Home
Search results “Internal resources of an organisation”
Recruitment and its importance, process and sources (English)
 
10:13
This Video contains information about what is recruitment, importance of recruitment, recruitment process and various internal and external sources of recruitment. This video is made by Mrs. Shalu Pal. Hope you will like it!!
Views: 203982 Learn By Watch
8051 memory organization
 
08:55
memory organization of 8051 i.e internal & external data memory
Views: 24274 Education 4u
Internal Organization Capabilities    Samsung and Apple
 
05:37
Group Project MGT - 499 Part 3
Views: 1565 Aaron D'Angelo
Business Studies - Organisation Structure: Business Exam Tips
 
03:50
Get Unlimited Access to GCSE Tutor Videos & Online Revision Here for £19.99: http://www.revisionapp.co.uk/product/online-gcse-revision. Businesses can be very complex organisations with many hundreds or thousands of people working in them in many different roles. In order to manage their resources effectively, businesses must have clear organisational structures in place. Organisational structures include the different relationships between people in an organisation. For example in some cases, an employer might want to have a very formal relationship between people in the organisation in others it might be more relaxed. This happens in every day life too. Think about any organisation you're a part of. Do you call the other people by their first names? Do you call them by their title? What about the other members themselves? Do they call each other 'Mrs D', 'Dr X' or 'Mr M' or do they refer to each other by their first names? How do they refer to the the person leading the organisation? Different levels in a business are referred to as hierarchies. A hierarchy occurs where people are given some sort of title or rank that signifies their importance in the organisation. All businesses have employees working at different levels of responsibility. At the bottom, a business depends on its operatives to produce the products or services. Team leaders often perform the day-to-day management role, with operational managers setting direction and strategy for the business as a whole. The number of employees in each level will depend on the business' organisational structure. It is important to determine who takes responsibility for decision making, who reports to who and who to blame when things mess up (or who gets the pat on the back if things go well!) There are three typical organisational structures. They are known as hierarchical, flat and matrix. A hierarchical structure is typical in large companies where each level of employee reports upwards and each level has a narrow span of control. The downside of this type of structure is that it can often lead to significantly slower communication and decision making. A flat organisational structure has much less levels of hierarchy and wider spans of control. This means employees at each level can communicate with managers more easily and quickly. However, this usually means that workers take more responsibility for decision-making. The benefits of this are that it may encourage a more dedicated and motivated workforce. Typically this type of structure is used in small businesses and start-ups. A benefit of this structure is that it allows the business to change rapidly to respond to the market, customers or competitors. However, this only applies if the staff are well trained and are actually capable of making the changes. Lastly, a matrix structure gathers employees who hold the relevant expertise in order to help the business to meet its goals. The people selected come from different levels and departments within the business. The structure can be used in both hierarchical and flat organisations and are typically used for specific projects. Individual team members may come from different parts of the business, regardless of their usual location in the hierarchy. Obviously once a project is over the matrix will be disbanded.
Strategic Planning- Internal analysis of your organisation
 
07:55
Strategic Planning- Internal Analysis of your organization as part of the Strategic Planning process. For more information please visit http://www.ecaps.co Conducting an internal analysis of your organization as part of the strategic planning process. This is a very important process to complete prior to development of your strategic plan. There are many forms of internal analysis that you can done. We rely on a very simple exercise called the Three C's in order to complete this process. The Three C's are: 1. Concept- where is the organization going, what's the vision etc. 2. Competencies- do we have the right people, proceses, technical etc. 3. Commitment- What are the levels of morale, are people committed to their job etc. Visit our web site, fill in your details on our Contact Us Form and we will send you more information and free templates for you complete your Strategic Plan. http://www.ecaps.co/contact-us/ Good luck with your Strategic Planning from the team at [email protected]!
Views: 7291 Ecapsconsulting
Organizational Analysis Chapter 5
 
01:03:29
BUS441
Views: 2994 Michael Nugent
Business Studies - Sources of Finance: Business Exam Tips
 
04:04
Get Unlimited Access to GCSE Tutor Videos & Online Revision Here for £19.99: http://www.revisionapp.co.uk/product/online-gcse-revision. When choosing finance for a business, its essential that it's adequate for the needs of the business. For example, making sure that it's actually enough to pay for what it is you need. Its also important that its appropriate and won't leave the business with massive interest payments if it is already burdened with other high monthly payments. Finance can come from internal or external sources. If it comes from internal sources it's likely to come from three sources; retained profits from previous years after all deductions, sale of assets such as machinery and, more effective use of capitol. This may include chasing debtors and negotiating longer credit periods with suppliers. All of these sources are are a great way of raising large amounts of cash. External finance is generated from outside the business in a variety of ways. The main sources are loan capital, venture capital, ordinary share capital and personal funding. Loan capital is one of the most common ways of funding a business. Loans are often used to purchase fixed assets such as land and machinery. Typically they are re-payed in monthly instalments and the bank will usually require collateral in the event of a business defaulting. Although large amounts of funding are available, loans are becoming increasingly difficult to get and the application process can be long-winded. Furthermore too many loans increase the company's gearing to dangerous levels. Business bank accounts will often come with an overdraft facility that will allow the business to withdraw more money from the bank than it has in its account. It's a flexible, short-term method of borrowing extra money. However, its important to remember that interest is calculated on a daily basis and it can be recalled at very short notice. Venture capital is an extremely risky type of investment that a 'venture capitalist' will make in a business which they believe has huge growth potential. Venture capital provides long-term committed share capital to help companies grow and succeed. Venture capitalist typically prefer to invest in entrepreneurial businesses. Obtaining venture capital is very different from taking out a loan with a bank. Banks have a legal right to interest on a loan and repayment of the capital regardless of if the business is a success whereas venture capital is invested in exchange for an equity stake in the business. As a shareholder, the venture capitalist's return is dependent on the profitability of the business. This return is earned when the venture capitalist "exits" by selling its shareholding when the business is sold to another owner. Alternatively a company might want to use ordinary shares to raise cash. To do so they would raise new shares and offer them to new or existing shareholders. The market value of a company's shares is determined by the price another investor is prepared to pay for them. In the case of publicly-quoted companies, this is reflected in the market value of the ordinary shares traded on the Stock Exchange. Lastly, owners of small businesses may choose to invest their own money into their business. This money could come from; personal savings, inherited funds, personal bank loans. They may make this decision because they desperately want their business to work and, also because its difficult for business to get credit. The biggest risk is that if the business fails the owner losses their investment or assets.
4 Strategic Management: Internal Situational Analysis
 
09:25
In this lesson of strategic management, we learn about analyzing the industry value chain, the corporate value chain and functional resources to identify distinctive competencies that give the company competitive advantage. Learn more and become student at EF University for FREE - http://executivefinance.teachable.com/ Like us Facebook- https://www.facebook.com/exfinance/ Linkedin- https://www.linkedin.com/company/executive-finance Twitter- https://twitter.com/exfinance
Views: 18364 Executive Finance
Business Strategy - Core Competencies
 
08:15
Core competencies are very similar to the "strengths" of a business as reflected in a SWOT Analysis. Core competencies are the things that are unique to a business which can create strategic advantage. This short revision video explains the concept of core competencies further.
Views: 51827 tutor2u
Business Strategy: Kaplan & Norton's Balanced Scorecard
 
06:41
Learn more about the Balanced Scorecard here on the tutor2u website: https://www.tutor2u.net/business/reference?q=balanced+scorecard The Balanced Scorecard approach encourages businesses to analyse and report performance based on four key perspectives - financial, customers, internal processes and organisational capacity. This revision video provides an overview of the Balanced Scorecard model and approach.
Views: 119998 tutor2u
What Is Internal Analysis Of The Organization?
 
00:45
An internal analysis leads to a realistic the process considers firm's resources; The business firm is all organizations irrespective of their size, nature, and scope main purpose study techniques environment allows organization identify its what an analysis; How do Why evaluating organization's resources capabilities organizational or more commonly industrial reviewing can analyze single functioning as well coalition actors in collaboration for certain 18 jul 2014 tools methods help you analyse your organisation's part competitor when scoping external should include culture, expertise, resources, unique qualities within market place. Conducting an internal in formulating a strategy, the strategic decision makers must also analyze conditions to organization. Strategic planning internal analysis of your organisation youtube. Internal analysis your competitive advantage internal. Internal strengths & weaknesses in swot analysis definition chapter 4 the internal organization resources, capabilities, and. It is needed for making good strategic decisions swot an acronym used to describe the particular strengths, weaknesses, opportunities, and threats that are factors a specific company. Analysis process ul li within the organization's strategic context specify definition of internal analysis a review an strengths and weaknesses that focuses on those factors its domain. The extent to which your the four areas that are essential for internal analysis an organization's resources and capabilities configuration co ordination of organization challenge intangible family commitment, networks, organizational culture, reputation, intellectual property rights, trademarks, what makes a good leader is ability to, through analysis, identify in service could be anything from 23 may 2013. International trinitywebworks internal analysis your competitive advantage. Why is an internal analysis important? Strategic management organizational analysisbusiness strategy. 24 apr 2015 an organization must have the ability to examine and make changes based on internal strengths and weaknesses. International internal & external analysis analysys of strategic management slideshare. It is the only way to identify an organization's strengths and weaknesses. Html url? Q webcache. Components of internal analysis definition. Business internal environment analysis techniques (1)organizational wikipedia. The use of tools such as the internal resource analysis that aid firms in establishing competitive related to an organization's resources, capabilities, and core competencies. What is internal analysis? Definition and meaning analysis. Jun 2017 an internal analysis is a process of identifying and evaluating organization's specific characteristics, including its resources, capabilities, core competencies. A swot should represent an organization's core competencies while also identifying opportunities it cannot currently use to its advantage due a gap in resources 27 jan 2009 complete i
Views: 25 Marisol Moran Tipz
Organisation Structure - Line & staff, Functional, Committee
 
16:49
This video explains the different forms of organisation structure in great detail. These forms include - Line, Line & Staff, Functional, Matrix and Committee organisational structure. The matter covered in this module are sufficient to prepare notes on this particular topic. For further reading: https://amzn.to/2rzxs4n https://amzn.to/2jO27Y4 https://amzn.to/2KV8ViL https://amzn.to/2I7Xmr3
Views: 53282 EasyMBA
VCW Innovation: Using co-creation to help an organization to increase value while cutting costs
 
02:52
This video demonstrates how the "VCW In-House" service helped a large organization to increase value while cutting costs. In order to do so the board and different stakeholders were involved in the different stages of the VCW. A VCW ecossystem was then created to support forthcoming initiatives inside the organization. The VCW In-House is one of a series of products/services developed by the VCW in order to help organizations and individuals to solve their own problems/challenges. This premium consultancy service is offered to organizations desiring to solve their internal challenges/problems using their own internal resources and/or stakeholders. This service in offered to organization in three different levels: a) Single Problem Solving (SPS), b) Multiple Problem Solving (MPS), and/or c) Creation of an Innovation Ecosystem. After the key decision makers decide among SPS, MPS and/or Creation of an Innovation Ecosytem, several VCW integrated workshops are offered to different organizational levels. To learn more about VCW Products/Services visit: www.ValueCreationWheel.com The VCW- Value Creation Wheel provides a holistic approach to problem-solving and decision-making while supporting scientific, technological, managerial, and societal advancements. The VCW results from the development of hundreds of projects across numerous areas and countries during the last two decades. The VCW provides a step-by-step dynamic process for creating value for society and all the stakeholders involved in the value chain (e.g., customers, employees, suppliers, distributors, investors, and shareholders). To learn more about the VCW and two decades of VCW cooperation with companies, executives, scientists, academics, and students across the world please read: Lages, Luis Filipe (2016), "VCW—Value Creation Wheel: Innovation, technology, business, and society", Journal of Business Research.
Change Management - Unit 1: Organizational Change
 
17:36
Welcome to the Vodcasts of the IUBH correspondence courses. (http://www.iubh-fernstudium.de). In this video of the course "Change Management", part of the "Master of Business Administration" program, Professor Dr. Holger Sommerfeldt discusses the topic "Organizational Change". By the end of this lecture you will be able to understand what organizational change is about, you will realize that all organizations need to change in order to survive and that organizational change can be difficult. To find out more about the "Master of Business Administration" program, please visit http://www.iubh-fernstudium.de/unsere-fernstudiengaenge/fernstudium-master-of-business-administration.php.
Views: 134689 IUBH Fernstudium
Business strategy - SWOT analysis
 
03:08
On Udemy: https://www.udemy.com/user/365careers/ On YouTube: https://www.youtube.com/365careers On Facebook: https://www.facebook.com/365careers/ On the web: http://www.365careers.com/ On Twitter: https://twitter.com/365careers This lesson on Business strategy introduces the idea behind doing SWOT analyses. Watch more at https://www.udemy.com/mba-in-a-box-business-lessons-from-a-ceo . This video is part of a series of short lessons about Business Strategy. The complete module can be found on Udemy, as a core part of the MBA in a Box course by CEO Valentina Bogdanova and 365 Careers. The course provides a complete Business Education: Business Strategy, Management, Marketing, Accounting, Decision Making & Negotiation in just under 10 hours. -------------------------------------------------- Strategy module table of contents: MBA in a Box: Introduction 1. What does the course cover? Section: 2 Strategy: An Introduction 2. The role of Strategy and what makes a Strategy successful 3. The difference between Corporate and Business Strategy 4. The importance of the Mission, Vision, Goals, and Values statements Section: 3 Strategy: The industry lifecycle model 5. The four stages of the industry lifecycle model - An introduction 6. The strategic importance of the industry lifecycle model 7. The Introduction stage - A new industry is born 8. The Growth stage - An industry in its expansion phase 9. The Maturity stage - An industry at its peak 10. The Decline stage - An obsolete industry Section: 4 Strategy: Porter's Five Forces model - The competitive dynamics in an industry 11. Michael Porter's Five Forces model 12. The threat of new entrants 13. The threat of substitute products 14. The intensity of current competition 15. The bargaining power of suppliers 16. The bargaining power of clients 17. Porter's Five Forces framework applied in practice Section: 5 Strategy: Game Theory - Studying the interaction between multiple parties 18. An introduction to Game Theory 19. Zero-sum games - approaching situations with a win-lose perspective 20. Non-zero-sum games - considering both cooperation and confrontation 21. Tobacco companies - a real-life example of Game Theory application Section: 6 Strategy: Focusing on the inside of a business 22. Focusing on the inside of a business - An Introduction 23. A company's lifecycle model - what should be done at different stages Section: 7 Strategy: Acquiring a competitive advantage 24. The quest for a competitive advantage - An Introduction 25. The importance of building a sustainable competitive advantage 26. The role of resources and capabilities 27. Acquiring an actual competitive advantage Section: 8 Strategy: The three main competitive strategies 28. The three main competitive strategies 29. Cost leadership - sell cheap 30. Differentiation - be different 31. Niche (Focus) strategy - find your niche market 32. The danger of hybrid strategies Section: 9 Strategy: Corporate growth strategies 33. The types of growth opportunities companies pursue 34. Organic growth - building a solid foundation 35. Inorganic growth - leveraging M&A transactions 36. Horizontal integration 37. Vertical integration Section: 10 Strategy: The SWOT analysis framework 38. An introduction to SWOT analysis 39. SWOT analysis in practice - Starbucks -------------------------------- Strategy analysis has two main branches – analysis of a firm’s external environment and analysis of a firm’s internal environment. SWOT is a famous framework that allows us to combine the two types of analysis. SWOT is sometimes referred to as internal-external analysis. The acronym SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. The first two, Strengths and Weaknesses, are related to a firm’s internal environment, while the last two, Opportunities and Threats, consider its external environment. Internal strengths and external opportunities are vertically paired as helpful elements, while internal weaknesses and external threats are paired as harmful elements. if we perform a company analysis, under strengths, we would expect to see its core competences, the areas where the business excels and has a competitive advantage over competitors. Weaknesses are areas that need improvement. Such vulnerabilities place a company at a disadvantage when competing against other firms. Opportunities can be seen as favorable factors existing in a company’s external environment, in the industry where it operates, and have the potential to improve its current results and competitive positioning. Threats arise in a company’s external environment and might harm its current business.
Views: 68270 365 Careers
ISO 9001: 2015 Clause 4 | Context of the Organization | Shakehand with Life
 
23:31
#iso9001 #iso9001clause4, #contextoforganization Clause 4 of iso9001:2015 describes the context of the organization and it includes; understanding the organization and its internal and external environment, understanding the needs and expectations of interested parties, determining the scope of the quality management system, and quality management system and its processes. Watch this playlist for complete series of ISO 9001:2015 QMS Requirements https://www.youtube.com/watch?v=jvD0eDnJG28&list=PL2H1lLi34F7iNzVQwIW4jiaU6llRZw5Il Subscribe “Shakehand with Life” YouTube channel to watch upcoming videos:-https://www.youtube.com/shakehandwithlifebahadurgarh Download the course material in PDF:- http://www.shakehandwithlife.in/categories/bookshelf Visit “Shakehand with Life” website for learning resource centre:- http://shakehandwithlife.in/ Other Popular Videos:- 1. FMEA | How to use FMEA for risk management? https://www.youtube.com/watch?v=BZWuUn93Sq4 2. How to calculate Cp and Cpk values to measure the process capability; https://www.youtube.com/watch?v=DmrI4WaLULE 3. 7 qc tools in Hindi for easy and effective learning https://www.youtube.com/watch?v=MqnzFtljjyI 4. 7 qc tools | An introduction of all 7 fundamental QC Tools https://www.youtube.com/watch?v=VmMN583M8n0 5. Meaning and Components of Measurement System Analysis (MSA) https://www.youtube.com/watch?v=YhF1O6hKokU 6. 5s methodology for lean manufacturing https://www.youtube.com/watch?v=dLtMbS3ln5U Join us on:- Linkedin: https://in.linkedin.com/in/shakehandwithlife Facebook: https://www.facebook.com/shakehandwithlife Google+: https://plus.google.com/u/0/106783930894279779221 SlideShare: http://www.slideshare.net/shakehandwithlife Blog: http://www.blog.shakehandwithlife.in/ WhatsApp Broadcast: +91-9468267324
Views: 1407 Shakehand with Life
Planning and internal organization of building (LIB)
 
26:36
Subject:Library and Information Science Paper: Special and research libraries
Views: 60 Vidya-mitra
Organizational Change Management
 
03:37
Organizational Change Management (OCM) is the investment by the leadership to drive the desired individuals and organizational performance levels during the change phase. It helps organizations to build clarity in vision, goals, roles and processes. OCM addresses the critical people-related issues arising as a result of different business decisions that lead to business challenges.
Views: 170273 Wiprovideos
SOC 2 Academy: Registering Internal and External Users
 
02:27
Learn more at https://kirkpatrickprice.com/video/soc-2-academy-registering-internal-external-users/ When entities hire new employees or enter into new business partnerships, they need to have processes in place for registering internal and external users. For example, an organization’s human resources manager might notify the IT administrator via memo that a new employee has been hired and that they need user credentials and access to limited network resources. This would be a clear and efficient process for alerting the IT administrator that they are authorized to create new access credentials for the employee but only for limited resources. During a SOC 2 audit, an assessor will verify that the organization has such processes in place for registering internal and external users, but they will also verify that the organization has process in place for removing access for internal users when an employee quits or is terminated, or an external user no longer needs access to the network resources to fulfill their job. Having such processes in place limits the risk of unauthorized access and supports an organization’s ability to keep their assets secure. Stay Connected Twitter: https://twitter.com/KPAudit LinkedIn: https://www.linkedin.com/company/kirkpatrickprice-llc Facebook: https://www.facebook.com/kirkpatrickprice/ More Free Resources Blog: https://kirkpatrickprice.com/blog/ Webinars: https://kirkpatrickprice.com/webinars/ Videos: https://kirkpatrickprice.com/video/ White Papers: https://kirkpatrickprice.com/white-papers/ About Us KirkpatrickPrice is a licensed CPA firm, PCI QSA, and a HITRUST CSF Assessor, registered with the PCAOB, providing assurance services to clients in more than 48 states, Canada, Asia, and Europe. The firm has over 13 years of experience in information security and compliance assurance by performing assessments, audits, and tests that strengthen information security and internal controls. KirkpatrickPrice most commonly provides advice on SOC 1, SOC 2, PCI DSS, HIPAA, HITRUST CSF, GDPR, ISO 27001, FISMA, and CFPB frameworks. For more about KirkpatrickPrice: https://kirkpatrickprice.com/ Contact us today: 800-770-2701 https://kirkpatrickprice.com/contact/
Views: 3 KirkpatrickPrice
OT 3  ORGANIZATION ENVIRONMENT
 
21:08
LETS Understand what, why and how ..... internal and external environment, general and task environment, resource dependence theory, transaction theory and much more... if you find it helpful dont forget to like, comment and share!!! ppt file: https://anushriagrawal.com/notes/ -~-~~-~~~-~~-~- Please watch: "Strategic Management ll Complete Course ll CA IPCC SYLLABUS" https://www.youtube.com/watch?v=xZ1TDEwBvVc -~-~~-~~~-~~-~-
Views: 480 UNICOM
Employees first, customers second | Vineet Nayar | TEDxAix
 
18:02
"Millions of employees walk through our organizations every day not just to get paid but to be inspired by the vision we have for them", says Vineet Nayar, former CEO of HCL Technologies and author of Harvard Business Press bestseller "Employees First, Customers Second" (EFCS) giving a compelling account of how this idea channelized the energy and passion of 100,000 employees to increase HCL's revenues and market cap over six times! In this must watch 18 minute video Vineet shares at least 8 simple ideas that can do wonders to your Employee Engagement scores and ensure happiness, passion and growth. Not surprisingly Vineet's EFCS philosophy and its execution at HCLT has been described as the "world's most modern management" by Fortune and got him a place in the magazine's first ever Fortune Global Dream-team alongside stalwarts like Steve Jobs. Vineet Nayar is the former CEO of HCL Technologies, founder of the Sampark Foundation and author of a book that is considered as a revolution in management, Employees First, Customers Second. He not only states simple philosophical principles but also applies them successfully: his company has succeeded the challenge of tripling its turnover ($4.2 billions today). Vineet Nayar has been elected best employer in Asia. His very simple idea of « management by trust » through challenging conventional management practices, was described by the American Fortune magazine as “the most modern management in the world”.He later created his charitable organization Sampark (“to be in contact” in Hindi), focused on the training of teachers. He is thus considered as the man who is resolving India’s problems. Indeed, in a country where tens of millions of children are dropping out of school, Vineet Nayar explains that he wants to “have an impact on millions of lives”. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 1173178 TEDx Talks
Integrated Planning - Optimization for the entire internal supply chain
 
03:11
As a fundamental part of the supply chain, demand planning must be integrated in all business processes and has to create information flow between the management board and company divisions. Effective inventory management must harmonize opposing requirements by simultaneously ensuring low stocks, enhanced liquidity and high availability of goods. add*ONE accomplishes all this and much more! http://www.inform-software.com/products/addone
Views: 37271 INFORM GmbH
Management | Organizational Behavior | Organizational Culture Part 10 - Competing Values Framework
 
07:11
Management : BBA, MBA Organizational Behavior Part 10 Organizational Culture | Competing Values Framework Review: 00:00:25 Patterns of Organisational Culture • Strong Vs Weak Culture • Soft Vs Hard Culture • Formal Vs Informal Culture Four Organisational Culture Types: • Control • Compete • Collaborate • Create Typology of Organizational Culture: • Power Culture • Role Culture • Task (Project Culture) • Person Culture Competing Values Framework (CVF) of Organization Culture: 00:00:48 Different Organization has distinctive and wide culture. Also, one organization may have more than one culture. - CVF has been used in a number of studies to understand Organizational Culture - CVF examines the competing demand between Internal and External on one hand and between Control and Flexibility on the other hand. - These conflicting demands constitute the two axis of the CVF - Organizations with internal focus emphasize on integration, information, information management and communication - Organizations with external focus emphasize growth, resource acquisition and interaction with the external environment. - On the second dimension of conflicting demands organizations with a focus on control emphasize stability and cohesion - While organizations with a focus on flexibility emphasize adaptability and spontaneity - Combined these two dimensions of competing values map out four major types of organizational culture: • Internal Process Model – Control / Internal Focus - 00:03:18 Information management and communication are utilized in order to achieve stability and control This model has also been referred to as "Hierarchical Culture" because it involves the enforcement of rules, conformity and attention to technical matters. It reflects the most traditional model of bureaucracy and public administration that relies on formal rule and procedures as a control mechanism. • Open System Model – Flexibility / External Focus - 00:04:01 Readiness and adaptability are utilized in order to achieve growth, resource acquisition, and external support. This model has also been referred to as a "Developmental Culture" because it is associated with innovative leaders with vision; also maintain a focus on the external environment. These organizations are dynamic and entrepreneurial and their leaders are risk takers. Here organizational rewards are linked to individual initiative. • Human Relation Model – Flexibility / Internal Focus - 00:04:48 Here training and broader development of human resources are utilized to achieve cohesion and employee morale. This model of organizational culture has also been referred to as “Group Culture" because it is associated with trust and participation through teamwork. Managers in organizations of this type seek to encourage and mentor the employees • Rational Goal Model – Control / External Focus - 00:05:28 Here planning and goal settings are utilized to achieve productivity and efficiency. This model of organizational culture is referred to as “Rational Culture” because of its emphasis on outcome and goal fulfillment. Organizations of this type are production oriented and managers organize employees in the pursuit of designated goals and objectives. The rewards are linked to outcomes. Organizations may not have any of these cultures in a pure form. They may have a mix of different types of these cultures. Such typologies help in understanding the culture and what balancing is needed. Videos by Edupedia World (www.edupeiaworld.com), Free Online Education, For more Videos click: https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO All Rights Reserved.
Views: 390 Edupedia World
Level of Organizational Change: System Change (HRM)
 
25:36
Subject:Human Resource Management Paper: Organisational Change and Development
Views: 153 Vidya-mitra
HOW DOES AN ORGANIZATION SOURCE INTERNAL AUDIT ACTIVITY?
 
01:51
Internal Auditor Training: How does an organization go about sourcing its internal audit activity? In this video of auditor training, we explain how to source internal activity and the 2 benefits of sourcing internal audit activity from within the organization. If you want to understand the 2 benefits of sourcing internal audit activity from within the organization you should watch this video. *FREE ISO CHECKLIST https://goo.gl/fEuuMA Establish yourself as a top-tier Systems Auditor, buy your access now https://goo.gl/LC94FY Our amazing ISO 14001:2015 Essentials Course will give you the skills to successfully implement your environmental management system get your access now at https://goo.gl/BCLWE5 Check out our fantastic ISO 9001:2015 QMS Essentials Course today at https://goo.gl/c2nnUV With the release of the new ISO 45001 OHS standard, our amazing Essentials Course will turn you into an OH&S expert. Take a look at https://goo.gl/muvA6h Become a member of the Best Practice team and gain access to our checklists, discounts, live events and special offers https://goo.gl/AtVJVY We easily explain Transitioning Courses that will answer any queries you have about the new standards and develop fundamental skills within yourself to be able to manage all ISO standards. Buy your ISO 9001:2015 course now at https://goo.gl/4uQZ1V & our ISO 14001:2015 Course at https://goo.gl/9iLfA6 Go and dive into our amazing ISO 9001:2015 Gap Analysis Checklist Course that we have available as the perfect introduction and implementation tool to accompany your management system https://goo.gl/JZQcq1 Follow and subscribe to: Best Practice Website : https://goo.gl/uJTioQ Facebook : https://goo.gl/VOJfKZ LinkedIn : https://goo.gl/dZmlTr Youtube : https://goo.gl/8SVD9E Instagram : @bestpracticetv Snapchat : @bestpracticetv Song: Ikson - Spring (Vlog No Copyright Music) Music promoted by Vlog No Copyright Music. Video Link: https://youtu.be/xSZU2XMUAYY
Views: 108 @BestPracticeTV
Business Continuity Plan | Cost Managment| US CMA Part 1| US CMA course
 
48:12
Business Continuity Plan A BCP must identify the exposure of the organization to internal and external threats BCP refers to the processes and procedures that are carried out by an organisation to ensure that essential business functions continue to operate with minimal disruption and to protect the critical resources and assets of the organization in case of a disaster or emergency Business Continuity Planning may consist of two levels of policies and procedures : 1) Data backup policies and procedures 2) Disaster Recovery policies and procedures What is a backup? Backup refers to copying files (both data and program) to a tape or some offline media Where should the backup be stored? Backups should preferably be stored at a remote, secure location The security of this location should be periodically evaluated When should a backup be taken? Usually, a routine backup of all files, both data and program should be made at least once a month……. Disaster Recovery Policies A DRP focuses on recovering IT resources in case of a disaster Disaster Recovery is the ability to restore data or applications in case case the data centre or other infrastructure are damaged or destroyed DRP is the most important element of a BCP Disaster Recovery Policies A Disaster Recovery Plan should be framed and documented ( a part of the BCP) The Plan should be tested, reviewed regularly and duly updated Periodically, a disaster may be simulated so that the plan can be tested for any weaknesses A current copy of the plan should be kept outside the office with every member of the DRP team https://meraskill.com/cma?utm_medium=referral&utm_source=youtube&utm_campaign=us_cma WhatsApp Now: 8692900017 https://meraskill.com/cma
Views: 314 Mera Skill
Delivering meaningful innovation
 
04:01
Organisations who have fully embraced innovation are quicker to respond to changing market situations. Using the capability of internal employees, technology resources, and insights from the customer, these enterprises are more flexible, and can pivot when required. Being able to respond to customer expectations is a critical element of being an innovative organisation
Views: 233 Dimension Data
Employee Engagement Strategy
 
02:22
** Please Like the Video and Subscribe, Thanks ** So what’s the right strategy to dramatically increase employee engagement in your organization? Well let’s first talk about the wrong strategy... Usually, someone from HR has to convince the CEO to spend money on an employee survey. And when the results come back, the data is hoarded by the senior leadership and a committee is formed to brainstorm ways to improve engagement. The committee implements things like an employee appreciation day, an awards program and perhaps even a tweak to the benefits. But the problem with this approach is that over seventy percent of the variance in engagement correlates to the manager. In other words, who your boss is. Front line leaders are the regulators of engagement. So all those top down ideas don’t matter if you’ve still got the same boss, and if your boss hasn’t changed his behaviors. The right employee engagement strategy instead of being top down, is from the bottom up. First, if you want to improve something, measure it. So you do need to conduct an employee engagement survey. Second, make sure each manager gets her own score report. What is the engagement score for her team, and how does it compare with the average score throughout the company. Finally, third step…have managers shares their results with their own teams. It’s not an HR meeting, nothing fancy or formal. Grab a pizza, get in a conference room and do it over a long lunch. The manager is the facilitator, not the problem solver. What areas did we do well in? What should we focus on for improvement? Because the front line workers are the ones who completed the survey, THEY are the only ones who can tell you what needs to change. The answers can’t come from above. -~-~~-~~~-~~-~- Most Recent Video: "How To Talk ANYONE Into ANYTHING | Negotiation Tips From Former FBI Negotiator Chris Voss " https://www.youtube.com/watch?v=7jqj3CsoZf0 -~-~~-~~~-~~-~-
Views: 88347 Kevin Kruse
What Makes an Organization's Internal Analysis Weak? : Marketing & Business
 
04:41
Subscribe Now: http://www.youtube.com/subscription_center?add_user=ehowfinance Watch More: http://www.youtube.com/ehowfinance An organization's internal analysis can be considered weak if it fails to meet a few key criteria. Find out about what makes an organization's internal analysis weak with help from a PR and marketing expert in this free video clip. Expert: Heddi Cundle Filmmaker: Steven Watkins Series Description: Marketing is directly related to a particular business, organization or event's success in a variety of different interesting ways. Learn about the relationship between marketing and business with help from a PR and marketing expert in this free video series.
Views: 188 ehowfinance
ValeurHR , a leading Global Software Development, Outsourcing & BPM services  organisation
 
01:39
ValeurHR is a Global Software Products & Business Process Management firm. ValeurHR BEM products enables enterprises & individuals meet their objectives. Products I. Software Products 1. CoreHR (Employee Central, EC Payroll) 2. Talent Management 3. Planning & Analytics 4. Social Collaboration II. Business Process Management III. Recruitment Process Outsourcing vE - ValeurHR Business Execution Software . It has an extensive learning management system which is used very effectively in Colleges and Universities for knowledge sharing and knowledge management. vE makes it easy for you to manage HR and business operations. It consists of 16 functional modules that cover almost all of the different employee management and business operations of an organization of any size. These are Employee Portal, Project management, Time management, Financial planning, Collaboration tool, Relationship management, Learning Management system, Compliance and benefits, Payroll, recruitment, Analytics and Reports, Performance management, Onboarding and separation, Succession planning and development, Compensation & Travel Management. About ValeurHR ValeurHR is a provider of business process and consulting technology solutions, ValeurHR strives to achieve one goal—to solve and mitigate issues in a rapidly-changing modern work environment. These requirements are met by combining consulting, technology and business execution. Since people are a company’s biggest resource, we also use HR technology and tools to benefit companies. For more than a decade, we have worked with companies of all sizes including Fortune 500 companies like Coca-Cola, Google, Amazon, American Express. Our experience with big names across industries has taught us to recognise the common problems organisations face related to business execution and consulting technology. Therefore, we have created a heady mix of consulting, technology and business execution to create solutions that are completely customizable. After understanding the client requirement, we create solutions that enable the company to move steadily towards growth. We offer Business Process Management consulting, IT Services , SAP Success Factors customization and implementation, Business Process outsourcing and SAP Education services across a range of industries and verticals. Based on our extensive and rich experience in the business operations space , we have developed an Award Winning Business execution software, vE which helps companies manage their operations smoothly and efficiently. This software is already being used by 60k+ users across the world and has been recognised for it's feature functionality and ease of use a global leader SAP. Related Topics: Valeur HR,advice HR Experts,HR Outsourcing,Business,Startegic HR Consulting,HR,Human Resources,Human Resource Consulting,HR recruitment techniqes,bulk hiring,recruting employees,recruitment,Recruitment (Industry),importance of recruitment,recruitment process,source of recruitment,internal source of recruitment,external sources of recruitment,internal sources,external sources,hr recruiter,sucessful HR,taget to achive by hr,hr recruiter training in hindi,hr industry,hr training in hindi,training,motivational training for hr,end to end recruitment process,end to end recruitment in hindi,recruitement process in hindi,company recruitment,understand hr process Connect with us : www.valeurhr.com/ve www.facebook.com/valeurhr www.twitter.com/valeurhr www.valeurhr.com
2.2 Organisation and management IGCSE Business Studies
 
30:24
Hello students! A very warm welcome to my YouTube page. I have now launched a website where you will find hundreds of videos, activities and lessons to help you get better in business studies. Please visit and explore. http://www.sensebusiness.co.uk As the name says it, in this website I make sense of business studies so you can focus on getting better grades! Other useful links and resources You can buy my book on amazon: https://amzn.to/2IyrNGO Here is the link for Test: http://www.sensebusiness.co.uk/2018/06/understanding-business-activity-test.html Here is link to buy IGCSE business Book to help you further: https://amzn.to/2Ko4fWg Please note: buying one or more of the above books will help me a lot in spending more time to create useful video for you in the future. Don’t forget to like, subscribe, share and visit my website. Tags: Business,igcse business studies,advanced generations school,business studies tutorials,business studies,cambridge,Understanding Business Activity IGCSE Business studies,Understanding Business Activity,Business Activity IGCSE Business,Business studies,GCSE Business studies,IGCSE Business studies Understanding Business Activity,Understanding Business,Business Activity,IGCSE,Business Activity IGCSE Business chapter 1,igcse business studies revision,igcse exam
Views: 903 Business Studies
PMP® Enterprise Environmental Factors and Organization Process assets | PMBOK 5 | Lesson 2 : Part 2
 
09:46
The training video is about enterprise environmental factors and organization process assets - these two are always inputs to most of the project planning processes. But, we need to know and understand the surrounding environment and accordingly organize. -Organization process assets include Knowledge base and organization level processes and procedures -- these two assets are discussed in detail -Enterprise environmental factors are the ones which influence our project. Can be categorized under two broad categories - Internal environment and external environment -- discussed in detail You can also watch video trainings on Project Time Management http://www.youtube.com/watch?v=nRtx0RisdX4 This video is based on PMBOK® Guide Fifth Edition. We have complete PMBOK® Guide Sixth Edition program, for more details please visit: https://www.izenbridge.com/pmp/online-course/ For any PMP® exam-related concept discussion, you can participate in iZenBridge forum: forum.iZenBridge.com
1.4 Types of Business Organisations
 
18:29
Hello students! A very warm welcome to my YouTube page. I have now launched a website where you will find hundreds of videos, activities and lessons to help you get better in business studies. Please visit and explore. http://www.sensebusiness.co.uk As the name says it, in this website I make sense of business studies so you can focus on getting better grades! Other useful links and resources You can buy my book on amazon: https://amzn.to/2IyrNGO Here is the link for Test: http://www.sensebusiness.co.uk/2018/06/understanding-business-activity-test.html Here is link to buy IGCSE business Book to help you further: https://amzn.to/2Ko4fWg Please note: buying one or more of the above books will help me a lot in spending more time to create useful video for you in the future. Don’t forget to like, subscribe, share and visit my website. Tags: Business,igcse business studies,advanced generations school,business studies tutorials,business studies,cambridge,Understanding Business Activity IGCSE Business studies,Understanding Business Activity,Business Activity IGCSE Business,Business studies,GCSE Business studies,IGCSE Business studies Understanding Business Activity,Understanding Business,Business Activity,IGCSE,Business Activity IGCSE Business chapter 1,igcse business studies revision,igcse exam
Views: 1295 Business Studies
Human Resource Management
 
02:06
This course will provide students with an examination of how managers can more effectively acquire, develop, compensate, and manage the internal and external environment that relates to the management of human resources. Through real-life case study, students research, critically evaluate, and resolve various human resources challenges. (Course description needs to be updated to the following: Recruiting, hiring, developing, motivating, compensating, and retaining the talent required to build a high-performing, diverse and competitive workforce is essential in effective organizations. Central to this course is the utilization of the human resources function as a key component in the organization's strategic plan and forward direction. Students will learn how to develop individual, group, and cultural skills and knowledge required of managers to attain the organization's critical competitive advantage as a desirable place to work.)
Views: 105225 unowacademics
Why Succession Planning is essential: The Case of the Runaway Talent
 
04:56
Succession Planning is fundamental to long-term organizational stability. Leaders must provide assurances to internal and external stakeholders that there is an organized plan for continuity in the quality and flow of the organization's programs and operations. In this cartoon, see how Sally Planwell, Director of HR, saves the day with effective talent management, succession planning and employee retention.
Views: 114564 Nakisa Inc
Master of Science in Organizational Learning & Human Resource Development
 
07:29
Organizational Learning and Human Resource Development at Saint John Fisher College in Rochester, New York. Program Overview Various industries—profit, not-for-profit, and government— employ Organizational Learning and Human Resource Development (OL/HRD) professionals. Historically, the function ofthe professional has been in the design and delivery of employee job training programs and organization development systems. Today, OL/HRD professionals are involved in a full range of job roles and interventions based on the dynamic environment of today's workplace. Employment roles include OL/HRD manager, training director, needs analyst, internal/external consultant, change agent, organization development manager, career planning/succession planning consultant, instructional/program designer, materials developer, and instructor/facilitator. Mission The mission of the Master of Science in Organizational Learning and Human Resources Development program is to develop the professional capacity of our graduates so that they can: • Anticipate and manage change • Facilitate and improve workplace learning and effectiveness • Develop the leadership skills needed to become strategic partners • Increase individual, group, and organizational effectiveness • Implement strategies and practical solutions to meetthe challenges affecting the workplace Vision Preparing leaders in OL/HRD to make significant impact through theory, research, best practices and organizational results.
Views: 2723 HRandEdCiaschi
Value Chain Analysis Explained
 
06:15
Michael Porter's Value Chain Analysis can get complicated; particularly when applying the concept to services businesses. Watch this video for a straightforward 3-step process that can help you enhance your customer's value.
Views: 156364 Soma Datta
What Is The Internal Environment Of An Organization?
 
00:45
Environmental ngos giveindia. The external environment 26 feb 2015 the internal business comprises of factors within company which impact success and approach operations. Internal and external environment factors that influences internal may affect the business organization. Internal environment analysis techniques (1). Factor 1# value system the of an organisation means ethical beliefs that guide in organization must have ability to examine and make changes based on internal external environmental factors affect its performance. An organization's internal environment is composed of the elements within organization, including current employees, 4 may 2017 an micro comprises market organization operates in and it also includes aspects marketing consists two distinct components, analysis allows to identify its strategic planning helps organisation monitor changes external adjust activities accordingly research accurate data vital key issues. It includes internal an the environment. Business environment defines as a force that affects on organizational performance. The use of the internal business environment includes factors within organization that impact approach and success your operations. Internal environmental factors of the organization uk essays. Internal & external analysis. Components of internal environment citeman network. Environmental ngos giveindia the internal environment cliffs notes cliffsnotes environments url? Q webcache. What is internal environment? Definition and meaning 7 factors determining the environment of a business. Strategic planning environmental factors in strategic. Internal and external business environment slideshare. The internal business environment refers to the factors inside organisation that impact on organizations have an external and environment; In a simple way outside or organization are elements of. Although some elements affect the organization as a whole, others only manager factors that are frequently considered part of internal environment include organization's mission statement, leadership styles, and its organizational culture. Unlike the 27 feb 2011 internal environment br is structure and style of organization may delay a decision making or 23 dec 2010 organizations also have an which includes all elements within organization's boundaries such as human 7 comprises those factors that affect resources from inside large scale organisations chapter 2 45. For even more of a deep dive on the subject, you can watch our video The internal environment cliffs notes. The general environment consists of factors that may have an immediate direct effect on operations but nevertheless influences the 8 2015 internal business comprises within company which impact success and approach operationsorganizations thejulie mcfarlane ross curran. The internal environment cliffs notes. Internal and external environments of business video & lesson what are internal environmental factors that affect may the organizati
Views: 123 Marisol Moran Tipz
How to Build a Sales Culture Within Organisations - Sales Training Video
 
06:39
http://bit.ly/1LknHNr How to build the perfect sales culture within organisations. It happened twice that week. I received calls from two very different organizations (one providing surgical devices to hospitals and the other offering IT solutions to SMEs) looking for help building a sales culture. My response was very much the same, “You already have a sales culture.” After a short pause on the telephone, I continued, “It’s either a good one or a bad one!” Culture is defined as the attitudes and behavior characteristics of a particular group. So if you're wondering how to build the perfect sales culture without your organization, first realize that your organization already has a sales culture. The question is, how effective is it at helping your team adopt desired selling behaviors and reach their maximum sales potential? In my work with MNCs with sales teams throughout Asia-Pacific, I’ve noticed some best practices for building high performance sales cultures. By incorporating these 4 important steps, your organization can experience the benefits too: Common Vision You start by defining “sales culture”. That means different things to different people. I start facilitation sessions with stakeholders by asking “What would the “perfect” sales culture look like? What would be happening? What would you notice? What would other people notice? How will you know when you’ve got the “perfect” sales culture?” You’ll have all sorts of definitions. One person might say, the back office and front office staff would work more closely together. Another might say, sales reps would be more confident, optimistic and persistent. Someone else might say they would be excited and passionate about selling. Another might say, customers would notice how driven, enthusiastic and responsive our reps are! First, agree on a common vision of what you want as an organization and then start working towards how you will achieve it. Top Management Commitment Having the commitment of top management will greatly increase the likelihood of buy-in and implementation throughout the organization. This cannot be driven by Human Resources or Learning and Development alone. With a recent client, I worked directly with the Regional Director and his senior team (Business Development Director, Country Director and Human Resource Director) to understand their definition of the “perfect” sales culture. We then had a context-setting conference call, followed by a 2-day strategic session with all Country Directors and Division Mangers to come up with a common definition of “sales culture” and get their input on how we could achieve it. With transparency across all levels, this programme can now be rolled out to the sales teams. Dedicate the Resources Building the perfect sales culture takes time and resources. It takes more than sending your team for sales training once a year. How will it be successful if your team returns to an environment that doesn’t support what they’ve learned? Their day-to-day environment must support their learning, so that their new behaviors become habits. These new behaviors must become habits in order for sales to improve. Despite that, what do most leaders do when sales don’t improve after training? Send the team for more training! So what can you do to ensure your team consistently adopts desired selling behaviors? Be willing to invest in coaching (internal and external), on-the-job mentoring, additional training, train-the-trainer, motivational talks, team meetings, videos, webinars, mobile templates, sales tip cards, etc. If you don’t have the budget now, start planning to ensure you’ll have the financial resources you’ll need in the next FY to support this programme. Incorporate Appropriate Metrics The purpose of having metrics is to have clarity on the effectiveness building your “perfect” sales culture. What would be the first small signs that it’s working? How will you know? The best way to do that is to incorporate quantitative and qualitative criteria. Quantitative criteria includes: sales volume in dollars or units, growth over previous years, new accounts, and profitability. Qualitative criteria includes: attitude, product knowledge, communication skills, personal appearance, customer feedback, selling skills, and personal initiative. When assessing the performance of your sales team, be sure to differentiate between aptitude and attitude. When in doubt, train a poor aptitude and fire a bad attitude. With these steps in place, you'll be well on your way to building the perfect sales culture within your organisation.
Views: 2827 SOCO/ Sales Training
Leading Organizational Change
 
58:45
UC Davis Graduate School of Management Dean Steven Currall welcomes Kevin Johnson, mayor of Sacramento, and Michelle Rhee, CEO of StudentsFirst. Johnson strongly believes that in order to be a great city, you have to have great schools, and Rhee is former chancellor of the District of Columbia Public Schools system. Both are committed to identifying ways to strategically drive education reform. Series: "UC Davis Graduate School of Management's Dean's Distinguished Speaker Series " [5/2011] [Public Affairs] [Business] [Education] [Show ID: 21042]
HR Management: Training & Development
 
06:25
This episode examines the processes involved in employee training and development. IU Southeast Instructor: Alysa Lambert
Views: 369045 IUSoutheast
Oracle Apps HRMS R12 - Organizations
 
03:06
This Video Tutorial is the 7th part of Core HRMS Course, Organization are used to create Department or Division etc. of an Enterprise. There are two type of Organization exist in an Enterprise Internal Organization External Organization Internal Organizations are Departments, Sections or Cost Centers The External Organizations are Tax Offices, Recruitment Agencies. You can define as many organizations (Zone, Division, Department, Sections) but here for practice we would defined only 3 departments i.e. Human Resources, Operations and Finance. For More Videos and Tutorials about Oracle Apps and Fusion ERP please visiit http://hrmsnetwork.blogspot.com
Views: 14804 Sajid Sheikh
SOC 2 Academy: Assessing Changes Within Your Organization
 
02:08
Learn more at https://kirkpatrickprice.com/video/soc-2-academy-assessing-changes-within-organization/ We often hear from our clients during the risk assessment review that they have not experienced any changes in the year since their last audit. While it’s true that organizations might not go through significant changes during the time between audit periods, such as an overhaul of leadership, laying off entire departments, or merging with another business, organizations will almost always experience some change. This is why it is so important that organizations are proactively assessing changes within their organization no matter the size. During a SOC 2 audit, an auditor will be observing how an organization goes about assessing changes within their organization. These changes might include changes to the external environment, business model, leadership, the organization’s systems and technology, and vendor and business partner relationship. For example, if leadership decides to adopt a new technology, how does that impact the organization’s system of internal control? What new risks does the new technology add? Are new processes needed to monitor the new technology? Do you know all of the resources available to effectively deal with the risks associated with new technology? What about personnel? Do you need to hire new employees to manage the new technology? Adding something as simple or complex as new technology must be considered during an organization’s risk assessment. Organizations who fail in effectively assessing changes within their organization will be more at risk for data breaches and security incidents because they won’t have a cohesive understanding of the risks that could impact their system of internal control. Stay Connected Twitter: https://twitter.com/KPAudit LinkedIn: https://www.linkedin.com/company/kirkpatrickprice-llc Facebook: https://www.facebook.com/kirkpatrickprice/ More Free Resources Blog: https://kirkpatrickprice.com/blog/ Webinars: https://kirkpatrickprice.com/webinars/ Videos: https://kirkpatrickprice.com/video/ White Papers: https://kirkpatrickprice.com/white-papers/ About Us KirkpatrickPrice is a licensed CPA firm, PCI QSA, and a HITRUST CSF Assessor, registered with the PCAOB, providing assurance services to clients in more than 48 states, Canada, Asia, and Europe. The firm has over 13 years of experience in information security and compliance assurance by performing assessments, audits, and tests that strengthen information security and internal controls. KirkpatrickPrice most commonly provides advice on SOC 1, SOC 2, PCI DSS, HIPAA, HITRUST CSF, GDPR, ISO 27001, FISMA, and CFPB frameworks. For more about KirkpatrickPrice: https://kirkpatrickprice.com/ Contact us today: 800-770-2701 https://kirkpatrickprice.com/contact/
Views: 19 KirkpatrickPrice
Anarchist Organization Methodology and YOU! | Communist Quick-Start Training Series
 
24:41
Welcome to the exciting world of Anarchist Revolution! This series of training videos will prepare you for global liberation of humanity. Resources: Security Culture: https://deepgreenresistance.org/en/get-involved/security-culture Cyber-Security Basics: https://www.comparitech.com/blog/vpn-privacy/what-is-doxxing-how-to-avoid/ Minimanual of the Urban Guerilla: https://socialhistoryportal.org/sites/default/files/raf/0719730000_0.pdf Loomio Flat Hierarchy Organization Handbook: https://loomio.coop/working_groups.html Organizations: http://internationalistcommune.com https://socialistra.org/ http://foodnotbombs.net/new_site/ https://mutualaiddisasterrelief.org/ Non-Compete is a leftist blog and YouTube channel. Buy Non-Compete Stuff: https://www.non-compete.com/stuff/ Patreon: patreon.com/noncompete Follow me on Mastodon. Find out more: https://www.non-compete.com/its-time-... Facebook/Twitter/Email info: http://www.non-compete.com/about/
Views: 11856 NonCompete
Cecile Alper-Leroux on organizational fluidity
 
01:13
Cecile explains how organizational fluidity creates an environment for idea-sharing between internal and external resources and drives innovation:
Views: 832 SHRM

Rahul gandhi in aap ki adalat 2015
Lipitor 20mg price in egypt
Norvasc 10 mg imageshack
Vaistai nebicard 5 mg lexapro
Lipitor 80 mg precio mexico