Posts Tagged ‘education’
How to analyze a sequential game
This is a short excerpt from one of my lectures in a 21 lecture series on introductory game theory. The course, Introduction to Ga This is a short excerpt from one of my lectures in a 21 lecture series on introductory game theory. The course, Introduction to Game Theory for Business Science and Politics, is designed for anyone with first year university. No economics or math prerequisites – just an inquisitive, curious mind. The course is based on the text by Dixit and Skeath “Games of Strategy” , though i depart from it in several places.
All 21 lectures are available on uctv.canterbury.ac.nz in the Strategic Economics collections (can also be accessed through iTunes podcasts if you prefer – search on game theory in the description field for podcasts)
Duration : 0:8:47
Five Pillars of Strategy for Small Business
Small Business Owners learn about the 5 critical decisions for developing a business strategy – Exit Strategy, Legal Entity Organization, Value Model, Marketing Tactics and Implementation. Presented by Sigma College of Small Business.
Duration : 0:4:9
GHRF2007: HR Strategy through Mobility
Session B.6: HR Strategy through Mobility: Role of Staffing services in Global HR Strategy
*Speaker:
-David Arkless, Senior Vice-President, Manpower Inc
-Reiji Ohtaki, Managing Director, Hay Group Asia
-Adele M. Yeargen, Director, Global Mobility Service, Hewitt Associates
*Description:
As the business world gets more global, and as talented workforce increases mobility, businesses face a new challenge to hunt for the best talent at the right time in right place for their company. Therefore, more and more companies rely on professional staffing service companies for their staffing needs. Speakers talk about the role of staffing services for strategic human resource management in the 21st century. Some issues which will be discussed include: what role and by how much does staffing industry has been playing in recent global business world (statistics and some cases), How can staffing service increase efficiency of HRM, What is the prospect of staffing industry (placement, temporary help, training, employee leasing, outplacement, etc), and What would be the best techniques for successful integration of HRM and staffing service.
Duration : 1:29:59
Billions of Entrepreneurs: How China and India are Reshaping Their Futures an…
Google Tech Talks
March 12, 2009
ABSTRACT
“Billions of Entrepreneurs: How China and India are Reshaping Their Futures and Yours”
Removing half a billion people from poverty and into the productive workforce will profoundly affect on the world economy. India and China are doing just that with insane growth rates and lots of what used to be American jobs: China is the factory floor and India the back-office, software shop. China is top-down party driven. India is a messy, vibrant democracy.
This may be the complementary duo that changes the world. Including your world.
Come hear Professor Tarun Khanna in a discussion about his book, Billions of Entrepreneurs: How China and India are Reshaping Their Futures and Yours. Called well worth reading by The Economist and entertaining by the Financial Times, Khanna’s book shows how Chinese and Indian entrepreneurs are creating change through new business models.
Speaker: Tarun Khanna
Tarun Khanna is the Jorge Paulo Lemann Professor at the Harvard Business School, where he has studied and worked with multinational and indigenous companies and investors in emerging markets worldwide. He joined the faculty in 1993, after obtaining an engineering degree from Princeton University (1988) and a Ph.D. from Harvard (1993), and an interim stint on Wall Street. During this time, he has served as the head of several courses on strategy and international business targeted to MBA students and senior executives at Harvard.
His new book, Billions of Entrepreneurs: How China and India are Reshaping Their Futures and Yours, was published in February 2008 by Harvard Business School Press (Penguin in South Asia), with translations into several languages underway. It focuses on the drivers of entrepreneurship in China and India and builds on over a decade of work with companies, investors and non-profits in developing countries worldwide.
His scholarly work has been published in a range of economics and management journals, several of which he also serves in an editorial capacity. Articles in the Harvard Business Review (e.g. China + India: The Power of Two, 2007; Emerging Giants: Building World Class Companies in Emerging Markets, 2006) and Foreign Policy (e.g. Can India Overtake China?, 2003) distill the implications of this research for practicing managers. His work is frequently featured in global news magazines as well as on TV and radio.
He serves on the boards and advisory boards of several companies in the financial services, automotive, life sciences and agribusiness sectors. He actively invests in and mentors startups in Asia, and volunteers time with non-profits in India, e.g. the Parliamentary Research Services in New Delhi, which seeks to provide non-partisan research input to Indias Members of Parliament in advance of legislative sessions with a view to enhancing the quality of democratic discourse.
In 2007, he was nominated to be a Young Global Leader (under 40) by the World Economic Forum.
He makes his home in Newton, MA, with his wife, daughter and son.
Duration : 0:55:9
GHRF2006: Creating a Global Talent Pool-Business Perspective
*Chair: Dong-Sung Cho, Professor, Seoul National University
*Speaker:
- Bertel Haarder, Minister, Danish Ministry of Education, Denmark
- John J.Haley,President&CEO, Watson Wyatt, USA
- Kunihiko Sawa, Former CEO, Fuji Electronics, Japan
- Peter Plympton Smith, Assistant Director-General for Education, UNESCO
*Description:
The upgrading of the quality of human resources is the most crucial element in a global enterprise. Human resources can be defined as the contribution of people (their knowledge, skills, and attitude) in the production of goods and services. In the emerging knowledge economy, value is increasingly driven by human resources. The competitiveness of enterprises and countries are no longer strictly tied to physical assets or resources, but to the intellectual attributes of their knowledge workers.
Globally competitive enterprises make efforts to develop the competency of their human resources in order to effectively execute Business Strategies and realize the core values of their activities. Recent data indicates that for Standard and Poors 500 companies, only $1 for every $6 of “market to book” value represents financial or physical assets. The balance, of course, is intangible assets and among them, the key is human resources and the market’s perception of human resources.
Leading enterprises are coming up with new management strategies to cope with the changing business environment: (1) cultivating high quality human resources; (2) developing future growth engine; (3) securing technological edge; (4) adhering to corporate responsibility; and (5) acquiring high efficiency and low cost. This session will help participants understand the human resources strategies of leading global enterprises.
Duration : 1:37:36
Don Tapscott, author of Grown Up Digital: Meet the Net Generation
In his book Grown Up Digital, Don Tapscott argues that Mark Bauerlein author of The Dumbest Generation and other short-sighted cynics have failed to see the distinctive and profound gifts the current generation of tech-savvy 12 to 30-year olds has to offer the world. Thanks to the ubiquity of technology in their lives, the Net Generation is poised to transform the form and functions of school, work, and democracyand for the better. With its comprehensive examination of the Net Generation, and based on a 4.5 million dollar study, Grown Up Digital offers valuable insight and concrete takeaways for leaders across all social institutions who are finding it necessary and advantageous adapt to this changing social fabric.
In this clip, Tapscott discusses the unique characteristics that will enable the Net Generation to change even save the world!
DON TAPSCOTT, also author of Wikinomics, is one of the worlds leading authorities on business strategy, with emphasis on how information technology changes business, government and society.
For more information about Don and his advocacy of the Net Generation, visit www.grownupdigital.com.
Duration : 0:4:47
GHRF2007: New Strategy for Sustainable Growth-CSR
Session B-2 New Strategy for Sustainable Growth
- Corporate Social Responsibility
*Speaker:
-Iwao Taka, Professor, Reitaku University
-Vivienne K. Tan, President, Entrepreneurs School of Asia
-Hyung-Cheol Kim, Professor, Yonsei University
*Description:
Duration : 1:30:30
Enterprise – An online multi player business game
Experience the thrill of starting, building and maintaining your own company. Enterprise teaches students how to do business. This multiplayer game offers countless possibilities, opportunities and situations that also occur in the real business world. For example, the entrepreneurs can carry out marketing research, adapt products and prices, hire, train and fire people and start a media campaign.
Participants opt for one of four possible types of enterprise (media, gardening, ICT or beauty parlour) and choose an operational base. They receive a virtual seed capital of € 20,000. After that, the challenge begins: running the business successfully while competing against other players who operate in the same market. Distinctive strategy is required as well as continuously anticipating new events that influence market conditions.
Enterprise teaches students business and entrepreneurial skills through play. The game is especially developed for classroom use with teachers functioning as game masters. Enterprise allows simultaneous play of groups of up to 30 players, entering into mutual competition or working together as colleague entrepreneurs.
Duration : 0:0:49
GHRF 2008: Global Talent Acquisition & Management Strategy
The talent pool in the developed world is evaporating at an alarming rate. Baby boomers are beginning to retire, taking with them valuable experience and knowledge that cannot be easily replaced. Compounding this, birth rates across most developed countries are slowing dramatically. In the US, 75 million people are approaching retirement, yet only 30 million members of Generation X are available as successors. In the European Union, the working-age population is forecast to fall by 48 million, or 16 per cent, by 2050.
Talent is the new oil, and just like oil, demand far outstrips supply.
Recruiting and retaining talent have always been a struggle for global companies, however the challenges are larger than ever today. With the changing supply/demand dynamic, many find that the talent issue – especially in rapidly developing economies (RDEs) – is one of their most critical challenges.
The sheer size of emerging market workforces is staggering: both China and India’s individual workforces are larger than those of Europe, the United States and Japan combined. US and Japanese firms will increasingly look to east and south Asia (China and India, for example) for new talent, but sourcing talent in emerging markets will also get tougher, particularly as emerging market firms become more competitive and attractive employers, both at home and abroad.
While today’s order of business involves bargaining for the best resources in the local market, talent is no longer the exclusive preserve of the western world. It is a global commodity, fought over by multiple competitors and economies from both the developed and the emerging world. Accordingly, companies will find themselves needing to harvest individuals from the global talent pool while managing and motivating the multi-generational workforce in order to retain them.
Finding talent, developing talent and keeping talent will be the new role of HR management in the future. This “talent management” – the assessment and long-term planning of a company’s workforce needs – rather than the traditional filling of vacancies, will become a key differentiator for companies competing in the global marketplace.
Duration : 1:13:15
Academics and the State
Lecture by Peter G. Klein presented at the Ludwig von Mises Institute’s Fifteenth Anniversary Conference; “The Twentieth Century: An Austrian Critique”, held in Atlanta, Georgia, September 26-27 1997. http://mises.org
Peter G. Klein is an American Austrian economist who studies managerial and organizational issues. Klein is Associate Professor in the Division of Applied Social Sciences at the University of Missouri and Associate Director of the Contracting and Organizations Research Institute (CORI). He is also an adjunct professor at the Norwegian School of Economics and Business Administration, Senior Fellow at the Ludwig von Mises Institute, and a Faculty Research Fellow at the McQuinn Center for Entrepreneurial Leadership.
Klein specializes in organizational economics, strategy, and entrepreneurship, with applications to corporate diversification, organizational design, and innovation. His books include Entrepreneurship and the Firm: Austrian Perspectives on Economic Organization (edited with Nicolai J. Foss, Edward Elgar, 2002), The Fortunes of Liberalism, volume 4 of The Collected Works of F. A. Hayek (University of Chicago Press, 1992), and The Theory of the Firm: Emergence, Synthesis, Challenges, and New Directions (with Nicolai J. Foss, Cambridge University Press, forthcoming).
During the 2000-2001 academic year, Klein was a Senior Economist on the Council of Economic Advisers. Klein taught previously at the University of California, Berkeley, the University of Georgia, the Copenhagen Business School, and the Olin Business School. He received his Ph.D. in economics from the University of California, Berkeley, studying under 2009 Nobel Laureate Oliver E. Williamson, and his B.A. from the University of North Carolina, Chapel Hill. He runs the Organizations and Markets blog with Nicolai J. Foss, professor at the Copenhagen Business School. (Source: Wikipedia)
Related links:
http://mises.org/fellow.aspx?Id=21
http://blog.mises.org/archives/author/peter_g_klein/
http://www.independent.org/aboutus/person_detail.asp?id=1367
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Duration : 0:26:36