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There are about a billion cars on the roads around the world, but they are utilized only about 5% of the time, creating tremendous waste and opportunities for business model innovation. The Uber case study presents such an innovation which offers transportation on demand. Uber has already shaken the taxi and limousine industry, raising new legal challenges and redefining the industry. It is now threatening to change logistics as well.
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This volume first provides a framework for the analysis and design of business models and then presents a number of case studies applying the framework. Two case studies, Zipcar and Uber, show the evolution of business models in transportation. The Webvan case study looks at the economics of a failed startup — will today’s on-demand logistic companies be able to do better? The OpenTable case study looks at the development of a platform to support restaurants, and the HealthTap case study exami
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Tyler, TX (PRWEB) March 19, 2013
Internet technology company PersonalWeb® announced today the launch of its latest version of StudyPods®, a collaborative social-learning platform for university and college students to connect and share academic knowledge with each other at their own university or at colleges worldwide. The site, created with the help of students in The University of Texas System, enables students to connect, collaborate and share academic knowledge with each other at their own university or at colleges worldwide.
“We’ve adopted a new slogan ‘Study together from wherever’ because it better describes one of the key benefits for using StudyPods so students can easily form virtual study groups,” PersonalWeb President Michael Weiss said.
StudyPods new version 2.3 provides a simplified user interface so students can navigate the study-help site more effectively. Free storage space is now increased to 5GBs for each user to ensure there is ample space to store files. Also included are intuitive prompts explaining key functions and tools featured on the site enabling students to quickly become familiar with all the features of StudyPods.
Through StudyPods, students can create individual Pods based on their college coursework. They can fill pods with anything and everything related to their classes, from presentation slides, past tests to homework assignments, notes, and images. This information can then be shared with other students with similar class subjects who can also contribute content to the Pod. Students can easily find the research they need to help complete assignments, locate similar documents and find Pods that they wish to join.
StudyPods users can also connect with each other instantly through chat and notifications; making group projects more efficient and easier to coordinate.
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About PersonalWeb: PersonalWeb was established in Tyler, Texas by a team who has been responsible for creating some of the Internet’s most popular software and applications used by tens of millions of people worldwide. The company develops groundbreaking products based on its patented technology that is fundamental for many important elements of cloud computing technology, distributed search engine file systems, social media and content addressable storage. For more information, please visit http://www.personalweb.com
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The field of Human Resource Management has embarked upon a process of significant change. This article presents an effort that changed the HR educational model from a functional silos focused model to an integrated outcome-based model. The logic for the change, what changes were made, and comments about the outcomes are presented. The competitive landscape is changing, and new models of competitiveness are needed to deal with the challenges ahead. These responses reveal a new competitive reality demanding organizational capabilities that will enable firms to better serve their customers and to differentiate themselves from their competitors. The Society for Human Resource Management (SHRM) presents a knowledge model as a recommendation for every HR professional. The SHRM model recommends that every HR professional should have: (a) knowledge of his/her business; (b) an understanding of HR technology; (c) ethical behavior and the demonstration of personal credibility; and (d) knowledge of traditional HR needs and delivery. The linkage between these components and the strategic contribution of HR also needs to be understood.
Ideally, this article will start discussion and perhaps fan the flames of change. The curriculum changes presented were developed with input from a variety of stakeholders. The list of stakeholders includes HR professionals, current students, and students who graduated and started working in HR or management positions within the last several years. In addition, the authors relied upon: (1) one author’s work experience as an Organizational Development specialist with a global retailer; (2) routine contacts with HR and management professionals in the business communities; (3) service with the local Society for Human Resource Management (SHRM) Board of Directors; and (4) service with a global provider of Human Resource Information Systems, (HRIS), and Supply Chain information systems – both of which are subsets of Enterprise Resource Planning, (ERP), software systems which are used to run entire organizations.
When we began this process, our curriculum was composed of the traditional list of courses with each one focusing on a subset of the traditional HR toolbox: (a) Introduction to Human Resources; (b) Compensation & Benefits; (c) Staffing, Recruiting, & Selection; (d) Training & Development; and (e) a Special Topics course. Students took four of the courses of which one was a required prerequisite. Although our curriculum did not, some curricula also include an HR Information Systems component to demonstrate how data can be used to make hiring decisions, to track training courses taken, and to help manage placement of people based on their skills. As with any new curriculum it is vital that assessment be completed to determine if the modifications have been successful. Much to the delight of the people that hire our students, the new curriculum seems be helping us to develop new HR employees with desired competencies. The most often mentioned positive feedback shows that our students understand the big picture and how to strategically partner with top management to develop, implement, and interpret HR metrics.
This article has been compiled by Classof1; they offer MBA Case Study Help
For assistance with your academic assignments, you can visit classof1.com
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MIAMI BEACH, FL (PRWEB) March 21, 2012
Findings from the 2012 Executive Compensation and Benefits Study, a joint project of executive recruitment firm Slone Partners and The Dark Report, will be presented at the Executive War College diagnostic laboratory industry conference May 1-2, 2012 in New Orleans, La.
Slone Partners conducts the annual study in collaboration with The Dark Report to provide a reference tool for assessing trends in compensation among executives in the diagnostic laboratory industry.
Participation in the survey is ongoing. Laboratories that would like to participate can contact Slone Partners at 888-424-7800 or The Dark Report at 512-264-7103.
Adam Slone, chief executive officer of Slone Partners, and Tara Kochis, president, will release the results and discuss the findings at a special conference session.
The information we collect and analyze is a tool that companies can use to make informed decisions when hiring and planning, Mr. Slone said. The data and analysis allow the laboratory industry to be even more efficient and productive.
The study gathers confidential data from and pertaining to company presidents, Chief Executive Officers, Chief Financial Officers, Chief Operating Officers, Lab Directors, Medical Officers, and Vice Presidents/Directors of Operations, Finance, and Sales & Marketing, among other positions. It also encompasses the broad spectrum of the laboratory industry, which includes clinical, molecular, in-vitro diagnostics and anatomic pathology.
Compensation is of course one of any industrys biggest expenses, and for any individual it is one of the biggest motivators, said Robert Michel, editor-in-chief of The Dark Report. By engaging our clients to collect reliable data on salaries and benefits, we are able to fill a gap that has long existed in this key area of business planning.
Slone Partners is a corporate benefactor of the Executive War College, one of the largest and most highly regarded conferences devoted to strategic management issues in the diagnostic laboratory industry.
For information about Slones presentation on the findings of the 2012 Executive Compensation and Benefits Study at the Executive War College on May 1-2, 2012, in New Orleans, visit http://www.executivewarcollege.com.
About Slone Partners
Slone Partners is a premier national recruitment firm that specializes in delivering top executive, management, and sales talent for the diagnostic laboratory industry, with an expertise in molecular diagnostics and anatomic pathology. It draws upon a broad network of laboratory industry talent and a management team with direct experience in the laboratory industry to identify and recruit only the top candidates for its clients.
About The Dark Report
The Dark Report is a periodic intelligence report founded in 1995 by R. Lewis Dark, publisher emeritus. The publication reports news about the latest facts and trends and key analysis (not just news like other sources) that affect medical laboratories of all kinds. The Dark Group, Inc., and The Dark Report Intelligence Service provide intelligence and strategic market analysis exclusive to CEOs, CFOs, COOs, pathologists, senior laboratory executives, and investment professionals.