This document provides guidance on writing a company overview, including sections to cover such as introduction, slogan, mission statement, history and current status. It recommends including the company's name and location in the introduction. The overview section should describe how the company's idea meets customer needs and major achievements. The nature of business section should explain the market needs, satisfaction method, and customer segments. The mission statement should uniquely define the company's purpose and reason for existing. The current status should explain why the company will succeed through elements like customer satisfaction, efficiencies, personnel and location.
The document outlines the key components of an effective management plan, including assembling a strong management team, board of directors, board of advisors, and other professionals. It emphasizes that business is about people first and that the management team structure conveys how open the company is to advice. The management team section should describe personnel, ownership, compensation, and mistakes to avoid. An organizational chart is also important to prevent tension.
This document outlines the typical structure and content for a business plan presentation. It recommends including an introduction slide with company and founder details, an overview slide explaining the product/service and key points, and slides addressing the problem being solved, the proposed solution, market opportunity, technology, competition, marketing and sales, management team, financial projections, current status, financing sought, and a summary concluding slide. The presentation aims to hook the audience, validate the problem, present the solution, show market potential, and request financing to achieve stated milestones.
The document discusses key aspects of an effective marketing plan, including defining the target market through analysis, articulating the overall marketing strategy and positioning, outlining the communication and promotional strategies, describing the sales process and distribution channels, and emphasizing customer focus. An effective plan establishes how the business will generate sales against competition by understanding customers and supporting the strategy through integrated pricing, promotion, sales, and distribution tactics.
This document discusses key concepts for developing a strong business concept, including having a clear vision, creating enduring value for customers, establishing a competitive advantage, being able to clearly describe what makes your business different, resonating powerfully with customers, developing a compelling 25-word concept, and creating relevant differentiation. It emphasizes focusing on the customer experience and differentiating your business through innovative ideas that create value.
For providers of information management products and services, advice regarding how to sell based on the ability of your offerings to provide Maximum Total Value rather than on features/functions/price
The document summarizes key aspects of incentive plans and compensation discussed in Chapter 12 of an organizational behavior textbook. It covers individual, team, sales, and organization-wide incentive plans. The key topics discussed include:
- Individual incentive plans like piecework and merit pay plans.
- Factors that motivate employees according to theories by Maslow, Herzberg, and Deci.
- Design of sales compensation plans including salary, commission, and combination plans.
- Team incentive plans using individual or group production standards.
- Organization-wide variable pay plans like profit sharing and employee stock ownership plans (ESOPs).
Consulting toolkit defining the questionchrisdoran
This document discusses the importance of properly defining problems before attempting to solve them. It notes that spending more time understanding and framing the key question is important for developing effective solutions. Several tips and tools are provided for iterating and refining problem questions, such as considering different levels of scope and perspective. Defining the key problem to address, desired outcomes, and criteria for evaluating solutions is presented as a crucial first step.
The document discusses project management of post-merger integration. It emphasizes that integration requires key trade-offs in strategy and approach. A typical structure involves a steering committee, integration director, and cross-functional teams. Critical tasks include appointing leadership, developing communications, and tracking milestones. Effective integration balances the interests of multiple stakeholders through the merger process.
The document outlines the key components of an effective management plan, including assembling a strong management team, board of directors, board of advisors, and other professionals. It emphasizes that business is about people first and that the management team structure conveys how open the company is to advice. The management team section should describe personnel, ownership, compensation, and mistakes to avoid. An organizational chart is also important to prevent tension.
This document outlines the typical structure and content for a business plan presentation. It recommends including an introduction slide with company and founder details, an overview slide explaining the product/service and key points, and slides addressing the problem being solved, the proposed solution, market opportunity, technology, competition, marketing and sales, management team, financial projections, current status, financing sought, and a summary concluding slide. The presentation aims to hook the audience, validate the problem, present the solution, show market potential, and request financing to achieve stated milestones.
The document discusses key aspects of an effective marketing plan, including defining the target market through analysis, articulating the overall marketing strategy and positioning, outlining the communication and promotional strategies, describing the sales process and distribution channels, and emphasizing customer focus. An effective plan establishes how the business will generate sales against competition by understanding customers and supporting the strategy through integrated pricing, promotion, sales, and distribution tactics.
This document discusses key concepts for developing a strong business concept, including having a clear vision, creating enduring value for customers, establishing a competitive advantage, being able to clearly describe what makes your business different, resonating powerfully with customers, developing a compelling 25-word concept, and creating relevant differentiation. It emphasizes focusing on the customer experience and differentiating your business through innovative ideas that create value.
For providers of information management products and services, advice regarding how to sell based on the ability of your offerings to provide Maximum Total Value rather than on features/functions/price
The document summarizes key aspects of incentive plans and compensation discussed in Chapter 12 of an organizational behavior textbook. It covers individual, team, sales, and organization-wide incentive plans. The key topics discussed include:
- Individual incentive plans like piecework and merit pay plans.
- Factors that motivate employees according to theories by Maslow, Herzberg, and Deci.
- Design of sales compensation plans including salary, commission, and combination plans.
- Team incentive plans using individual or group production standards.
- Organization-wide variable pay plans like profit sharing and employee stock ownership plans (ESOPs).
Consulting toolkit defining the questionchrisdoran
This document discusses the importance of properly defining problems before attempting to solve them. It notes that spending more time understanding and framing the key question is important for developing effective solutions. Several tips and tools are provided for iterating and refining problem questions, such as considering different levels of scope and perspective. Defining the key problem to address, desired outcomes, and criteria for evaluating solutions is presented as a crucial first step.
The document discusses project management of post-merger integration. It emphasizes that integration requires key trade-offs in strategy and approach. A typical structure involves a steering committee, integration director, and cross-functional teams. Critical tasks include appointing leadership, developing communications, and tracking milestones. Effective integration balances the interests of multiple stakeholders through the merger process.
New Zealand faces challenges in attracting skilled immigrants including an aging population, falling birth rates, and brain drain. It also struggles to attract and retain international students due to issues with how welcoming immigration policies are and how the country is perceived. There is no simple answer to what people want from work today as it depends on various factors like age, circumstances, values, and culture. Organizations offer various intrinsic and extrinsic rewards to motivate employees including pay, benefits, recognition, and opportunities for growth.
Aligning Leadership Development With Strategycfricano
The document discusses common challenges with aligning leadership development with corporate strategy:
1) Corporate strategies often fail because they are not translated into frontline action due to plans being formulated in isolation without aligned goals and incentives.
2) High leadership turnover of 25% per year at Fortune 500 companies means few processes are in place to accelerate new leaders' contributions.
3) Only 30-40% of leadership development focuses on competencies aligned with unique corporate strategies, while most initiatives employ generic competency models.
4) Traditional leadership training is event-based, available only to some, and costly, while more innovative delivery methods are underutilized.
5) Learning measurements overemphasize activities
Effective Recruiting Strategies for Managers That Minimize Compliance Risks f...Human Capital Media
Many companies are being hit with costly fines for violations or discrimination claims related to recruiting efforts. That’s why Dr. Lisa Harpe will provide a framework for a compliant recruiting strategy in this complimentary webcast "Effective Recruiting Strategies for Managers That Minimize Compliance Risks for Business.”
In today’s intense regulatory environment, recruiting expands beyond just filling a position. As an HR professional, hiring manager or recruiter, your priority is to find and hire the right person for the right job. Federal agencies have another priority — ensure that the recruiting to hire practices are compliant. This session is designed to provide that insight to help you understand and avoid the hidden risks in recruiting. Join us to learn:
How to proceed if underutilization of a protected class exists.
Recommendations to collect accurate data on recruiting sources and measure the effectiveness of your programs.
How to leverage good faith efforts to overcome underutilization with women and minorities.
Tips on attracting veterans and people with disabilities into the workforce
Actionable steps to get managers and recruiters aligned toward recruiting goals.
- The document provides lessons learned about business practices for college marketing and recruiting. It discusses the importance of sales, customer service, effective solutions, business finances, teamwork, leadership, and professional development.
- Key recommendations include treating admissions like a business, prioritizing the customer experience, developing effective and proven solutions, maintaining profitability, empowering team members, and embracing new ideas and strategies.
- The overall message is that colleges must change their traditional "talk-at" marketing approaches and instead focus on authentic stories, conversations, and customer-centric practices to be successful.
The document discusses employer branding as an effective HR tool. It defines employer branding as representing an organization in a way that answers why someone should start and stay working there. The document outlines how to design an employer brand by knowing the organization's strengths/weaknesses, competitors, desired employee profile, and motivating factors. It also discusses aligning the employer brand with the corporate brand and using programs and communication to become an employer of choice.
20 best tools to retain your talent pool sarabjeet kaurEmploywise
20 Best Tools to Retain Your Talent Pool was presented as part of the HR@EmployWise™ webinar
It was presented by our subject matter expert, Sarabjeet Kaur. To learn more please visit http://www.employwise.com
Why Video Interviewing Will Never Replace the Handshake: Find out how leading corporate recruiters are using video interviewing as part of their on- and off-campus recruitment efforts.
The document discusses a firm's internal environment, focusing on resources, capabilities, and core competencies. It defines these terms and explains how firms can identify their core competencies using criteria like being valuable, rare, costly to imitate, and efficiently exploited. Firms then use tools like value chain analysis to evaluate their internal strengths and weaknesses and determine potential areas for outsourcing or developing new capabilities. Maintaining core competencies while avoiding that they become rigid is important for sustained competitive advantage.
The document provides information about the Butler Business Accelerator, which aims to help Indiana companies grow profitably through business consulting services. Its four-part mission is to achieve financial sustainability, transform business education, reduce brain drain in Indiana, and help Indiana companies grow profitably. It offers services such as strategic planning, marketing, operations improvement, and access to investment funds. Since 2006 it has worked with over 45 clients across many industries.
Drug discovery process style 6 powerpoint templatesSlideTeam.net
The drug discovery process diagram shows a cyclic process of 1) challenging colleagues to suggest creative solutions to problems, 2) combining and evaluating ideas, and 3) developing the most promising ideas. Ideas that do not prove successful are recycled back into the process. The goal is to ultimately profit from innovations developed through collaborative idea generation.
The document discusses talent management and succession planning. It outlines the traditional approach to succession planning versus a new approach focused on business needs. It also discusses moving from the industrial age to the knowledge age and talent age, and the talent management life cycle of planning, evaluating, acquiring, retaining, engaging, leading, developing, and deploying talent. Training is also addressed as part of the talent management process.
Workplace Flexibility and the Recovery - Risks & OpportunitiesFallonHorgan
This document discusses workplace flexibility in the context of the global financial crisis and the National Employment Standards in Australia. It provides examples of how some organizations addressed staff flexibility needs during economic downturn by reducing hours and keeping employees, which helped save costs and retain skilled workers. The document outlines the right of employees to request flexible work arrangements under the National Employment Standards and obligations of employers to accommodate such requests where reasonable.
The document discusses Belgacom's approach to career management. It aims to empower employees to proactively manage their own careers through a four-pillar model of personal support, training, an online career center, and increased mobility opportunities. The goals are to build a coaching culture where team leaders and career consultants support employees, provide training and resources through the online career center and talent profile tool, and create transparency around career paths and principles to facilitate mobility. The talent review board brings together business and employee data to help match employees to new opportunities.
The document discusses Humana's Perfect Service Experience program which aims to bring Disney's approach to customer service to Humana. It involves sending Humana employees to Disney for training, creating action plans to implement lessons learned, and ongoing support through biweekly meetings. The program will be evaluated over time at four levels - reaction, learning, behavior change, and business impact - to determine its effectiveness and ways to improve. The goals are to increase employee satisfaction, retention, performance and ultimately customer loyalty, revenue growth and shareholder value through a superior customer experience.
The document discusses how Manpower can help businesses by providing workforce solutions and talent resourcing as companies enter the "Human Age" where talent is the key competitive differentiator. Manpower offers a full range of services including contingent staffing, permanent placement, training, site management, and analytics to help companies access the best talent and optimize their workforces. They place over 147,000 industrial workers per week and have experience filling roles in skilled trades and emerging industries.
This document discusses forming a project team and identifying the key roles needed. It describes a project as a unique, temporary endeavor undertaken to achieve a desired outcome. There are three main interests in a project - the business interest, user interest, and provider/supplier interest.
The document recommends having the following key roles to represent each interest: a sponsor/executive to represent the business interest; one or more senior users to represent the user interest; and one or more senior suppliers to represent the provider/supplier interest. It also recommends having a project manager to facilitate the work and manage the project day-to-day. Appointments to these roles should consider the individual's availability, competence, viewpoint, credibility, and
The document discusses implementation planning for consulting recommendations. It provides three key aspects to consider: 1) developing a clear "engineering plan" with goals, steps, milestones and resources; 2) identifying and resolving potential implementation issues; and 3) engaging stakeholders through relationship building and addressing what's important to people. The document emphasizes that strong implementation requires both engineering-style planning and social engagement.
Willowtree Advisors has designed a Lean Enterprise Initiative that includes a Lean transformation framework and a philosophy for Lean Six Sigma and Change Management approaches that could translate to any industry.
The document discusses key elements to include in an operations plan. It provides examples of areas to describe for both back-stage and front-stage operations. Approaches for articulating the operations plan include outlining general approaches, describing a day in the business, or using an operations flow diagram. Other areas that may be important to cover include location, product/service lifecycle, intellectual property protection, and research and development activities. The overall goal is to adequately describe operations while focusing on essential or differentiating aspects.
The document discusses why writing a business plan is important. It notes that business plans help founders develop a vision for success, and that studies show businesses with plans are more likely to succeed and attract funding. A business plan forces founders to thoroughly think through their business idea and plan, and consider weaknesses. Key sections of an effective plan are outlined, and common red flags that could undermine a plan's credibility are identified. The document stresses that while plans should be living documents, founders need to convince readers their opportunity is exciting.
New Zealand faces challenges in attracting skilled immigrants including an aging population, falling birth rates, and brain drain. It also struggles to attract and retain international students due to issues with how welcoming immigration policies are and how the country is perceived. There is no simple answer to what people want from work today as it depends on various factors like age, circumstances, values, and culture. Organizations offer various intrinsic and extrinsic rewards to motivate employees including pay, benefits, recognition, and opportunities for growth.
Aligning Leadership Development With Strategycfricano
The document discusses common challenges with aligning leadership development with corporate strategy:
1) Corporate strategies often fail because they are not translated into frontline action due to plans being formulated in isolation without aligned goals and incentives.
2) High leadership turnover of 25% per year at Fortune 500 companies means few processes are in place to accelerate new leaders' contributions.
3) Only 30-40% of leadership development focuses on competencies aligned with unique corporate strategies, while most initiatives employ generic competency models.
4) Traditional leadership training is event-based, available only to some, and costly, while more innovative delivery methods are underutilized.
5) Learning measurements overemphasize activities
Effective Recruiting Strategies for Managers That Minimize Compliance Risks f...Human Capital Media
Many companies are being hit with costly fines for violations or discrimination claims related to recruiting efforts. That’s why Dr. Lisa Harpe will provide a framework for a compliant recruiting strategy in this complimentary webcast "Effective Recruiting Strategies for Managers That Minimize Compliance Risks for Business.”
In today’s intense regulatory environment, recruiting expands beyond just filling a position. As an HR professional, hiring manager or recruiter, your priority is to find and hire the right person for the right job. Federal agencies have another priority — ensure that the recruiting to hire practices are compliant. This session is designed to provide that insight to help you understand and avoid the hidden risks in recruiting. Join us to learn:
How to proceed if underutilization of a protected class exists.
Recommendations to collect accurate data on recruiting sources and measure the effectiveness of your programs.
How to leverage good faith efforts to overcome underutilization with women and minorities.
Tips on attracting veterans and people with disabilities into the workforce
Actionable steps to get managers and recruiters aligned toward recruiting goals.
- The document provides lessons learned about business practices for college marketing and recruiting. It discusses the importance of sales, customer service, effective solutions, business finances, teamwork, leadership, and professional development.
- Key recommendations include treating admissions like a business, prioritizing the customer experience, developing effective and proven solutions, maintaining profitability, empowering team members, and embracing new ideas and strategies.
- The overall message is that colleges must change their traditional "talk-at" marketing approaches and instead focus on authentic stories, conversations, and customer-centric practices to be successful.
The document discusses employer branding as an effective HR tool. It defines employer branding as representing an organization in a way that answers why someone should start and stay working there. The document outlines how to design an employer brand by knowing the organization's strengths/weaknesses, competitors, desired employee profile, and motivating factors. It also discusses aligning the employer brand with the corporate brand and using programs and communication to become an employer of choice.
20 best tools to retain your talent pool sarabjeet kaurEmploywise
20 Best Tools to Retain Your Talent Pool was presented as part of the HR@EmployWise™ webinar
It was presented by our subject matter expert, Sarabjeet Kaur. To learn more please visit http://www.employwise.com
Why Video Interviewing Will Never Replace the Handshake: Find out how leading corporate recruiters are using video interviewing as part of their on- and off-campus recruitment efforts.
The document discusses a firm's internal environment, focusing on resources, capabilities, and core competencies. It defines these terms and explains how firms can identify their core competencies using criteria like being valuable, rare, costly to imitate, and efficiently exploited. Firms then use tools like value chain analysis to evaluate their internal strengths and weaknesses and determine potential areas for outsourcing or developing new capabilities. Maintaining core competencies while avoiding that they become rigid is important for sustained competitive advantage.
The document provides information about the Butler Business Accelerator, which aims to help Indiana companies grow profitably through business consulting services. Its four-part mission is to achieve financial sustainability, transform business education, reduce brain drain in Indiana, and help Indiana companies grow profitably. It offers services such as strategic planning, marketing, operations improvement, and access to investment funds. Since 2006 it has worked with over 45 clients across many industries.
Drug discovery process style 6 powerpoint templatesSlideTeam.net
The drug discovery process diagram shows a cyclic process of 1) challenging colleagues to suggest creative solutions to problems, 2) combining and evaluating ideas, and 3) developing the most promising ideas. Ideas that do not prove successful are recycled back into the process. The goal is to ultimately profit from innovations developed through collaborative idea generation.
The document discusses talent management and succession planning. It outlines the traditional approach to succession planning versus a new approach focused on business needs. It also discusses moving from the industrial age to the knowledge age and talent age, and the talent management life cycle of planning, evaluating, acquiring, retaining, engaging, leading, developing, and deploying talent. Training is also addressed as part of the talent management process.
Workplace Flexibility and the Recovery - Risks & OpportunitiesFallonHorgan
This document discusses workplace flexibility in the context of the global financial crisis and the National Employment Standards in Australia. It provides examples of how some organizations addressed staff flexibility needs during economic downturn by reducing hours and keeping employees, which helped save costs and retain skilled workers. The document outlines the right of employees to request flexible work arrangements under the National Employment Standards and obligations of employers to accommodate such requests where reasonable.
The document discusses Belgacom's approach to career management. It aims to empower employees to proactively manage their own careers through a four-pillar model of personal support, training, an online career center, and increased mobility opportunities. The goals are to build a coaching culture where team leaders and career consultants support employees, provide training and resources through the online career center and talent profile tool, and create transparency around career paths and principles to facilitate mobility. The talent review board brings together business and employee data to help match employees to new opportunities.
The document discusses Humana's Perfect Service Experience program which aims to bring Disney's approach to customer service to Humana. It involves sending Humana employees to Disney for training, creating action plans to implement lessons learned, and ongoing support through biweekly meetings. The program will be evaluated over time at four levels - reaction, learning, behavior change, and business impact - to determine its effectiveness and ways to improve. The goals are to increase employee satisfaction, retention, performance and ultimately customer loyalty, revenue growth and shareholder value through a superior customer experience.
The document discusses how Manpower can help businesses by providing workforce solutions and talent resourcing as companies enter the "Human Age" where talent is the key competitive differentiator. Manpower offers a full range of services including contingent staffing, permanent placement, training, site management, and analytics to help companies access the best talent and optimize their workforces. They place over 147,000 industrial workers per week and have experience filling roles in skilled trades and emerging industries.
This document discusses forming a project team and identifying the key roles needed. It describes a project as a unique, temporary endeavor undertaken to achieve a desired outcome. There are three main interests in a project - the business interest, user interest, and provider/supplier interest.
The document recommends having the following key roles to represent each interest: a sponsor/executive to represent the business interest; one or more senior users to represent the user interest; and one or more senior suppliers to represent the provider/supplier interest. It also recommends having a project manager to facilitate the work and manage the project day-to-day. Appointments to these roles should consider the individual's availability, competence, viewpoint, credibility, and
The document discusses implementation planning for consulting recommendations. It provides three key aspects to consider: 1) developing a clear "engineering plan" with goals, steps, milestones and resources; 2) identifying and resolving potential implementation issues; and 3) engaging stakeholders through relationship building and addressing what's important to people. The document emphasizes that strong implementation requires both engineering-style planning and social engagement.
Willowtree Advisors has designed a Lean Enterprise Initiative that includes a Lean transformation framework and a philosophy for Lean Six Sigma and Change Management approaches that could translate to any industry.
The document discusses key elements to include in an operations plan. It provides examples of areas to describe for both back-stage and front-stage operations. Approaches for articulating the operations plan include outlining general approaches, describing a day in the business, or using an operations flow diagram. Other areas that may be important to cover include location, product/service lifecycle, intellectual property protection, and research and development activities. The overall goal is to adequately describe operations while focusing on essential or differentiating aspects.
The document discusses why writing a business plan is important. It notes that business plans help founders develop a vision for success, and that studies show businesses with plans are more likely to succeed and attract funding. A business plan forces founders to thoroughly think through their business idea and plan, and consider weaknesses. Key sections of an effective plan are outlined, and common red flags that could undermine a plan's credibility are identified. The document stresses that while plans should be living documents, founders need to convince readers their opportunity is exciting.
Week 1 - Lecture 1 - The Entrepreneurial Lifebradhapa
The document is a lecture on entrepreneurship that defines key terms like entrepreneur, small business, and opportunity. It describes different types of entrepreneurs such as founders, franchisees, artisan entrepreneurs, and opportunistic entrepreneurs. It also discusses motivations for becoming an entrepreneur like necessity or passion, and characteristics of successful entrepreneurs like commitment, leadership, and risk-taking.
This document outlines the key components of a market analysis, including describing the industry, target market characteristics, market size, market penetration, pricing, identifying target customers, media used, purchasing cycles, secondary markets, market testing results, lead times, competition, strengths/weaknesses, barriers to entry, and regulatory restrictions. It provides guidance on conducting a thorough market analysis to understand the target market and competitive landscape.
• You are looking for cultural integration in a multicultural company
• You have to improve your productivity more than 7 %
• You want to implement self-directed teams
• You need new leadership for highly skilled power teams
• You have to solve conflicts that block more than 5% of your efficiency
• You need a successful lighthouse-style project to become the emotional
• master plan for other projects
• You want to change the lack of identification and need better employer
• image for new hires
The document provides tips for effective presentations. It discusses planning a presentation by determining the speech type (inform, demonstrate, persuade, entertain), organizing content, creating visual aids, rehearsing, and delivering the presentation. The document also provides examples of content for a presentation on solving an IT service management problem through implementing ITIL best practices. It emphasizes convincing stakeholders there is a problem, offering a solution, and getting agreement on next steps.
The document discusses combining design and development approaches to drive innovation and efficiency. It describes how Jochen Gürtler of SAP advocates bringing design and development teams together through practices like user research, storytelling, prototyping and developing a shared product vision. The document provides examples of how SAP has applied these practices in developing products like SAP Sail, an app for sailors.
Recorded webinar: http://slidesha.re/18pOceU
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Karen’s Books: http://ksmartin.com/books
Businesses routinely attempt to accomplish too much and quickly lose focus when the next fire erupts or a new "shiny ornament" appears.
Strategy Deployment (also known as hoshin kanri and policy deployment) is a highly effective means for prioritizing and maintaining focus on the projects and improvement activities that lead to outstanding business performance. But many organizations need to build fundamental skills before they're ready to fully utilize strategy deployment as it was intended.
In this webinar, you'll learn how to build fundamental skills by:
• Prioritizing the laundry list of what you COULD focus on as an organization and create a "must do, can't fail" list of what you WILL focus on.
• Gaining organization-wide alignment, the key to successful plan execution.
• Managing the plan to keep distractions at bay and generate the level of results all organizations are capable of.
In short, you'll learn how to accomplish meaningful improvement in a way that aligns rather than divides, and puts improvement in its rightful place as an integral part of achieving overarching business goals.
The document provides an overview of career management concepts and best practices for employers. It discusses traditional versus career development focuses, the roles of individuals, managers, and organizations in career development, methods for enhancing diversity through career management, and how career development can foster employee commitment. The key topics covered include career planning, mentoring, promotions, transfers, innovative corporate initiatives, and retirement.
Learning for the Extended Enterprise: Leveraging Your Value ChainHuman Capital Media
Companies are increasingly realizing their own business results are impacted not only by their own employees, but also by the employees and individuals across their value chain. These suppliers, partners, distributors, subcontractors, resellers and customers are referred to as the extended enterprise. Investing in learning that ensures better informed and better trained employees and customers across this extended enterprise is a critical business strategy necessary to compete successfully in today's highly competitive environment.
In this webinar, Lance Dublin, an industry expert and dynamic webinar leader, will discuss how to describe the extended enterprise for your organization and identify where learning can add the most value. He will review mini-case studies of organizations who are involved in these initiatives and summarize the key insights from their successes and mistakes. And finally he will identify five critical steps you can and should take to be successful in leveraging learning across your extended enterprise.
Results Matter: Blending Forman & Informal Learning for Employee Accreditationwillyerd1
The document discusses blending formal and informal learning for employee accreditation in sales roles. It proposes an accreditation process with four phases: knowledge, behavior, results, and contribution. For a sales representative role, the phases include passing a test on product knowledge, incorporating knowledge into an approved account plan, achieving sales goals, and contributing to informal learning communities. Metrics such as progress to quota and pipeline status will track the program's success. Next steps include integrating predictive analytics and completing the full accreditation implementation across other roles.
Michael Ballé presented on lean management principles and culture change. He discussed how managers can lead by going to the gemba (workplace) to observe problems firsthand and lead kaizen (continuous improvement) activities. Small, incremental improvements can lead to large-scale change over time. Management's role shifts from deciding and directing to instructing employees and helping them improve their work. Developing leaders at all levels is key to sustainability.
Seven Habits of Highly Successful Procure-to-Pay ProgramsSAP Ariba
This document summarizes a presentation on successful Procure-to-Pay programs. It discusses Dollar Tree's implementation of a P2P program through Ariba, focusing on change management, implementation teams, training, spend analysis, feedback, supplier enablement, and early payments. It also discusses Corinthian Colleges' business case for a P2P program, how it would help problems like rogue spending, and its plan to implement the program in waves based on category suitability.
Chapter 05 small business, entrepreneurship, and franchisesNur Khalida
This document provides an overview of chapter five which discusses small businesses, entrepreneurship, and franchises. It begins with learning objectives for the chapter and then provides definitions of small businesses and profiles of typical small businesses in the US. Key points include that over 50% of US jobs are provided by small businesses and that they contribute greatly to technological innovation. The document also examines characteristics of entrepreneurs, reasons for small business success and failure, and the importance of small businesses to the US economy. Finally, it discusses franchising models and analyses the advantages and disadvantages of franchising for both franchisors and franchisees.
Here are the key roles and responsibilities:
- CEO/Founder: You are responsible for the overall vision and direction of the company. You will delegate tasks and hold people accountable.
- Sales: Sell the product/service and gather customer feedback.
- Operations: Manage processes like fulfillment, delivery, customer service.
- Finance: Track expenses, revenue, cash flow. Manage budgets.
- Marketing: Promote the product, build brand awareness, generate leads.
- Engineering/Product: Develop and improve the product based on customer feedback.
- HR: Recruit and manage any employees or contractors as the company grows.
- Admin: Handle paperwork, logistics, facilities
CAPPS 2012 Presentation-Gainful Employment & the Externship ConnectionAnn Cross
•The externship isn’t just a student’s last course and job placement shouldn’t begin at graduation! An efficient and effective externship program is the dynamic connection which takes your students out of the classroom and into the workforce. Campus and education directors, compliance managers, placement directors and externship coordinators will all benefit from the comprehensive perspective of this diverse panel of industry experts and this lively presentation on leveraging technology to implement externship best practices in the era of gainful employment. The panel will address key issues effecting externship programs including: How to teach soft skills to hard students to minimize drops and increase employability; Overcoming paperwork – Streamlining your department’s processes can minimize administrative work, maximize compliance and get your staff out in the field working with students and sites; Effective site development – Employer engagement begins with your externship program; Hired upon graduation! Proven strategies to increase extern-to-hire conversion rates
The Dell Trade Secrets campaign facilitates the sharing of advice and insights among
small business professionals. As Dell launched the Latitude E-Family of laptops—
redesigned specifically to meet the needs of SMBs—we asked you to share your
trade secrets for ensuring on-the-job reliability. You responded across several social
media channels, including our dedicated Facebook tab, Twitter and various blogs.
Lisa M. Newman is the founder and CEO of Marigold Consulting, which offers training to help individuals and professionals bloom personally and professionally. Marigold partners with clients to foster a productive learning environment where ideas are generated and solutions discovered. To learn more about Marigold's services or to schedule a session, visit their website.
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This document discusses tools and techniques for business modeling, including customer insights, ideation, visual thinking, prototyping, storytelling, and scenarios. It emphasizes designing based on customer perspective, generating novel ideas, and creating tangible representations of business concepts through visuals, prototypes, stories, and scenarios. The overall goal is to challenge existing approaches and imagine new business opportunities.
This document discusses business modeling and its key components: customer segments, value propositions, channels, customer relationships, and revenue streams. It provides examples and questions to consider for each component, such as identifying key customer groups, understanding their problems and needs, how value is delivered through different communication and distribution channels, what types of relationships are expected or established, and how revenue is generated from value propositions. The goal is to design a complete business model around these interrelated elements.
This 3 slide presentation recommends painting a product or service red to stand out from competitors, thanks the viewer for their time, and previews the next lesson on key performance indicators.
This document discusses how personality is molded by personal decisions rather than being inherent. It presents the thesis that one can become the person they want to be through choice. It then outlines the speaker's journey of deciding to become more outgoing, interesting, and confident by learning from others and taking small actions like greeting strangers and reading more. The presentation concludes by thanking the audience and prompting them to review or purchase the presented material.
The document discusses time management techniques including making lists, using a color-coded calendar, starting each day with sales calls, scheduling production time, planning goals for calls and meetings, making calls and emails in chunks, and focusing on things you can control. It also thanks the viewer and prompts them to buy or review additional lessons on personality and decision-making.
This document discusses the key traits of entrepreneurial leadership. It emphasizes having a vision for the future, effectively communicating that vision to others, maintaining irrational optimism even in the face of challenges, persuading people to join your cause, demonstrating persistence to overcome obstacles, executing your vision through consistent action, and thanking others for their support along the way. The presentation concludes by asking the viewer to buy or review the lesson.
John Wooden was a legendary college basketball coach who won 10 national championships in 12 years at UCLA. His teams won a record 88 consecutive games. Wooden emphasized hard work, teamwork, self-control and continuous improvement as keys to success. He believed success is peace of mind which is a direct result of self-satisfaction in knowing you made the effort to become the best you are capable of becoming.
This document discusses basic tax planning strategies for small businesses. It outlines various business expenses that are fully deductible, such as rent, insurance, salaries and wages. It also lists some expenses that are only partially deductible, like entertainment and meals. The document explains depreciation of assets over their useful life or Section 179 expensing. Startup costs up to $5,000 per year can be deducted, with any remainder amortized over 15 years. Examples are provided to illustrate how deductions reduce taxable income over the first few years of a business. The presentation concludes with an overview of tax forms used by sole proprietors, partnerships and LLCs.
This presentation discusses mission focused spending and argues that profits are not the most important thing for a business, but rather the only thing. It encourages businesses to focus on their mission over profits alone and concludes by thanking the audience and promoting a product for businesses to buy or review to help with profit making.
This document discusses having multiple income streams through starting businesses while maintaining a job. It recommends starting with 1-2 small businesses that complement each other and together generate less than $50k in revenue. Once a first business runs itself, a second complementary business can be started. The document emphasizes safety in starting businesses while employed and having diverse income streams from different ventures. It concludes by thanking the audience and directing them to the next lesson on focusing spending.
The document provides tips for handling slow-paying customers, including having a written policy on slow payments, proactively contacting clients, politely asking for payment when cash is in hand, sending letters stating overdue status and interest accrual, and as a last resort taking legal action or small claims court for amounts over $5,000. Business owners are advised to document all communication and not complain about clients or turn off services.
This document appears to be a series of slides from a presentation on business modeling and processes. The presentation was given by Jim Beach and Chris Hanks from the School for Startups and covers topics like process mapping, workflow diagrams, identifying stakeholders and their needs, and using business models to improve processes. The presentation concludes by thanking the audience and looking ahead to discussions on business processes for Thanksgiving and Christmas.
The document discusses a financial plan module that covers topics like Jim Beach and Chris Hanks. It thanks the viewer and directs them to buy or review the plan. It also previews the next lesson on presenting the financial plan.
The document describes the four steps to constructing an effective elevator pitch: 1) Describe the opportunity or problem in 20 seconds, 2) Describe how your solution meets the opportunity or solves the problem in 20 seconds, 3) Describe your qualifications in 10 seconds, and 4) Describe your market in 10 seconds. The elevator pitch should concisely explain the need, solution, credentials, and potential customers within 60 seconds to effectively pitch an idea or business.
This document discusses creating a sexy, unique, and compelling business concept. It emphasizes that the business idea should excite potential customers and solve a real problem. The presentation encourages founders to clearly articulate what problem the business solves and what makes it different from other options available. It also stresses the importance of passion and conviction when communicating the concept to others.
The document discusses setting up Google and Facebook ads campaigns. It provides tips for setting up campaigns and targeting ads, including using relevant keywords in ads and on landing pages. Facebook ads are highlighted as an effective way to target specific demographics like women over 55 through social media where people spend much of their time online. Overall strategies discussed include satisfying customer needs and reaching customers where they are on social platforms.
The document discusses marketing through social media. It outlines the importance of social media, with statistics showing high percentages of younger generations using social platforms. It then discusses overall social media strategies for businesses, including optimizing for search engines and reaching customers wherever they are online. The rest of the document focuses on specific popular social media platforms like YouTube, Twitter, LinkedIn and Facebook, providing stats and recommendations for how businesses can utilize each platform strategically.
The document provides guidance on getting started with a website using WordPress. It outlines the steps to start a hosting account, install and set up WordPress, find an appropriate theme, and add content. Throughout, it offers advice such as purchasing hosting and domains from the same provider, using responsive themes, and leveraging free images and plugins. The overall aim is to help readers set up a basic yet functional WordPress site.