Category: Business Strategy

The website LearnPPT.com is an invaluable online resource for understanding and improving your business strategy knowledge. It contains a large library of PowerPoint documents outlining different types of business strategy frameworks and concepts. Their strategy and presentation materials have been used across the wordl in over 45 countries in global Fortune 100 corporations. There are many business documents covering secondary business units, such as governance, cost reduction, and IT. In its growing collection include corporate strategy presentations, business analysis documents, Excel-based financial analysis models, and business presentation templates (such as fishbone diagrams). LearnPPT asserts that all products were created by former strategy and management consultants from big name consultancies, like McKinsey and Bain.

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A common business problem many business frameworks aim to solve is the challenge of achieving sustainable growth. The fact is that most companies have difficulty achieving significant growth, year over year. Over the last 50 years, Fortune 500 companies experience a median growth rate of in less than 8% in real terms (and under 10% in nominal terms). Furthermore, real revenue growth fluctuates more than ROIC ranging from 1% to 11%. Companies achieving greater than 20% sales growth typically dwindle down to 5% within 10 years. Only about a third of the Fortune 500 companies are able to sustain sales growth above the national GDP and generate returns above the S&P500. Also, 90% of them are focused across the 4 sectors of Financial Services, Life Sciences, Technology, and Retail & Distribution. For those companies that do achieve high growth rates, these growth rates also decay quickly. In particular, enterprise companies struggle to grow.

Any great management consulting has a suite of classic and emerging business frameworks. Over the past 50 years, leading consultancies, such as McKinsey and Bain, have structured problems into frameworks that are widely used in the corporate world today. Many such frameworks and business notions hinge on the seminal thought leadership of Michael Porter, the father of modern day business strategy. Consulting firms and consultants practice these frameworks to look at, evaluate, and solve a number of different types of business problems, which occur in different business scenarios.

When a projecthas been backed by the business case (which is both financially and non-financially) and gets buy in from the management team, the business case ppt is then maintained on an ongoing basis and refined to track the business engagement?s progress against the initial financial projections and key financialassumptions. Developing a business case is a thorough process, requiring both data-driven and qualitative research and analysis. This powerpoint then becomes a working document used during the initiative tracking process.

Business strategy development is an expansive but important part of any organization, enterprise or small, and therefore, there are numerous business frameworks geared towards this functional area. To begin with strategy development, you should frame your strategic challenges by defining where you want your company to be, how you can get your business there, and what your current state situation is. The evolution from your current state to your desired end state is a matter of strategy development and execution of that strategy. Even though the end goal of any corporate strategy is winning, it involves a number of important pieces, including defining your company?s value proposition, competitive advantages, and organizational transformation.

Different size businesses naturally experience different challenges and thus, take on varying approaches to managing their business strategy. A global conglomerate will utilize a more structured strategic management model, due to its greater size and scope of both business. A SMB may be more entrepreneurial in its approach to business growth and its operations are often much more lean. Some companies may be in the early growth stages, while the established multi-nationals are in the sustain stage.

One of the often created financial spreadsheet models in any organization is one for a capital budgeting business case. The business case typically takes the form of an Excel spreadsheet or can be a business case powerpoint and quantifies the financial components of the project, projecting key metrics for making any important business decision: for example, NPV, Return on Investment , Payback Period, Cost of Investment. As a matter of fact, any business initiative requiring capex should be built upon and justified by a business case spreadsheet. This document will also be tracked on an ongoing basis to gauge the success of the undertaken initiative.
business strategy documents

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The Business Economics major is a great complement to another major or minor in business, political science, history, accounting or marketing. Economics not only studies economics research and economics financial systems, but also social issues like poverty, pollution, inflation, unemployment, recession and economic growth.

Top market economists are analytical problem solvers who are useful in almost every major industry. They study how the optimal amount of production can be achieved to meet society’s needs. They study market forces that shape financial decision making. They look at how politics affect the commerce marketplace. They look at data to forecast, analyze trends and apply their understanding to a whole range of public issues.

To get an undergrad degree in Business Economics, students attending an accredited economics university will need to take courses like macro economics, microeconomics, financial accounting and reporting, calculus, economics statistics, econometrics, money/banking/credit, business writing, the stock market, labor economics, monetary economics, international trade theory, law and economics, industrial organization, economics and business strategy, organizational psychology, formal organizations and politics and the economy. Students should have a good understanding of math, politics and business. People often choose this major because they want a good job, they want to make a lot of money, they want to be a manager or CPA, they want to have a secure job or they want to get into a good graduate school.

The common starting salary for economists is $38,000 for a bachelor’s degree, $48,000 for a master’s and $70,000 for a PhD, according to a 2002 National Association of Business Economics survey. Those with an economics major enjoy the highest median income compared to other majors, experts say. Economics research also suggests that economics majors earn 20% more than business administration majors, 19% more than accounting majors, 18% more than marketing majors and 15% more than finance majors. When a potential employer sees this major on a resume, he or she immediately understands that you have a solid foundation of math, politics, business and economic theory. Your degree also shows that you have the capacity to process complex subjects and it highlights your problem solving skills, which is valuable in any field.

Individuals with a degree in Business Economics have been recruited by employers like the California State Controller’s Office, Cerner Healthcare Information Technology, Coca-Cola, Consolidated Graphics, Deloitte Services LP, Edward Jones, Enterprise Rent-A-Car, Ernst & Young LLP, General Mills, Inc., Insight, JPMorgan Chase & Co., Liberty Mutual Insurance Group (MA), Medix Staffing Solutions, PetSmart, Raytheon, Sherwin-Williams, Travelers Insurance and Wells Fargo Financial. The economics field is expected to grow 7% by 2016, adding another 16,000 workers. People with bachelor’s degrees can get almost any entry-level job in business. Master’s degree holders generally compete for sales and management trainee positions. Those who hold PhD degrees often go on to teach or become top market analysts in their fields.

The recruitment industry has always been reactive by nature. This is not intended to be a criticism in any way, it is just considered to be convention within the industry. An employer advertises a vacancy, a candidate advertises their CV. Prospective candidates are forwarded onto the employer and prospective vacancies are similarly forwarded onto the candidate. This will invariably result in thousands of candidates applying for each individual vacancy and success is ultimately determined by the efficiency of each individual employer’s recruitment procedure. Candidates are always powerless throughout this process. The introduction of online job boards through the internet has only served to exasperate this problem. They tend to identify success in terms of quantity rather than quality. They will proudly advertise that they have thousands or even millions of candidates registered with them. They will also have hundreds or thousands of vacancies listed too. The implication being of course that if they serve this many customers then they must be good. Having said this, online job boards do provide an important service now within the recruitment industry. They provide portals where both candidates and employers can be introduced to each-other and the service which they provide is far more cost-effective than traditional offline advertising and in most cases they provide a more efficient service too. Unfortunately it does not really do very much to help candidates gain better employment and it is still rather like looking for a needle in a haystack. This is because the service which they provide merely ensures that more and more applicants apply to each individual vacancy. It is also widely accepted within the recruitment industry that any vacancy which we may see advertised is always a peripheral vacancy. What is meant by this is that they tend to be general vacancies which arise from prescriptive change such as expansion, or a merger or acquisition. The very fact that the organization does not have anyone in mind for this vacancy who could be promoted from within tells you that the vacancy is probably a peripheral one. Core vacancies are never advertised. The organization will already have internal candidates in mind for these positions and they are too important to risk employing a candidate who is considered to be an unknown quantity. Consequently core vacancies are always the ones we should be targeting. They are the vacancies which constitute power, influence and life-changing personal benefits. A senior manager or partner at a major financial institution, retail organization or manufacturing company will earn an annual salary amounting to several hundred thousand dollars for their services. A senior Director or Executive Officer at the same company will earn an annual salary amounting to several million dollars for their services. How many jobs do you actually see advertised with annual salaries that exceed 250,000.00 USD? There are traditional recruitment companies who practise what is commonly known as head-hunting, but these still tend to be for peripheral positions. The reality is that anyone who achieves a core vacancy within a major global organization will have developed and implemented a successful career management strategy over a sustainable period of time. It is quite literally the difference between success and failure. Recruitment companies and online job boards alike are already thinking of innovative ways in which they can provide better services. Improving online technology is to some extent gradually enabling them to do this. There are growing improvements in terms of the search engines that are used to pre-qualify candidates for employers and conversely to pre-qualify employers for candidates. However the more recruitment companies or online job boards which choose to move in this direction the more they will have to charge candidates and employers for the services they provide, whereas registration, particularly for candidates has been largely free of charge and candidates have grown accustomed to this of course. It is already clear that those recruitment companies who are starting to charge candidates for the service that they provide, tend to provide much better services. The old adage that “you always get for what you pay” tends to apply here. Ultimately these changes while providing some improvement in the professionalism of recruitment companies and online job boards over time will not change anything at all concerning the type of vacancies advertised. Advertised vacancies will always be peripheral. Candidates who have the most successful careers are always those who are proficient at managing their own career management strategy. It is true that we cannot all aspire to be the CEO of Microsoft, General Motors, HSBC Bank, or Mittal. But we can still ensure that we at least have the opportunity to achieve as much as we can with our careers and we will not achieve this if we are reactive by nature and if we do not take personal responsibility at some point for our own career development. After all an individual’s career development surely constitutes a core activity, not a peripheral one!

What is a strategy map? Is it just a nice presentation demonstrating company goals? Well, some top managers and business owners think so. In fact, this is not true as an effective strategy map shows both goals and ways to achieve these goals. Besides, some strategy maps are very difficult to understand since they contain complex terms and formulas from strategic management theory. An effective strategy map must be easy to understand even for a person without even elementary knowledge of strategic planning. Such a person should see goals and how these goals will be reached. All the rest is unnecessary. An effective strategy map and shows cause and effect ties between goals and measures. For example, if a strategy map contains just one goal of making much money and no ways to implement it this will be a useless document. At the same time, if such a strategy map demonstrates how this goal will be implemented and what needs to be done in several stages, this strategy map can be considered effective. In
this article well talk about hotel management strategy maps.

First and foremost a hotel should develop comprehensive and realistic strategy. It means that strategic goals have to be ambitious and achievable at the same time. On top of that, making a lot of money can be hardly called a strategic goal. A strategy is about future vision, and hotel industry is not an exception here. Thus, a good example of strategic goal would be gaining particular percentage of market share, improve and loyalty of existing customers and attraction of new ones, improving hotel business image and recognition throughout the world and of course increasing profits. Of an effective hotel management strategy map will show what needs to be done to achieve these goals. Balanced Scorecard is perhaps the best tool to design strategy maps that demonstrate cause and effect ties.

All financial goals can be implemented if some improvements are performed in other spheres. As known, Balanced Scorecard consists of four categories which are interrelated: financial, customer, internal business processes, learning and growth. A hotel strategy map will show cause and effect ties between all categories and key performance indicators that each category contains. For instance, in order to increase revenue (financial), it is necessary to attract new customers (customer) which is possible on lee through introduction of new services and improvement of internal procedures (internal business processes) while this is only achievable through improvement of personnel professional level (learning and growth). This simple example demonstrates cause and effect ties between Balanced Scorecard categories and key performance indicators. For example such key performance indicator as customer loyalty directly affects revenue growth since loyal and satisfied customers are more likely to stay and the same ho
tel again. Thus, the hotel strategy works in the long term which contributes to competitive advantage in the market. It needs saying that Balanced Scorecard will perfectly work and the hotel will improve its performance only if improvements in the four categories are achieved. This means that the hotel should be ready for changes.