching, coaching, and consulting. Relation Technologies creates learning designs and architectures based on theoretical foundations to make change management, learning, and development more engaging and effective.
This document discusses FlexPaths, a provider of flexible working solutions for organizations. It summarizes FlexPaths' suite of products which include: (1) FlexPaths Educate, an online resource for information on agile working; (2) FlexPaths Enroll, which automates flexible work requests; and (3) FlexExtend, online communities for flexible workers. It also describes FlexPaths Advisory Services which help organizations assess and improve their flexibility. The overall message is that FlexPaths provides end-to-end solutions to help companies create and sustain an agile workforce while reducing costs and risks.
A Critical Analysis of Mainstream Assessment Models in a Cross-Cultural ContextEY
This white paper compares the major cross-cultural models and their usability in a business context. There are several models to choose from, but our research and work with clients in the field indicates that the Universal Consensus Business Model of Intercultural Analysis (BMIA™) has among the strongest applicability for enhancing global business performance.
With access to the most up-to-date
research and tools, ConsultIWP is
a world leader in understanding
the way people drive organisational
effectiveness – and how this impacts
the bottom line.
The document provides an overview of Bluesky Connect, a publication from Bluesky HR Solutions.
The first section discusses the need for moderate, periodic attrition of strategic and leadership levels to encourage organizational change and renewal. The next section emphasizes the importance of dashboard management for SMEs to make timely, accurate decisions. It states key personnel and executive attrition are more important metrics than general attrition.
The last section announces new additions to the Bluesky team, client updates, an upcoming management development program, and solicits interest in outsourcing HR functions.
This presentation outlines our process in researching and creating a management dashboard for the emergency department at Halifax Helath. The goal was to identify a Halifax Health user who would benefit from a management dashboard (showing key performance indicators, key result indicators, and a dashboard related to learning and innovation) related to their experiences within a chaotic emergency department. The design team's assumptions were to create a dashboard for the CEO of the hospital, but were quickly proven otherwise as we realized the real needs of key players working within the emergency room.
Investing in organisation culture - Maximus People can help you Krishnan Arunachalam
At Maximus People we are passionate about our proposition to the organisations on how we can help them to invest and nurture a high performance culture.
Projective - Business Architecture and Operational ExcellenceProjective
The document discusses business architecture and operational excellence in banking and finance. It introduces Projective, a consulting firm that helps financial institutions define their target operating model by linking business architecture (processes) to applications and infrastructure. This creates transparency and traceability between business and IT, achieving large change initiatives. The target operating model defines how an organization executes its strategy through its process model, organization model, and information model. Achieving operational excellence starts with detailing the target operating model.
Projective - Business Architecture and Operational Excellencefrederikpaulus
1. The document discusses business architecture and operational excellence at a banking and finance seminar presented by Projective.
2. Projective focuses on project and program management for financial institutions and helps define target operating models that link business processes and underlying applications.
3. The presentation discusses how achieving operational excellence starts with detailing the target operating model, which defines how a company organizes itself through its process, organization, and information models.
Mergers & Acquisitions: How Organizational Culture Can Make or Break Your M&A...Denison Consulting
To enter new markets, acquire new technologies, increase scale or gain access to low cost operations, mergers and acquisitions are a key strategy for many organizations. While the strategy is a common one, it is also a risky one. One wrong move can have significant consequences for organizations.
The document proposes a new model of organizational learning and development called "Social Networked Learning and Development". In this model, learning occurs both through a central L&D function and organically across the organization as employees refer podcasts and other content to each other. An example is given of an employee listening to a podcast about decision making and then referring it to a coworker facing similar issues. The vision is to create an internal social network where employees can access content, view each other's profiles and expertise, and eventually create their own podcasts. This transforms L&D roles and allows a self-directed, self-serve approach driven by employees.
This document discusses improving company culture through an accountable culture management process. It argues that executives demand increased intelligence on the workforce but want a rigorous, business-oriented approach similar to finance and operations. The PS Culture Matters process provides automation to regularly measure cultural shifts and their impact on business goals. This accountable approach treats culture management like other key business areas through prioritization, trend analysis, and connecting culture to business performance.
This document discusses improving company culture through the Accountable Culture Management Process provided by PS Culture Matters. It summarizes that:
1) Executives are demanding more intelligence on workforce metrics connected to business impact, rather than traditional HR approaches. PS Culture Matters helps align culture development with business priorities through measurement and reporting.
2) Creating a high performance culture is an ongoing process, not a single event. PS Culture Matters' tool and process allows for regular measurement and improvement tracking over time.
3) PS Culture Matters provides both technology and consulting services to help companies better leverage their human resources through quantitative and qualitative cultural assessment.
MedeMerkers is a consultancy firm run by two independent consultants, Koen Delvaux and Luc Galoppin, that helps large organizations adapt to social media. They believe social media is making organizations more transparent and "liquid" by involving customers and partners in internal processes. Their approach involves analyzing a company's position, executing a social media strategy through training and tools, and transferring responsibilities internally. They provide services around communication, learning, connectivity, skills and performance measurement to guide clients' social media strategies and transformations.
This document summarizes steps for developing a sustainable business process in Northeast Ohio. It outlines developing maps of local product areas and assets. Models of business ecosystems centered on specific products will engage stakeholders. Information and tools will support ecosystem development and business cases. An educational curriculum using the ecosystem framework will provide learning opportunities. A community investment portfolio structure is designed to support the process. The overall goal is to establish sustainable business ideas and cases through collaborative leadership.
The document summarizes insights from an executive briefing on talent pipelines and retention. It discusses the need to align learning and development with business strategy to build needed capabilities. It also describes ABB's integrated talent management approach including competency frameworks, global systems, capability planning linked to business goals, and policies to encourage internal mobility. Leaders saw capable leadership, career prospects and culture as most important for retention over financial rewards or flexibility.
The document discusses the role of human resource management (HRM) in developing knowledge management systems within organizations. It outlines seven key responsibilities for HRM: 1) defining the purpose of knowledge management, 2) ensuring alignment with organizational values, 3) developing employee skills and careers, 4) integrating knowledge sharing into daily work, 5) encouraging knowledge-sharing behaviors, 6) managing technology use, and 7) championing low-tech knowledge sharing solutions. Effective HRM is needed to transform companies into learning organizations with sharing and collaborative cultures.
Using Business Process Mapping as a Communication Facilitator in the Global Enterprise
Information versus Communication
In a recent article on Lombardi Software and in particular their Blueprint business process mapping solution, I referred to John C. Maxwell’s assertion that “information is giving out; communication is getting through.”
It is an interesting perspective in that traditionally process mapping has been viewed as a way of providing an overview of the intricacies of the internal “architectures” that define and drive the modern enterprise. It has rarely (if ever) been considered a communication tool or facilitator. And herein lays the reason for its “boutique” status that has limited its practice to a select few “techies” who are perceived as being more system-oriented versus people-oriented.
Blink Consulting provides concise summaries to understand documents quickly. The document discusses how organizations can improve results by mobilizing and developing people. It explains that Blink Consulting helps clients with human resources strategies in four areas: organizing structures, aligning people with strategies, managing performance, and developing skills. The overall message is that empowering people and continuous learning are keys to exceptional organizational results.
BPEL is a standard language for defining business processes but has limitations that make it difficult for business analysts to use. Key challenges include a lack of graphical representation, inability to analyze or compare multiple processes, and technical details obscuring business logic. What is needed is a "process laboratory" that allows analysts to collaborate, design processes visually from a top-down perspective, and filter out technical implementation details.
authorization in our koncept, Mindsetter, 6styles, publicprofessional ukLeif Sørensen
This document provides information about becoming authorized to use learning concepts developed by Relation Technologies. The authorization process involves a two-day course to learn the theory and tools associated with a given concept. Authorization allows consultants to expand their competencies and integrate the dynamic tools into their teaching, coaching, and consulting. Relation Technologies creates learning designs and architectures based on theoretical foundations to make change management, learning, and development more engaging and effective.
This document discusses FlexPaths, a provider of flexible working solutions for organizations. It summarizes FlexPaths' suite of products which include: (1) FlexPaths Educate, an online resource for information on agile working; (2) FlexPaths Enroll, which automates flexible work requests; and (3) FlexExtend, online communities for flexible workers. It also describes FlexPaths Advisory Services which help organizations assess and improve their flexibility. The overall message is that FlexPaths provides end-to-end solutions to help companies create and sustain an agile workforce while reducing costs and risks.
A Critical Analysis of Mainstream Assessment Models in a Cross-Cultural ContextEY
This white paper compares the major cross-cultural models and their usability in a business context. There are several models to choose from, but our research and work with clients in the field indicates that the Universal Consensus Business Model of Intercultural Analysis (BMIA™) has among the strongest applicability for enhancing global business performance.
With access to the most up-to-date
research and tools, ConsultIWP is
a world leader in understanding
the way people drive organisational
effectiveness – and how this impacts
the bottom line.
The document provides an overview of Bluesky Connect, a publication from Bluesky HR Solutions.
The first section discusses the need for moderate, periodic attrition of strategic and leadership levels to encourage organizational change and renewal. The next section emphasizes the importance of dashboard management for SMEs to make timely, accurate decisions. It states key personnel and executive attrition are more important metrics than general attrition.
The last section announces new additions to the Bluesky team, client updates, an upcoming management development program, and solicits interest in outsourcing HR functions.
This presentation outlines our process in researching and creating a management dashboard for the emergency department at Halifax Helath. The goal was to identify a Halifax Health user who would benefit from a management dashboard (showing key performance indicators, key result indicators, and a dashboard related to learning and innovation) related to their experiences within a chaotic emergency department. The design team's assumptions were to create a dashboard for the CEO of the hospital, but were quickly proven otherwise as we realized the real needs of key players working within the emergency room.
Investing in organisation culture - Maximus People can help you Krishnan Arunachalam
At Maximus People we are passionate about our proposition to the organisations on how we can help them to invest and nurture a high performance culture.
Projective - Business Architecture and Operational ExcellenceProjective
The document discusses business architecture and operational excellence in banking and finance. It introduces Projective, a consulting firm that helps financial institutions define their target operating model by linking business architecture (processes) to applications and infrastructure. This creates transparency and traceability between business and IT, achieving large change initiatives. The target operating model defines how an organization executes its strategy through its process model, organization model, and information model. Achieving operational excellence starts with detailing the target operating model.
Projective - Business Architecture and Operational Excellencefrederikpaulus
1. The document discusses business architecture and operational excellence at a banking and finance seminar presented by Projective.
2. Projective focuses on project and program management for financial institutions and helps define target operating models that link business processes and underlying applications.
3. The presentation discusses how achieving operational excellence starts with detailing the target operating model, which defines how a company organizes itself through its process, organization, and information models.
Mergers & Acquisitions: How Organizational Culture Can Make or Break Your M&A...Denison Consulting
To enter new markets, acquire new technologies, increase scale or gain access to low cost operations, mergers and acquisitions are a key strategy for many organizations. While the strategy is a common one, it is also a risky one. One wrong move can have significant consequences for organizations.
The document proposes a new model of organizational learning and development called "Social Networked Learning and Development". In this model, learning occurs both through a central L&D function and organically across the organization as employees refer podcasts and other content to each other. An example is given of an employee listening to a podcast about decision making and then referring it to a coworker facing similar issues. The vision is to create an internal social network where employees can access content, view each other's profiles and expertise, and eventually create their own podcasts. This transforms L&D roles and allows a self-directed, self-serve approach driven by employees.
Similar to PS Culture Matters Corporate Brochure (20)
This document discusses improving company culture through an accountable culture management process. It argues that executives demand increased intelligence on the workforce but want a rigorous, business-oriented approach similar to finance and operations. The PS Culture Matters process provides automation to regularly measure cultural shifts and their impact on business goals. This accountable approach treats culture management like other key business areas through prioritization, trend analysis, and connecting culture to business performance.
This document discusses improving company culture through the Accountable Culture Management Process provided by PS Culture Matters. It summarizes that:
1) Executives are demanding more intelligence on workforce metrics connected to business impact, rather than traditional HR approaches. PS Culture Matters helps align culture development with business priorities through measurement and reporting.
2) Creating a high performance culture is an ongoing process, not a single event. PS Culture Matters' tool and process allows for regular measurement and improvement tracking over time.
3) PS Culture Matters provides both technology and consulting services to help companies better leverage their human resources through quantitative and qualitative cultural assessment.
This document discusses improving company culture through an accountable culture management process. It argues that executives want HR approaches to demonstrate business impact, not just be over budget and untested. The PS Culture Matters process provides automation to regularly measure cultural shifts and their impact on business goals. This moves culture management from an event-based approach to an ongoing, data-driven process aligned with other key business areas like finance and operations.
This document summarizes new research and technology that can help organizations create a positive and high-performing culture to drive business results. It provides metrics and solutions to diagnose organizational culture and implement accountability practices through a methodology proven to reform culture and improve business impact over time. Contact information is provided to obtain a copy of the new study.
This document summarizes new research and technology that can help organizations create a positive and high-performing culture to drive business results. It provides metrics and solutions to diagnose organizational culture and implement accountability practices through a methodology proven to reform culture and improve business impact over time. Contact information is provided to obtain a copy of the new study.
The document discusses an organization called PS Culture Matters that provides services to help companies improve their culture and performance. PS Culture Matters believes that improving company culture improves business outcomes. They offer an Accountable Culture Management system called GAPMTM that uses surveys to measure a company's culture, identifies areas for improvement, and tracks progress over time. The system provides reports and tools to help companies analyze their culture and create action plans to drive positive cultural and business changes.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
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Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
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Structural Design Process: Step-by-Step Guide for BuildingsChandresh Chudasama
The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...ABHILASH DUTTA
This presentation provides a thorough examination of Over-the-Top (OTT) platforms, focusing on their development and substantial influence on the entertainment industry, with a particular emphasis on the Indian market.We begin with an introduction to OTT platforms, defining them as streaming services that deliver content directly over the internet, bypassing traditional broadcast channels. These platforms offer a variety of content, including movies, TV shows, and original productions, allowing users to access content on-demand across multiple devices.The historical context covers the early days of streaming, starting with Netflix's inception in 1997 as a DVD rental service and its transition to streaming in 2007. The presentation also highlights India's television journey, from the launch of Doordarshan in 1959 to the introduction of Direct-to-Home (DTH) satellite television in 2000, which expanded viewing choices and set the stage for the rise of OTT platforms like Big Flix, Ditto TV, Sony LIV, Hotstar, and Netflix. The business models of OTT platforms are explored in detail. Subscription Video on Demand (SVOD) models, exemplified by Netflix and Amazon Prime Video, offer unlimited content access for a monthly fee. Transactional Video on Demand (TVOD) models, like iTunes and Sky Box Office, allow users to pay for individual pieces of content. Advertising-Based Video on Demand (AVOD) models, such as YouTube and Facebook Watch, provide free content supported by advertisements. Hybrid models combine elements of SVOD and AVOD, offering flexibility to cater to diverse audience preferences.
Content acquisition strategies are also discussed, highlighting the dual approach of purchasing broadcasting rights for existing films and TV shows and investing in original content production. This section underscores the importance of a robust content library in attracting and retaining subscribers.The presentation addresses the challenges faced by OTT platforms, including the unpredictability of content acquisition and audience preferences. It emphasizes the difficulty of balancing content investment with returns in a competitive market, the high costs associated with marketing, and the need for continuous innovation and adaptation to stay relevant.
The impact of OTT platforms on the Bollywood film industry is significant. The competition for viewers has led to a decrease in cinema ticket sales, affecting the revenue of Bollywood films that traditionally rely on theatrical releases. Additionally, OTT platforms now pay less for film rights due to the uncertain success of films in cinemas.
Looking ahead, the future of OTT in India appears promising. The market is expected to grow by 20% annually, reaching a value of ₹1200 billion by the end of the decade. The increasing availability of affordable smartphones and internet access will drive this growth, making OTT platforms a primary source of entertainment for many viewers.
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2. Aligning Corporate Culture to Business Impact Creating a High Performance Culture
Many CEO’s see HR approaches as “Over budget, after Instead of handing the executives another set of “smile
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We are the Company High Performance Culture = Both Technology & Service “At PS Culture Matters we work to make the world a better place by making every
Culture People High Performance Business Solutions Provider company a better place to work. We are enablers with the purpose of increasing the
leverage of your greatest and most under-utilized asset – YOUR PEOPLE.”
PS Culture Matters is a Management Accountable Culture Management Our organization is comprised of
Consulting and Business Process allows leaders to get results with a professional team of executives
Improvement Organization built their most important asset… and a growing network of dedicated
around people culture and a THEIR PEOPLE. By improving partners. By utilizing our wide array
business impact approach to Human your company culture, you can of professional services and our Generally Accepted People Metrics™ PS Culture Matters’ GAPM™ cloud-based tool is
Resources. We drive our customers improve your company, especially cloud-based GAPM™ tool, you are revolutionary for organizations that care enough about
to align and correlate their people your bottom line. Improving your able to measure results and better Finally, Insights and Solutions their people to improve organization by giving them a
voice. Now instead of acting on opinions alone we can
metrics to business metrics by culture with PS Culture Matters leverage your people assets to create
providing both technology and can lower turnover, promote sales a high performance culture. Any That Work For Your People have the consensus of our greatest asset. GAPM™
clients can compare improvement against three
service solutions to better execute growth, increase productivity, foster and every company can transform
the activities your company is doing better customer loyalty, improve their existing culture into a High People are your greatest asset, right? Effective months ago or this time last year, just like every other
less efficiently today. By identifying management skill set, spur higher Performance Culture. organizations measure the stuff that matters: Financial department! Now you can forecast and objectively
problematic areas within your employee contribution, and more! Statements, Operational Statements, Marketing compare your culture against other organizations for
company culture, you can then take Forecasts and Reporting, etc. best practices.
action against your weaknesses. If
you’re not doing this, then you will What about your GREATEST ASSET? Where are the Everyone says people are their greatest
never know what is going on. monthly or quarterly people statements? How do we ASSET, will you give your people a voice?
know if the training we did two months ago is driving
results? How do we know if we are improving our
culture year after year? If we can improve our culture,
results will follow.
(248) 658-8240
www.psculturematters.com