Executive Summary 3 Introduction 4 Business Environment Analysis 5 Macro Environment 5 Economic Factors 6 Environmental Factors 7 Legal factors 7 Technology Factors 8 Societal values and lifestyles 8 Micro Environment 9 Bargaining Power of Suppliers 9 Bargaining Power of Customer 10 Threat New entrants 10 Rivalry firms 11 Substitute Products 11 Internal environment analysis 12 Core Competencies 12 Strategies and Implementation 14 E-commerce Strategy 14 Pricing strategy
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The purpose of a site investigation is to identify the ground conditions which might affect the proposed development. It enables better understanding of the site and immediate surroundings, which will enable safe and economic developments. They are a common requirement of the investors as well as the regulatory authorities. In the broadest sense, the ground conditions are understood to include not only the underlying soils and rocks but also the groundwater regime, any contamination and effects
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corporate vision a d guiding force for the CGE’s aggressive diversification. Dejouany used cash flows from core businesses of water supply, water treatment and waste management, to finance the new ventures. However due to recession and economic downturn by mid 90’s CGE started to feel the pressure and hence came a new CEO Jean-Marie Messier. Messier redefined CGE’s vision to return to its core competencies and these were utilities (water, waste, energy and transport) and communication (telecommunications
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Kodak Case Analysis 1879: George Eastman invented the dry-plate process and filed patent for a machine that coated dry photographic plates 1880: George Eastman established the Eastman Dry Plate Company, at Rochester N.Y. 1884: Introduced paper roll film 1889: Invented perforated celluloid film 1900: The Brownie box camera went on the market with a price of $1 1935: Introduced color film 1960: Brought the Instamatic camera to the market 1970: Major sales growth for Kodak. Concentrates on film
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SEPTEMBER-OCTOBER 1 9 9 4 ness o by Peter F. Drucker ot in a very long time-not, perhaps, since the late 1940s or early 1950s-have there been as many new major management techniques as there are today: downsizing, outsourcing, total quality management, economic value analysis, benchmarking, reengineering. Each is a powerful tool. But, with the exceptions of outsourcing and reengineering, these tools are designed primarily to do differently what is already being done. They are "how to do" tools. Yet "what
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SEPTEMBER-OCTOBER 1 9 9 4 ness o by Peter F. Drucker ot in a very long time-not, perhaps, since the late 1940s or early 1950s-have there been as many new major management techniques as there are today: downsizing, outsourcing, total quality management, economic value analysis, benchmarking, reengineering. Each is a powerful tool. But, with the exceptions of outsourcing and reengineering, these tools are designed primarily to do differently what is already being done. They are "how to do" tools. Yet "what
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centre of technology in a bank’s IT dept. is the ‘Core Banking System’. This paper aims at understanding the role of core systems, the scope of core systems, evaluation methodologies adopted by banks in selecting core systems, typical pitfalls in implementations, and recent and future trends in the core systems. II. What is a Core-Banking System? Core banking systems are basically the heart of all systems running in a bank and it forms the Core of the bank's IT platform. Amongst other functionalities
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outsourced routine supporting activities to focus on its core competencies; and when domestic manufacturing capacity is reached. Outsourcing is a good strategy for the following situations: Tasks that require specific manufacturing equipment and technical expertise can be outsourced to vendors who specialize in these fields to produce goods faster and of better quality. Outsourcing the supporting processes enables the firm to concentrate on its core business processes. Outsourcing also helps in risk sharing
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STAFF COMPETENCY FRAMEWORK July 2006 The Charles Darwin University Staff Competency Framework This booklet contains the Staff Competency Framework for Charles Darwin University. The Competency Framework outlines the range of knowledge, skills and attributes required of employees of the University for proficient workplace performance. Application of the framework occurs in the context of an individual’s role, and the recognition that different competencies, and different levels of competency
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became popular to build conglomerates, that is, companies expanding by adding more and more unrelated business to the corporation, often via acquisitions. In the following decades, the trend of diversification went down, for the benefit of focusing on core competences. This as a result of financial economists and business leaders starting to doubt the value of diversification. One reason for this was the increased focus on shareholder values, which requires transparency, which is difficult to achieve
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