Visualizing it (slideshare)
•Download as PPT, PDF•
0 likes•191 views
Short presentation on how I want my department to visualize it's status to avoid starting projects without having people available.
Report
Share
Report
Share
![Purpose ,[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Micki Callahan - HR Director San Francisco City/County
The city and county of San Francisco has over 28,000 employees across more than 60 departments providing services in areas such as public protection, transportation, healthcare, culture, and administration. Workforce planning reports from 2003, 2006, and 2007 analyzed trends in the city's workforce and management positions, and highlighted succession planning issues. The documents discuss tools to assist with workforce and succession planning, including knowledge management and training. It provides an example of implementation by the police department using strategies such as continuous testing, internships, lateral transfers, and retention bonuses. Lessons learned include the need for leadership in workforce planning, flexibility for different department needs, and finding budget-friendly solutions.
Deciding Together - Internet User Experience 2015
This document contains a collection of quotes and thoughts on various topics including design, truth, maps, understanding, and durability. It shares quotes from individuals such as Richard Saul Wurman, Charles Eames, and Edward Albee. The document emphasizes finding truth over simple solutions and highlights the complexity and contradiction involved in reaching durable agreements.
High Five Conference 2015 Top 25 Takeaways
The High Five Conference is the event where marketing and creative meet. The two-day conference in Raleigh featured five keynote speakers: Aaron Draplin, Ekaterina Walter, Spike Jones, Johnny "Cupcakes" Earle and Peter Shankman. The presentation features 25 of the top takeaways from the event.
Change Management
This document provides guidance for managers and supervisors on managing organizational change. It discusses the difference between change and transition, the typical phases of transition, reasons why employees may resist change, and strategies for addressing common reactions to change like disengagement, disidentification, disenchantment, and disorientation. Key recommendations include communicating vision, providing support and learning opportunities, addressing employee fears and concerns, and acknowledging different reactions to help people adapt to changes.
WFP Conference General Session - Strazzo Award
Mike Strazzo received a lifetime achievement award at the State of California Workforce Planning Conference on November 5, 2008. The conference was held at Mike's Infamous Onion restaurant. Mike Strazzo was honored for his contributions to workforce planning.
Career Mentoring - SCIF Presentation
The document outlines a career mentoring program for a state workforce. It discusses the need for such a program to facilitate knowledge transfer, leadership development, and workforce planning. The benefits of the program include developing potential leaders, increasing retention, improving job performance, and providing career opportunities. The program requires mentors and mentees to be state employees in good standing who commit to meeting for 1.5 hours monthly for one year. Resources are provided to help coordinate the program.
Victoria Bradshaw Presentation
This document summarizes projected job openings for several in-demand occupations in California between 2004 and 2014. It provides data on estimated employment and projected growth in the private sector, state government, and federal/local government. Example occupations discussed include computer systems analysts, network systems/data communication analysts, civil engineers, environmental engineers, registered nurses, and pharmacists. For each, it lists the estimated employment in 2004 and projected employment in 2014, as well as projected total job openings from new jobs and replacements over that period.
Strategy & structure workshop (preparatory work)
The workshop over two days aims to explore the department's future, clarify its current state, and establish expected outcomes. On the first day, participants will discuss how to collaborate and what the vision means in a way understandable to a 4-year old. The second day focuses on goals for different sections and teams. Preparation includes explaining the vision simply, outlining plans for one's section, and bringing colorful sunglasses for time travel.
Recommended
Micki Callahan - HR Director San Francisco City/County
The city and county of San Francisco has over 28,000 employees across more than 60 departments providing services in areas such as public protection, transportation, healthcare, culture, and administration. Workforce planning reports from 2003, 2006, and 2007 analyzed trends in the city's workforce and management positions, and highlighted succession planning issues. The documents discuss tools to assist with workforce and succession planning, including knowledge management and training. It provides an example of implementation by the police department using strategies such as continuous testing, internships, lateral transfers, and retention bonuses. Lessons learned include the need for leadership in workforce planning, flexibility for different department needs, and finding budget-friendly solutions.
Deciding Together - Internet User Experience 2015
This document contains a collection of quotes and thoughts on various topics including design, truth, maps, understanding, and durability. It shares quotes from individuals such as Richard Saul Wurman, Charles Eames, and Edward Albee. The document emphasizes finding truth over simple solutions and highlights the complexity and contradiction involved in reaching durable agreements.
High Five Conference 2015 Top 25 Takeaways
The High Five Conference is the event where marketing and creative meet. The two-day conference in Raleigh featured five keynote speakers: Aaron Draplin, Ekaterina Walter, Spike Jones, Johnny "Cupcakes" Earle and Peter Shankman. The presentation features 25 of the top takeaways from the event.
Change Management
This document provides guidance for managers and supervisors on managing organizational change. It discusses the difference between change and transition, the typical phases of transition, reasons why employees may resist change, and strategies for addressing common reactions to change like disengagement, disidentification, disenchantment, and disorientation. Key recommendations include communicating vision, providing support and learning opportunities, addressing employee fears and concerns, and acknowledging different reactions to help people adapt to changes.
WFP Conference General Session - Strazzo Award
Mike Strazzo received a lifetime achievement award at the State of California Workforce Planning Conference on November 5, 2008. The conference was held at Mike's Infamous Onion restaurant. Mike Strazzo was honored for his contributions to workforce planning.
Career Mentoring - SCIF Presentation
The document outlines a career mentoring program for a state workforce. It discusses the need for such a program to facilitate knowledge transfer, leadership development, and workforce planning. The benefits of the program include developing potential leaders, increasing retention, improving job performance, and providing career opportunities. The program requires mentors and mentees to be state employees in good standing who commit to meeting for 1.5 hours monthly for one year. Resources are provided to help coordinate the program.
Victoria Bradshaw Presentation
This document summarizes projected job openings for several in-demand occupations in California between 2004 and 2014. It provides data on estimated employment and projected growth in the private sector, state government, and federal/local government. Example occupations discussed include computer systems analysts, network systems/data communication analysts, civil engineers, environmental engineers, registered nurses, and pharmacists. For each, it lists the estimated employment in 2004 and projected employment in 2014, as well as projected total job openings from new jobs and replacements over that period.
Strategy & structure workshop (preparatory work)
The workshop over two days aims to explore the department's future, clarify its current state, and establish expected outcomes. On the first day, participants will discuss how to collaborate and what the vision means in a way understandable to a 4-year old. The second day focuses on goals for different sections and teams. Preparation includes explaining the vision simply, outlining plans for one's section, and bringing colorful sunglasses for time travel.
First Steps Presentation
The document discusses force field analysis for effective workforce planning. It provides examples of restraining and compelling forces that can respectively impede or facilitate workforce planning. Restraining forces include other projects occurring at the same time and budget constraints, while compelling forces include the potential retirement of 30% of the workforce within 5 years and the need for additional resources for a new initiative. The document encourages identifying relevant restraining and compelling forces at the beginning of workforce planning to leverage supportive forces and mitigate obstacles.
Santa Barbara Presentation
The document discusses Santa Barbara County's efforts to implement a strategic talent management plan to improve customer focus. It outlines the county's goals to better attract, retain, and develop talent through initiatives such as modernizing classifications and compensation, implementing performance-based pay, and aligning training programs with business needs and customer service. It also discusses lessons learned around change management, collaboration, communication, and continual improvement.
Designing Strategy And Structure
This document provides an overview of a workshop guide for designing organizational strategy and structure. The workshop is divided into 5 modules that will help guide participants through the design process. Module 1 provides an introduction to organizational design and the design process. Module 2 focuses on determining the desired future state and gaps between the current and future states. Module 3 guides the selection of organizational structures and definition of roles. Module 4 examines how to build horizontal connections through processes and team structures. Module 5 discusses defining success through performance metrics and culture.
You're Screwing Up The World - Profound Opposite Truths in Architecture
Most of the slides from a talk I got to give at IA CAMP in Tokyo, Japan on June 17, 2015.
The slides in red are place-holders for as-yet unpublished excerpts from a speech Christopher Alexander gave at the Harvard GSD in 1982.
I received permission from Mr. Alexander's representatives to use the material in Tokyo for this event, but have not yet asked for all of the relevant permissions to publish.
Casapresentation
- California state government employs over 80,000 people, with 35% eligible to retire within 5 years, including 49% of managers and 75% of top leadership.
- The current HR system has many separate job classifications, a confusing application process, and hiring that takes too long.
- The proposed HR modernization plan aims to streamline recruitment and hiring from 6 weeks to 3 years down to 3 to 60 days by moving to an automated, integrated, online, and competency-based system.
- The first occupational group model rollout will be in 2009 with full implementation by 2014.
Multi-Generational Presentation
The document discusses generational theory and the four main generations currently in the workforce - Traditionalists/Silent Generation, Baby Boomers, Generation X, and Millennials. It provides background on each generation including defining events and examples of prominent members. The document also notes strategies for creating harmony between the generations in the workplace such as knowledge management, mentoring, and empowering multi-generational teams.
Strategy and Structure - UX Strategy Forum, Tokyo
This document discusses the relationship between design, structure, intent and meaning. It provides examples of how the arrangement and structure of elements can impact the experience and meaning derived. It argues that structure should align with and support underlying intentions. The classic seduction of designers to find a solution rather than uncover the truth is discussed. Overall it examines how design elements can be arranged to effectively convey meaning when structure considers its context and aligns with intent.
Tools for Generation Next
The document discusses different generations and tools for engaging Generation Y or Millennials. It outlines the key characteristics of Traditionalists, Baby Boomers, Generation X, and Generation Y. Generation Y values diversity, change, and wants work to be meaningful. The document then discusses how Web 2.0 tools like social networking, collaboration, and mass participation platforms can help engage Generation Y, who are digital natives accustomed to connecting and multitasking online. These new tools are reshaping how people work and think by enabling more collaboration.
Info-sense, Blue Goldfish and $300 Corona's
Ignite presentation on May 11 in San Diego at the IBM Amplify Conference. Introduces the concept of info-sense and features two examples of Blue Goldfish from Tory Burch and Westpac Bank.
Comparison In Pursuit of Masterworks of IA
Presentation for Reframe IA Session at 2016 Information Architecture Summit. 4000+ word article forthcoming in the ASIS&T Bulletin
Everything Needs To Actually Be Architected
Slides from the closing keynote address at World Information Architecture Day in Bristol, England on February 20, 2016
Leveraging Your Brand in a Digital World From Strategy to Execution - PRSA M...
This presentation was part of the PRSA Michigan 2010 Conference held on 4/22/10. Leveraging Your Brand in a Digital World from Strategy to Execution was a joint presentation with Curtis Jackson from The Quell Group, and Michael Pranikoff, PR Newswire Global Director of Emerging Media. This is the presentation by Pranikoff on the execution of the strategy. www.prnewswire.com
Data Analysis DGS
The document outlines Deborah Vaughn's responsibilities in conducting workforce data analysis for the Department of General Services. It details the steps to analyze workforce ages and project retirements, including obtaining organizational structure data, workforce classifications, CalPERS retirement criteria, and conducting analysis twice annually. Charts are provided as examples showing breakdowns of current workforce age and projected retirements over five fiscal years.
Coachwise: what we do, our strategy and structure
Coachwise is a company established in 1989 that provides specialist services to help organizations deliver sports programs in participation, coaching, and talent development. It has 84 employees and generated over £6.9 million in turnover in 2011-2012. Coachwise offers services in learning and education, creative services, and program delivery to help clients meet targets in both development and financing.
FTB\'s Workforce Planning Effort
The document summarizes the FTB's workforce planning efforts, including developing a workforce planning guide and training course to help divisions plan for upcoming retirements. Projections showed 22-56% of rank and file employees and 31-72% of managers would retire within 5-15 years, with average employee ages being 45-49 and average years of service being 13-21. The guide outlines a 10 step workforce planning process and the training applies the principles through examples. Other tools include data requests and an intranet page, while divisions are now evaluating priorities by June 2008.
Web Governance: Where Strategy Meets Structure
This document discusses web governance and how it relates to strategy and structure. It provides examples of how governance helps sustain digital presences over long periods of time by establishing norms, regulations, and standards. Governance frameworks include defining strategy, policies, stakeholders, and teams. Strategy includes principles, funding, and desired outcomes. Policies cover various technical and legal standards. Stakeholders provide input and make decisions. Effective governance facilitates collaboration and growth by outlining how execution will occur.
What If Space Isn't Neutral
This document discusses conceptual problems related to information architecture and design. It touches on several topics, including the relationship between information and architecture, the situatedness of taxons, and ensuring structural integrity of meaning across contexts. It also references works by Christopher Alexander, Wendell Berry, and others discussing patterns, wholeness, and addressing problems from multiple perspectives rather than within isolated disciplines.
SHRM Presentation
The document discusses California's aging state workforce and the need to recruit and retain new generations of employees. It notes that within 5 years, 35% of the current workforce will be eligible to leave. Younger generations have different needs and preferences that must be taken into account. The state's current HR system has problems and a new competency-based system called HR Modernization is being implemented between 2009-2014 to address these issues through improved classification, compensation, recruitment, selection, training and workforce planning. Departments must be prepared for the new generations by embracing technology, flexibility, training and feedback to attract and keep younger workers.
Is A Difference In Scale A Difference In Kind?
The document appears to be a collection of images, text snippets, and diagrams on the topic of structural design vocabularies and conceptual frameworks. It includes examples of vocabularies proposed by Venturi and Scott Brown, Hobbs, and contextual elements like balconies and silos. Key concepts discussed are integral ornament, decorated sheds, spatial grammar, geometric primitives, and learning from precedents like ducks and sheds. The document serves to illustrate different approaches to categorizing and understanding structural design options and strategies.
Competency Based Selection Presentation
The document discusses competency-based selection for workforce planning. It defines technical and personal/interpersonal competencies and how they are measured through job analysis, examinations, interviews, reference checks, and probation periods. The objectives are to streamline organizations, improve workforce planning, better match jobs to people, and reduce turnover through selecting candidates based on competencies rather than just qualifications.
Business storytelling: key ingredients to a story
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
More Related Content
Viewers also liked
First Steps Presentation
The document discusses force field analysis for effective workforce planning. It provides examples of restraining and compelling forces that can respectively impede or facilitate workforce planning. Restraining forces include other projects occurring at the same time and budget constraints, while compelling forces include the potential retirement of 30% of the workforce within 5 years and the need for additional resources for a new initiative. The document encourages identifying relevant restraining and compelling forces at the beginning of workforce planning to leverage supportive forces and mitigate obstacles.
Santa Barbara Presentation
The document discusses Santa Barbara County's efforts to implement a strategic talent management plan to improve customer focus. It outlines the county's goals to better attract, retain, and develop talent through initiatives such as modernizing classifications and compensation, implementing performance-based pay, and aligning training programs with business needs and customer service. It also discusses lessons learned around change management, collaboration, communication, and continual improvement.
Designing Strategy And Structure
This document provides an overview of a workshop guide for designing organizational strategy and structure. The workshop is divided into 5 modules that will help guide participants through the design process. Module 1 provides an introduction to organizational design and the design process. Module 2 focuses on determining the desired future state and gaps between the current and future states. Module 3 guides the selection of organizational structures and definition of roles. Module 4 examines how to build horizontal connections through processes and team structures. Module 5 discusses defining success through performance metrics and culture.
You're Screwing Up The World - Profound Opposite Truths in Architecture
Most of the slides from a talk I got to give at IA CAMP in Tokyo, Japan on June 17, 2015.
The slides in red are place-holders for as-yet unpublished excerpts from a speech Christopher Alexander gave at the Harvard GSD in 1982.
I received permission from Mr. Alexander's representatives to use the material in Tokyo for this event, but have not yet asked for all of the relevant permissions to publish.
Casapresentation
- California state government employs over 80,000 people, with 35% eligible to retire within 5 years, including 49% of managers and 75% of top leadership.
- The current HR system has many separate job classifications, a confusing application process, and hiring that takes too long.
- The proposed HR modernization plan aims to streamline recruitment and hiring from 6 weeks to 3 years down to 3 to 60 days by moving to an automated, integrated, online, and competency-based system.
- The first occupational group model rollout will be in 2009 with full implementation by 2014.
Multi-Generational Presentation
The document discusses generational theory and the four main generations currently in the workforce - Traditionalists/Silent Generation, Baby Boomers, Generation X, and Millennials. It provides background on each generation including defining events and examples of prominent members. The document also notes strategies for creating harmony between the generations in the workplace such as knowledge management, mentoring, and empowering multi-generational teams.
Strategy and Structure - UX Strategy Forum, Tokyo
This document discusses the relationship between design, structure, intent and meaning. It provides examples of how the arrangement and structure of elements can impact the experience and meaning derived. It argues that structure should align with and support underlying intentions. The classic seduction of designers to find a solution rather than uncover the truth is discussed. Overall it examines how design elements can be arranged to effectively convey meaning when structure considers its context and aligns with intent.
Tools for Generation Next
The document discusses different generations and tools for engaging Generation Y or Millennials. It outlines the key characteristics of Traditionalists, Baby Boomers, Generation X, and Generation Y. Generation Y values diversity, change, and wants work to be meaningful. The document then discusses how Web 2.0 tools like social networking, collaboration, and mass participation platforms can help engage Generation Y, who are digital natives accustomed to connecting and multitasking online. These new tools are reshaping how people work and think by enabling more collaboration.
Info-sense, Blue Goldfish and $300 Corona's
Ignite presentation on May 11 in San Diego at the IBM Amplify Conference. Introduces the concept of info-sense and features two examples of Blue Goldfish from Tory Burch and Westpac Bank.
Comparison In Pursuit of Masterworks of IA
Presentation for Reframe IA Session at 2016 Information Architecture Summit. 4000+ word article forthcoming in the ASIS&T Bulletin
Everything Needs To Actually Be Architected
Slides from the closing keynote address at World Information Architecture Day in Bristol, England on February 20, 2016
Leveraging Your Brand in a Digital World From Strategy to Execution - PRSA M...
This presentation was part of the PRSA Michigan 2010 Conference held on 4/22/10. Leveraging Your Brand in a Digital World from Strategy to Execution was a joint presentation with Curtis Jackson from The Quell Group, and Michael Pranikoff, PR Newswire Global Director of Emerging Media. This is the presentation by Pranikoff on the execution of the strategy. www.prnewswire.com
Data Analysis DGS
The document outlines Deborah Vaughn's responsibilities in conducting workforce data analysis for the Department of General Services. It details the steps to analyze workforce ages and project retirements, including obtaining organizational structure data, workforce classifications, CalPERS retirement criteria, and conducting analysis twice annually. Charts are provided as examples showing breakdowns of current workforce age and projected retirements over five fiscal years.
Coachwise: what we do, our strategy and structure
Coachwise is a company established in 1989 that provides specialist services to help organizations deliver sports programs in participation, coaching, and talent development. It has 84 employees and generated over £6.9 million in turnover in 2011-2012. Coachwise offers services in learning and education, creative services, and program delivery to help clients meet targets in both development and financing.
FTB\'s Workforce Planning Effort
The document summarizes the FTB's workforce planning efforts, including developing a workforce planning guide and training course to help divisions plan for upcoming retirements. Projections showed 22-56% of rank and file employees and 31-72% of managers would retire within 5-15 years, with average employee ages being 45-49 and average years of service being 13-21. The guide outlines a 10 step workforce planning process and the training applies the principles through examples. Other tools include data requests and an intranet page, while divisions are now evaluating priorities by June 2008.
Web Governance: Where Strategy Meets Structure
This document discusses web governance and how it relates to strategy and structure. It provides examples of how governance helps sustain digital presences over long periods of time by establishing norms, regulations, and standards. Governance frameworks include defining strategy, policies, stakeholders, and teams. Strategy includes principles, funding, and desired outcomes. Policies cover various technical and legal standards. Stakeholders provide input and make decisions. Effective governance facilitates collaboration and growth by outlining how execution will occur.
What If Space Isn't Neutral
This document discusses conceptual problems related to information architecture and design. It touches on several topics, including the relationship between information and architecture, the situatedness of taxons, and ensuring structural integrity of meaning across contexts. It also references works by Christopher Alexander, Wendell Berry, and others discussing patterns, wholeness, and addressing problems from multiple perspectives rather than within isolated disciplines.
SHRM Presentation
The document discusses California's aging state workforce and the need to recruit and retain new generations of employees. It notes that within 5 years, 35% of the current workforce will be eligible to leave. Younger generations have different needs and preferences that must be taken into account. The state's current HR system has problems and a new competency-based system called HR Modernization is being implemented between 2009-2014 to address these issues through improved classification, compensation, recruitment, selection, training and workforce planning. Departments must be prepared for the new generations by embracing technology, flexibility, training and feedback to attract and keep younger workers.
Is A Difference In Scale A Difference In Kind?
The document appears to be a collection of images, text snippets, and diagrams on the topic of structural design vocabularies and conceptual frameworks. It includes examples of vocabularies proposed by Venturi and Scott Brown, Hobbs, and contextual elements like balconies and silos. Key concepts discussed are integral ornament, decorated sheds, spatial grammar, geometric primitives, and learning from precedents like ducks and sheds. The document serves to illustrate different approaches to categorizing and understanding structural design options and strategies.
Competency Based Selection Presentation
The document discusses competency-based selection for workforce planning. It defines technical and personal/interpersonal competencies and how they are measured through job analysis, examinations, interviews, reference checks, and probation periods. The objectives are to streamline organizations, improve workforce planning, better match jobs to people, and reduce turnover through selecting candidates based on competencies rather than just qualifications.
Viewers also liked (20)
You're Screwing Up The World - Profound Opposite Truths in Architecture
You're Screwing Up The World - Profound Opposite Truths in Architecture
Leveraging Your Brand in a Digital World From Strategy to Execution - PRSA M...
Leveraging Your Brand in a Digital World From Strategy to Execution - PRSA M...
Recently uploaded
Business storytelling: key ingredients to a story
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Creative Web Design Company in Singapore
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
CALL 8867766396 SATTA MATKA | DPBOSS | KALYAN MAIN BAZAR | FAST MATKA | DPBOSS GUESSING | TARA MATKA | KALYAN CHART | MATKA BOSS
2024-6-01-IMPACTSilver-Corp-Presentation.pdf
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
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!
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
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.
LA HUG - Video Testimonials with Chynna Morgan - June 2024
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
How MJ Global Leads the Packaging Industry.pdf
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
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.
Evgen Osmak: Methods of key project parameters estimation: from the shaman-in...
Evgen Osmak: Methods of key project parameters estimation: from the shaman-inspired to the data-driven praxis (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Recently uploaded (20)
Training my puppy and implementation in this story
Training my puppy and implementation in this story
The Influence of Marketing Strategy and Market Competition on Business Perfor...
The Influence of Marketing Strategy and Market Competition on Business Perfor...
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s Dholera
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s Dholera
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
The Evolution and Impact of OTT Platforms: A Deep Dive into the Future of Ent...
LA HUG - Video Testimonials with Chynna Morgan - June 2024
LA HUG - Video Testimonials with Chynna Morgan - June 2024
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...
Evgen Osmak: Methods of key project parameters estimation: from the shaman-in...
Evgen Osmak: Methods of key project parameters estimation: from the shaman-in...
Visualizing it (slideshare)
- 1. Visualizing IT Michael Rozenberg
- 3. Søren
- 4. Joel Michael Daniel Maria
- 6. Store Auto billing Zeus Change request 2740