This document contains information about performance evaluation methods for a protocol officer, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. For each method, it outlines the process, benefits, and examples of how it could be used to evaluate a protocol officer's performance. The document aims to provide HR professionals with resources to conduct thorough yet constructive performance reviews.
BSC one of the most amazing strategy tools I ever worked with. I am sure this topic been discussed many times but I try to explain it from my point of view
The Balanced Scorecard was introduced in 1992 as a performance measurement framework that monitors an organization's performance toward strategic goals. It gives managers a comprehensive view across financial, customer, internal process, and learning & growth perspectives. The document then provides examples of how Philips, Unified CallSoft, and Zenith Systems implemented Balanced Scorecards to address various issues and improve performance alignment, transparency, and strategic focus.
Information technology officer perfomance appraisal 2tonychoper3604
This document provides information and resources for evaluating the job performance of an information technology officer, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating an IT officer's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Medical office manager performance appraisalrosegriffin6
This document provides information and resources for evaluating the performance of a medical office manager. It includes a 4-page sample performance evaluation form with rating scales for evaluating administrators on various factors such as administration, knowledge, communication, teamwork, and customer service. It also gives examples of positive and negative phrases to use in evaluations for attributes like attitude, creativity, decision-making, and interpersonal skills. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess and provide feedback to medical office staff.
Life enrichment coordinator performance appraisallaylamuller869
This document provides information and resources for evaluating the performance of a life enrichment coordinator. It includes:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. Examples of performance review phrases for evaluating various skills and behaviors of a life enrichment coordinator such as attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for performing performance appraisals, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document contains information about performance evaluation methods for a protocol officer, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist methods. For each method, it outlines the process, benefits, and examples of how it could be used to evaluate a protocol officer's performance. The document aims to provide HR professionals with resources to conduct thorough yet constructive performance reviews.
BSC one of the most amazing strategy tools I ever worked with. I am sure this topic been discussed many times but I try to explain it from my point of view
The Balanced Scorecard was introduced in 1992 as a performance measurement framework that monitors an organization's performance toward strategic goals. It gives managers a comprehensive view across financial, customer, internal process, and learning & growth perspectives. The document then provides examples of how Philips, Unified CallSoft, and Zenith Systems implemented Balanced Scorecards to address various issues and improve performance alignment, transparency, and strategic focus.
Information technology officer perfomance appraisal 2tonychoper3604
This document provides information and resources for evaluating the job performance of an information technology officer, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating an IT officer's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
Medical office manager performance appraisalrosegriffin6
This document provides information and resources for evaluating the performance of a medical office manager. It includes a 4-page sample performance evaluation form with rating scales for evaluating administrators on various factors such as administration, knowledge, communication, teamwork, and customer service. It also gives examples of positive and negative phrases to use in evaluations for attributes like attitude, creativity, decision-making, and interpersonal skills. Finally, it outlines the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback. The goal is to help managers formally assess and provide feedback to medical office staff.
Life enrichment coordinator performance appraisallaylamuller869
This document provides information and resources for evaluating the performance of a life enrichment coordinator. It includes:
1. A sample job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures. Performance is rated on a scale from "outstanding" to "unsatisfactory".
2. Examples of performance review phrases for evaluating various skills and behaviors of a life enrichment coordinator such as attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for performing performance appraisals, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document provides information and resources for evaluating the job performance of a McDonald's shift manager. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors like administration, communication, teamwork, decision making, and more. It also lists additional performance appraisal materials and resources like common performance review phrases, top performance appraisal methods, and examples of how to evaluate skills like problem solving, creativity, and interpersonal skills. The evaluation form and supplemental materials are intended to help managers formally assess a shift manager's performance.
Information technology assistant performance appraisalFrancescoTotti012
This document provides a job performance evaluation form for an information technology assistant. It includes:
1. Links to free resources on performance appraisal phrases, forms, methods and key performance indicators.
2. A multi-page evaluation form to rate an IT assistant's performance based on factors like administration, communication, teamwork, decision-making, customer service, and safety. Performance is rated on a scale from outstanding to unsatisfactory.
3. Sections for employee strengths, areas for improvement, and developing a plan of action. It also reviews the employee's job description and gets signatures from the employee and evaluators.
4. Examples of performance review phrases for an IT assistant's attitude, creativity, and
This document outlines a project to reduce the average handle time (AHT) for calls handled by Stream 1 of a technical help desk. The help desk provides services for a client and aims to reduce Stream 1 AHT from 784 to 700 seconds by October 2013. This is expected to save an estimated $13,608 annually by reducing full time employees. The project uses a DMAIC methodology and data is collected through the Avaya call management system to analyze AHT by various factors and identify improvement opportunities. Baseline capability is established to measure project impact.
Application support engineer perfomance appraisal 2tonychoper0904
This document provides information and resources for evaluating the job performance of an application support engineer. It includes a sample performance evaluation form spanning multiple pages with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and developing a plan for improved performance. Rating scales are provided to evaluate performance areas such as administration, knowledge, communication, and decision-making. The document also lists the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, and 360-degree feedback. Resources on useful performance appraisal phrases and key performance indicators are referenced.
This document provides information and resources for evaluating the performance of a pre-sales manager, including:
1. A 4-page job performance evaluation form with rating scales for evaluating various performance factors such as administration, communication, decision-making, customer service, and more.
2. A list of 6 performance appraisal methods that can be used for a pre-sales manager, such as management by objectives, critical incident method, and 360 degree feedback.
3. Examples of positive and negative performance review phrases for evaluating a pre-sales manager's attitude, creativity, decision-making, interpersonal skills, and other qualities.
The document discusses key performance indicators (KPIs) for a training facilitator position. It provides examples of KPIs, performance appraisal forms, and steps to create KPIs for a training facilitator. The document recommends visiting kpi123.com for additional KPI samples and materials, including top performance appraisal forms and methods. It also describes different types of KPIs such as process, input, output, leading, and lagging KPIs.
This document introduces Key Performance Indicators (KPIs) and provides details about how to establish an effective KPI system. It defines KPIs as metrics used to evaluate factors crucial for organizational success. It also describes performance plans that outline expectations and appraisals that provide feedback. Additionally, it notes that KPIs and appraisals are tied to rewards and consequences for individuals and inform organizational planning. The document recommends setting clear, measurable targets and encouraging communication to improve appraisal effectiveness and employee satisfaction. Finally, it provides an example of how to establish KPIs at different levels of an organization to meet overall business objectives.
This document discusses how to decrease average handle time (AHT) by identifying common reasons for high AHT, such as long talk times, holds, and after-call work, and providing strategies for reducing each factor, including analyzing call center management system data to find problems in average speed of answer times, holds, and after-call work times, and following up daily with agents to ensure improvements are being made.
This document contains information about performance evaluation forms and methods for evaluating an accounts payable coordinator. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on various factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document provides descriptions and advantages/disadvantages of these different performance appraisal techniques.
This document provides details on implementing a Quality Management System (QMS) including percentages completed for various requirements. It lists areas like management responsibility, training, audits, and documentation control. For each area, it specifies requirements from the ISO standard and provides a percentage for how much of the implementation is complete in that area. An overall percentage is also calculated to indicate the total progress of the QMS implementation.
The document provides a template for an HR manager's key performance indicator (KPI) table. It includes instructions on defining key result areas, selecting KPIs, assigning weights and targets for each KPI, tracking actual results, calculating scores, and using the final score to determine bonuses, salary increases, and promotions. The template and additional HR tools can be downloaded from www.exploreHR.org.
This document provides information and resources for evaluating the job performance of a McDonald's shift manager. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors like administration, communication, teamwork, decision making, and more. It also lists additional performance appraisal materials and resources like common performance review phrases, top performance appraisal methods, and examples of how to evaluate skills like problem solving, creativity, and interpersonal skills. The evaluation form and supplemental materials are intended to help managers formally assess a shift manager's performance.
Information technology assistant performance appraisalFrancescoTotti012
This document provides a job performance evaluation form for an information technology assistant. It includes:
1. Links to free resources on performance appraisal phrases, forms, methods and key performance indicators.
2. A multi-page evaluation form to rate an IT assistant's performance based on factors like administration, communication, teamwork, decision-making, customer service, and safety. Performance is rated on a scale from outstanding to unsatisfactory.
3. Sections for employee strengths, areas for improvement, and developing a plan of action. It also reviews the employee's job description and gets signatures from the employee and evaluators.
4. Examples of performance review phrases for an IT assistant's attitude, creativity, and
This document outlines a project to reduce the average handle time (AHT) for calls handled by Stream 1 of a technical help desk. The help desk provides services for a client and aims to reduce Stream 1 AHT from 784 to 700 seconds by October 2013. This is expected to save an estimated $13,608 annually by reducing full time employees. The project uses a DMAIC methodology and data is collected through the Avaya call management system to analyze AHT by various factors and identify improvement opportunities. Baseline capability is established to measure project impact.
Application support engineer perfomance appraisal 2tonychoper0904
This document provides information and resources for evaluating the job performance of an application support engineer. It includes a sample performance evaluation form spanning multiple pages with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and developing a plan for improved performance. Rating scales are provided to evaluate performance areas such as administration, knowledge, communication, and decision-making. The document also lists the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, and 360-degree feedback. Resources on useful performance appraisal phrases and key performance indicators are referenced.
This document provides information and resources for evaluating the performance of a pre-sales manager, including:
1. A 4-page job performance evaluation form with rating scales for evaluating various performance factors such as administration, communication, decision-making, customer service, and more.
2. A list of 6 performance appraisal methods that can be used for a pre-sales manager, such as management by objectives, critical incident method, and 360 degree feedback.
3. Examples of positive and negative performance review phrases for evaluating a pre-sales manager's attitude, creativity, decision-making, interpersonal skills, and other qualities.
The document discusses key performance indicators (KPIs) for a training facilitator position. It provides examples of KPIs, performance appraisal forms, and steps to create KPIs for a training facilitator. The document recommends visiting kpi123.com for additional KPI samples and materials, including top performance appraisal forms and methods. It also describes different types of KPIs such as process, input, output, leading, and lagging KPIs.
This document introduces Key Performance Indicators (KPIs) and provides details about how to establish an effective KPI system. It defines KPIs as metrics used to evaluate factors crucial for organizational success. It also describes performance plans that outline expectations and appraisals that provide feedback. Additionally, it notes that KPIs and appraisals are tied to rewards and consequences for individuals and inform organizational planning. The document recommends setting clear, measurable targets and encouraging communication to improve appraisal effectiveness and employee satisfaction. Finally, it provides an example of how to establish KPIs at different levels of an organization to meet overall business objectives.
This document discusses how to decrease average handle time (AHT) by identifying common reasons for high AHT, such as long talk times, holds, and after-call work, and providing strategies for reducing each factor, including analyzing call center management system data to find problems in average speed of answer times, holds, and after-call work times, and following up daily with agents to ensure improvements are being made.
This document contains information about performance evaluation forms and methods for evaluating an accounts payable coordinator. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on various factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The document provides descriptions and advantages/disadvantages of these different performance appraisal techniques.
This document provides details on implementing a Quality Management System (QMS) including percentages completed for various requirements. It lists areas like management responsibility, training, audits, and documentation control. For each area, it specifies requirements from the ISO standard and provides a percentage for how much of the implementation is complete in that area. An overall percentage is also calculated to indicate the total progress of the QMS implementation.
The document provides a template for an HR manager's key performance indicator (KPI) table. It includes instructions on defining key result areas, selecting KPIs, assigning weights and targets for each KPI, tracking actual results, calculating scores, and using the final score to determine bonuses, salary increases, and promotions. The template and additional HR tools can be downloaded from www.exploreHR.org.
This document discusses key performance indicators (KPIs) for product marketers. It provides examples of KPIs, steps for creating a KPI system, common mistakes to avoid, and how to design effective KPIs. The document recommends linking KPIs to strategy, answering important questions, and empowering employees. It also lists different types of KPIs and provides resources for additional KPI materials.
Key performance indicators (KPIs) measure how well a business is achieving its objectives. KPIs should be simple, easy to interpret and show actual performance compared to targets. There are five categories of operational KPIs: safety, quality, delivery, cost, and motivation. A well-defined set of KPIs that are specific, measurable, attainable, relevant and time-bound can drive improvement and culture change within an organization to help it better target objectives and control performance.
This document provides an overview of ISO 9001:2015. It discusses what ISO means, the benefits of ISO standards, quality management principles, the PDCA cycle, and the structure and requirements of ISO 9001:2015. The key points are that ISO establishes internationally recognized standards, ISO 9001 specifies requirements for quality management systems, and the standard comprises 11 clauses that cover the PDCA cycle of plan, do, check, act for continuous improvement.
Examples of Key Performance Indicators for Sales Manager: KPI Examples for Sa...The-KPI-Examples-Review
In this report we define the key performance indicators for sales manager based on web search data in 2015. For some of the key performance indicators were defined their formulas and calculation examples. In our calculations we used the official statements of Siemens AG and others.
The document defines key performance indicators (KPIs) as quantifiable measures that help companies gauge their performance against strategic goals. KPIs vary by industry but generally measure aspects like sales, costs, and quality. The document outlines objectives for KPIs like improving understanding and awareness of performance. It also discusses characteristics of good KPIs like being specific, measurable, and time-bound. Finally, the document provides examples of common KPIs for industries like shipping/logistics and infrastructure development.
How continuously improve on marketing ROI with lessons learned from the Total Quality Movement. Create a Plan-Do-Learn-Change process with a continuous cycle on measuring what you need to learn how to improve, then keep it going with increases in ROI thresholds as you improve.
The document discusses key performance indicators (KPIs) and how to implement them. It defines KPIs as quantifiable measurements that reflect critical success factors of a business. It emphasizes that KPIs should be strategic and focus on a single strategy. The document recommends developing KPIs using a balanced scorecard approach across four perspectives: financial, customer, internal business processes, and learning and growth. It provides a step-by-step process to implement KPIs that includes defining strategic specifics, auditing existing measures, developing new measures, analyzing and reporting results.
This document discusses setting key performance indicators (KPIs) for safety. It provides examples of potential KPIs across several categories: accidents and incidents, involvement and communication, monitoring operational performance, occupational health, and promoting and ensuring system effectiveness. The document emphasizes that KPIs should be specific, measurable, achievable, relevant and time-bound. It also provides an example of setting KPIs for a strategic aim of continuous safety improvement, identifying initiatives, baseline data, targets, and actual performance.
Pinnacle Foods Inc. Presentation to CAGNYpinnaclefood
Pinnacle Foods presented at the CAGNY conference on March 24, 2016. The presentation included forward-looking statements and non-GAAP financial measures, and discussed these definitions. It introduced the executive leadership team and provided an overview of the company's portfolio following the acquisition of Boulder Brands. Pinnacle outlined its strategy of executing its playbook to drive organic growth and margin expansion, expanding its business through acquisitions and innovation, and evolving its portfolio focus.
2016 12-15 investor meeting final final webpinnaclefood
Pinnacle Foods held an investor meeting in December 2016 to discuss strategies for amplifying growth. The company aims to expand gross margins through initiatives like mix and pricing improvements as well as productivity programs. Pinnacle also intends to accelerate top-line growth by strengthening fundamentals of key brands, expanding into lifestyle and health and wellness segments, and improving center of store offerings. Acquisitions like Boulder Brands are integrated to capture synergies and further leverage Pinnacle's scale.
A complete outline of KPI's function and use in a measureable value that demonstrates the effectiveness of a business process at contributing to the attainment of key business objectives
This document defines key performance indicators (KPIs) and discusses how they are used. KPIs are quantifiable measures that help organizations track progress towards strategic goals. They are directly linked to overall company objectives and allow measurement of success. The document outlines several types of KPIs including process, input, output, leading, lagging, qualitative, and quantitative. It also provides examples of KPIs for different industries like shipping/logistics and infrastructure. Overall, KPIs help organizations evaluate performance, focus efforts, and make decisions to improve over time.
The document discusses key performance indicators (KPIs), which help organizations define and measure progress toward goals. It provides guidelines for developing effective KPIs, including that they should be quantifiable and reflect organizational goals and objectives. It also gives examples of good and bad KPI definitions, and shows how KPIs can be structured at different levels of an organization and cascaded down from high-level goals.
ILC is a consulting firm that provides guidance to organizations on managing their people more strategically. They partner with companies to evaluate overall performance, improve poor individual/team/organizational performance, prevent high turnover, and align leadership styles. ILC consists of organizational psychologists and HR practitioners with over 75 years of combined international experience in leadership and human resources management. Their services include assessing and developing talent, engaging and retaining employees, and providing strategic and individual/team/organizational solutions.
Being efficient as possible by identifying Key Performance Indicators or benchmarks easily allows managers and reps to measure where they are in relation to their activity plans. This presentation shares our KPI's.
Here's a link to the full resolution PDF http://static.klipfolio.com/ebook/intro-to-kpis-slides.pdf
In today’s ultra competitive business ecosystem, only the strong survive. In order to keep your team on top of their game, you need to cultivate a data-driven culture by sharing the right performance indicators and business metrics with your team.
A Key Performance Indicator is a measurable value that demonstrates how effectively a company is achieving key business objectives. Organizations use KPIs at multiple levels to evaluate their success at reaching targets. High-level KPIs may focus on the overall performance of the enterprise, while low-level KPIs may focus on processes in departments such as sales, marketing or a call center.
What are the differences between KPI and OKR frameworks?
OKRs identifies the main objective as well as the key results — the framework and the way to get there. To achieve the objectives identified with OKR, teams must establish measurable actions to take in order to achieve high-level goals. OKRs are often highly ambitious and are designed to align and push the company into full-gear as a cohesive unit, but also give individual contributors autonomy, which encourages innovation on the road to goal achievement.
Michael Scherbaum is the Senior Manager of Partner Field Development at Salesforce. The presentation covers account planning for the current fiscal year. It emphasizes developing a strategic plan for each account that drives consistent activities to ensure effective strategic, tactical, and territory planning. It provides templates for account profiles, analysis, strategy development, and action planning. The presentation stresses that account planning is a team effort and reviews best practices for sharing the strategy and vision with customers.
The document discusses the balanced scorecard framework, which allows organizations to measure their strategic performance. It was developed by Robert Kaplan and David Norton as a way to track an organization's progress against strategic goals from four perspectives: financial, customer, internal processes, and learning and growth. The balanced scorecard helps align business activities with vision and strategy, improve communications, monitor performance, and provide strategic feedback to management. However, it does not provide recommendations, may not be fully efficient, takes time to implement, and implementation can be costly.
Shopify is an e-commerce platform with over 300,000 active merchants and $3.4 billion in GMV in Q2 2016. The document discusses Shopify's growth, including strong and consistent increases in revenue, monthly recurring revenue, and GMV. It highlights Shopify's business model of providing a single integrated platform for merchants to manage online stores, payments, shipping, and other operations. The summary highlights Shopify's large opportunity in the global SMB e-commerce market and its vision to make commerce better for everyone.
This document contains forward-looking statements about the company's plans, intentions and expectations, which are based on management's views of historical trends and future developments. It notes that actual results may differ materially from these statements due to known and unknown risks and uncertainties. It also notes that case studies of merchant results do not necessarily mean the company's platform was the only contributing factor to growth. Financial measures are supplemented with non-GAAP measures to provide additional context.
This document contains forward-looking statements about the company's plans, estimates, beliefs and assumptions. It notes that actual results may differ materially from what is projected. It also discusses non-GAAP financial measures used by the company to supplement GAAP reporting and provides reconciliations of non-GAAP measures. The document is intended for investors and analyzes the company's business model, growth opportunities, and financial performance.
This document contains forward-looking statements about the company's plans, estimates, beliefs and assumptions. It notes that actual results may differ materially from what is projected. It also discusses risks associated with forward-looking statements and says the company does not undertake to update projections except as required by law. The document also states that case studies of merchant growth do not necessarily mean the company's platform was the only contributing factor, and that non-GAAP financial measures should be viewed as supplemental, not superior, to GAAP measures.
Steps To Choose The Right KPIS For Your Business.docxSameerShaik43
One major challenge faced by both midsize and small sized companies is lack of data visibility. Answering Business performance related questions does require lots of effort and consume plenty of effort. Hence, what is desired is proper business strategy combined with clear answers to a variety of questions.
https://www.tycoonstory.com/tips/steps-to-choose-the-right-kpis-for-your-business/
Analysis insight about a Flyball dog competition team's performanceroli9797
Insight of my analysis about a Flyball dog competition team's last year performance. Find more: https://github.com/rolandnagy-ds/flyball_race_analysis/tree/main
Open Source Contributions to Postgres: The Basics POSETTE 2024ElizabethGarrettChri
Postgres is the most advanced open-source database in the world and it's supported by a community, not a single company. So how does this work? How does code actually get into Postgres? I recently had a patch submitted and committed and I want to share what I learned in that process. I’ll give you an overview of Postgres versions and how the underlying project codebase functions. I’ll also show you the process for submitting a patch and getting that tested and committed.
Codeless Generative AI Pipelines
(GenAI with Milvus)
https://ml.dssconf.pl/user.html#!/lecture/DSSML24-041a/rate
Discover the potential of real-time streaming in the context of GenAI as we delve into the intricacies of Apache NiFi and its capabilities. Learn how this tool can significantly simplify the data engineering workflow for GenAI applications, allowing you to focus on the creative aspects rather than the technical complexities. I will guide you through practical examples and use cases, showing the impact of automation on prompt building. From data ingestion to transformation and delivery, witness how Apache NiFi streamlines the entire pipeline, ensuring a smooth and hassle-free experience.
Timothy Spann
https://www.youtube.com/@FLaNK-Stack
https://medium.com/@tspann
https://www.datainmotion.dev/
milvus, unstructured data, vector database, zilliz, cloud, vectors, python, deep learning, generative ai, genai, nifi, kafka, flink, streaming, iot, edge
Predictably Improve Your B2B Tech Company's Performance by Leveraging DataKiwi Creative
Harness the power of AI-backed reports, benchmarking and data analysis to predict trends and detect anomalies in your marketing efforts.
Peter Caputa, CEO at Databox, reveals how you can discover the strategies and tools to increase your growth rate (and margins!).
From metrics to track to data habits to pick up, enhance your reporting for powerful insights to improve your B2B tech company's marketing.
- - -
This is the webinar recording from the June 2024 HubSpot User Group (HUG) for B2B Technology USA.
Watch the video recording at https://youtu.be/5vjwGfPN9lw
Sign up for future HUG events at https://events.hubspot.com/b2b-technology-usa/
"Financial Odyssey: Navigating Past Performance Through Diverse Analytical Lens"sameer shah
Embark on a captivating financial journey with 'Financial Odyssey,' our hackathon project. Delve deep into the past performance of two companies as we employ an array of financial statement analysis techniques. From ratio analysis to trend analysis, uncover insights crucial for informed decision-making in the dynamic world of finance."
Build applications with generative AI on Google CloudMárton Kodok
We will explore Vertex AI - Model Garden powered experiences, we are going to learn more about the integration of these generative AI APIs. We are going to see in action what the Gemini family of generative models are for developers to build and deploy AI-driven applications. Vertex AI includes a suite of foundation models, these are referred to as the PaLM and Gemini family of generative ai models, and they come in different versions. We are going to cover how to use via API to: - execute prompts in text and chat - cover multimodal use cases with image prompts. - finetune and distill to improve knowledge domains - run function calls with foundation models to optimize them for specific tasks. At the end of the session, developers will understand how to innovate with generative AI and develop apps using the generative ai industry trends.
4th Modern Marketing Reckoner by MMA Global India & Group M: 60+ experts on W...Social Samosa
The Modern Marketing Reckoner (MMR) is a comprehensive resource packed with POVs from 60+ industry leaders on how AI is transforming the 4 key pillars of marketing – product, place, price and promotions.
STATATHON: Unleashing the Power of Statistics in a 48-Hour Knowledge Extravag...sameer shah
"Join us for STATATHON, a dynamic 2-day event dedicated to exploring statistical knowledge and its real-world applications. From theory to practice, participants engage in intensive learning sessions, workshops, and challenges, fostering a deeper understanding of statistical methodologies and their significance in various fields."
ViewShift: Hassle-free Dynamic Policy Enforcement for Every Data LakeWalaa Eldin Moustafa
Dynamic policy enforcement is becoming an increasingly important topic in today’s world where data privacy and compliance is a top priority for companies, individuals, and regulators alike. In these slides, we discuss how LinkedIn implements a powerful dynamic policy enforcement engine, called ViewShift, and integrates it within its data lake. We show the query engine architecture and how catalog implementations can automatically route table resolutions to compliance-enforcing SQL views. Such views have a set of very interesting properties: (1) They are auto-generated from declarative data annotations. (2) They respect user-level consent and preferences (3) They are context-aware, encoding a different set of transformations for different use cases (4) They are portable; while the SQL logic is only implemented in one SQL dialect, it is accessible in all engines.
#SQL #Views #Privacy #Compliance #DataLake
Beyond the Basics of A/B Tests: Highly Innovative Experimentation Tactics You...Aggregage
This webinar will explore cutting-edge, less familiar but powerful experimentation methodologies which address well-known limitations of standard A/B Testing. Designed for data and product leaders, this session aims to inspire the embrace of innovative approaches and provide insights into the frontiers of experimentation!
Beyond the Basics of A/B Tests: Highly Innovative Experimentation Tactics You...
Sample KPI Documentation Form
1. FIN-001 GROSS PROFIT MARGIN
KPI DEFINITION
KPI ID FIN-001
KPI Title Gross Profit Margin
Strategic Goal Improve Profitability Margin
Business Area Finance
KPI Champion Julie Holmes
Dates January 21, 2014 – Created and Approved
January 18, 2015 – Reviewed and Approved
Key Performance
Question
How much profit are we generating from each dollar in sales?
KPI Overview Gross profit margin is an indicator of how well our company is managing our production costs compared
to product revenue. If our gross profit margin is low, our costs are too high compared to our revenues. As
we have historically exceeded industry average for gross profit margin, we strive to improve upon our
own performance.
KPI Goal Minimum Goal – Current Month Gross Profit Margin should be => Prior Month Gross Profit Margin
Target Goal - Current Month Gross Profit Margin should be 1% above Prior Year Current Month Gross
Profit Margin
Exceptional Goal - Current Month Gross Profit Margin should be 3% above Prior Year Current Month
Gross Profit Margin
Action Plan If this KPI is below the minimum goal the following action plan will be instituted:
1) KPI Champion will identify corrective team
2) Team will determine an action plan based on leading indicators
3) Results will be monitored weekly to ensure subsequent results are able to achieve goals
KPI Source ERP General Ledger
KPI Calculation Gross Profit Margin = (Revenues-Cost of Goods Sold)/Revenues x 100
Measurement
Frequency
Monthly
Leading Indicators The following are leading indicators for this KPI
REVENUE:
o Number of New Orders
o Sales Leads
COST OF GOODS SOLD:
o Inventory Cost
o Production Cost