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Payroll Management Software Is a Comprehensive Solution for Companies

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Issues of payroll can nowadays be excluded from processes of accounting by utilizing payroll software. This payroll solution is competitively designed for serving multiple purposes with its modules, besides salary management.

Salary structure compiles lots of components those may be related to staff members’ attendance, leave deduction, incentives, loans, provident funds and much more. Nevertheless, managing information based on calculations in a manual way might consume lots of effort and still vacuum for errors may exist. Hence, to put an end to all types of issues pertaining to payroll, software technologies have came up with ideal solution. It further implicates that payroll software has been new age tool to manage accounts of every organization irrespective of its size. Moreover, with the aid of this software, accounting officials can contribute to productive output in a short frame of time.

Before proceeding ahead, it will be significant to look at few of the salient features of this payroll software. First of all, you ought to bear in mind that the accounting software has been designed to cater to all the intricate processes of payroll, hence, it becomes crucial to determine your specific or unique business requirements prior to getting the interface of former customized. Compensations and remunerations to be rewarded to staff members need to be checked for their accuracy in advance. Hence, payroll management software serves this purpose in utmost efficient way with its inherent smart technology. In addition, generation of pay slip, monitoring attendance on daily basis and reports keeping a track of financial aspects are other promising actions those can be handled easily by optimal usage of this software.

In addition to this, if the mechanism of payroll solution powered by technologically advanced system is assessed factually, then, no doubt, comprehensiveness ought to be focused on primarily. In simple to comprehend terms, there are numerous tasks to be performed in order to ensure wage protection and this can perfectly be accomplished when automated solution has been utilized by business enterprises. Hence, multi-utility HR payroll software is among best solutions comprising of several modules to balance salary management. Be it management of appraisal, staffing, full & final settlement, recruitment or claim and reimbursement, this software has potential to deliver custom solution in the favor of companies with distinguished themes.

On a practical note, functions of payroll might be different on the basis of special provisions of company, but, when it comes to make salary management free of glitches, then, payroll management system act as common solution with distinct mechanism. To be much precise, despite being a common payroll solution, its interface is flexibly designed to modify components or modules of software enabling accounting officials to work on it without any interruption. At this point of time, it can be rightly mentioned that not only does payroll software suffice to management of salary instead its composition is extended to other segments. For instance, performance management, training management, income tax management and shifts management are among few of the modules those have been appropriately added in the interface of payroll software with respect to tailor-made needs. Lastly, it can be concluded that this accounting software is modern tool which supports comprehensive functioning.

HR Payroll Software Delhi developed by HR Software Solutions is regarded as one of the best and easy to use software comprising of Payroll management software Delhi of both windows and web based modules.

One-On-Ones The Most Powerful Management Tool

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The regularly scheduled one-on-one (O-o-O) has been called the most powerful management tool available. Yet many managers are not having regular one-on-one meetings with employees, and it impacts the work environment.

To make the O-o-O effective, it should be regularly scheduled (every other Tuesday at 9AM or every Monday at 4PM or whatever works). It should be rarely missed and its primary focus must be on the employee and their performance. Notes should be taken by both the employee and the manager. The meeting will likely last no more than 30 minutes with 10 minutes for the employee, 10 minutes for you, and 10 minutes to focus on the employee’s development.

To prepare for your next O-o-O with an employee, ask yourself a few questions:

What positive feedback can I give the employee? What commitments did I make at the last O-o-O that I need to follow up on? What commitments did the employee make at the last O-o-O that we need to follow up on? What information have I received from outside sources that I need to share with the employee? What is currently on my plate that I can delegate to the employee that might be helpful to their development?

Some managers use a standardized form to track the outcomes of each O-o-O. The format might include notes you take from the employee’s update, notes you prepare for your update to the employee, and a list of agreements or follow-up items. The fundamental goal of the O-o-O is to maintain an ongoing dialogue with each employee about:

performance expectations resources the employee needs to meet the performance expectations feedback on the employee’s progress development opportunities the employee is pursuing

The O-o-O meeting is notably the most powerful management tool available. It is a no-cost, personal way to boost morale, enhance engagement, and improve performance. So when is your next O-o-O?

– See more at: http://www.careersingovernment.com/tools/resources/hr-tips/one-on-ones-the-most-powerful-management-tool/#sthash.jC6QnsOl.dpuf

Careers In Government is the leading provider of career opportunities and information in the public sector.

Returns Management Challenges for the Modern Day Supply Chain

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A company’s supply chain is a vital component for managing both short term and long-term cash flows and cost savings. However, the lack of inventory planning, ineffective techniques and inefficient supply chain processes has a major effect on the company’s profitability. Nevertheless, the current business scenario with its globalized environment and widespread offices demands organizations with critical strategies to ensure a smooth flow of products and services to the customers. Under such tight circumstances, managing the reverse flow of products becomes a bigger issue to be dealt with.

Viewing critically, the reverse flow of products can be a source of opportunities for organizations to wade through during difficult times. Effective returns management can positively impact the financial condition of the organizations and pave way for stronger customer relationships. From the financial viewpoint, returns are negative adjustment of sales. Organization needs to consider the operational cost of the returns as unlike the case of forward logistics, this incurs more transportation costs, inventory carrying costs and warehouse space, all leading to higher cost of returns besides impacting customer loyalty and relationships.

Today’s global business environment with all the legal compliances has placed returns management as a challenge for effective supply base management. Since in the supply chain, the product can be returned from any member of the value network, the supply chain consulting organizations work towards understanding the cause of returns. This will pave way for improved decision-making in the supply chain process. The leaders in the industry sector have designed and developed integrated return product management system that would help enterprises with efficient management of the returns process.

Returns management being a cross-functional process, the major ground rules for its effectiveness include,

* Considering returns management as a strategic point under the broader strategies of supply chain solutions.

* Developing appropriate policies to enhance profitability and strengthen customer relationships.

* Develop effective quality control and gate keeping policies so as to ensure that the products don’t enter the return flow.

* Develop operational procedures to handle returns, including policies to resell returns products through the forward logistics chain.

Aligning performance metrics of returns management with the forward logistics strategies.

The common procedures used by most organizations in managing return goods include destruction of the retuned materials, warranty assessment, testing and repair, try to upgrade the software or hardware of the products in question, refurbishment and even repackaging. However, the returns management services developed by the leaders in the industry are world-class. It tends to remove the pitfalls that result in return and rework. Further, to maintain customer loyalty, the returns management service provides customers with a hassle free return system with returns materials authorization support, warranty returns, testing and debugging, repackaging and refurbishment along with web based reporting.

Read more on : Rack And Stack, Reverse Logistics

Proper Stockpile Management In Construction Works

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A typical component of waste management is the storing or stockpiling of waste materials for recycling or reuse. The Environment Protection Authority (EPA) requires that this action is carried out in the correct manner to ensure the probability of damage to human health and the environment is eliminated or reduced. Storage or stockpiling will have to be taken on exclusively in appropriate circumstances for genuine and favorable purposes.

Stockpile sites are used to enable the short term storage of material or tools for construction or maintenance projects. The kinds of components which may be put away are:

Select substance and fill – like sand and rock
Topsoil, wood chips, mulch and waste vegetation
Virgin Excavated Natural Material (VENM) and spoil
Recycled asphalt pavement (RAP) – rotomilled material
Concrete or asphalt block material taken from pavements
Aggregate and Pre-coated aggregate
Cold mix asphalt
Road base
Parked machinery and vehicles
Construction materials such as Jersey Kerb and traffic signs
General materials such as timber, steel etc.

Stockpile sites are generally not to be used for the storing of any waste which contains coal tar or any sort of waste which is classified as unhealthy, restricted solid, special or liquid waste as classified in the Protection of the Environment Operations Act 1997

Stockpile sound management routines

Just before decision is taken to start a impermanent stockpile on site a risk assessment must be undertaken with the goal of protecting against or reducing the chance of destructive blows on human health and/or the environment. In every case, the site and substance specific conditions must be thought about when deciding on the actual demands pertaining to bunding, on-site structure and community assessment.

With regards to the locality, probable off-site challenges and amount of community interest associated with an action, the proper measure of community consulting may need to be set up both at the preparing and operational periods of stockpiling activities. In such cases, stakeholders including adjacent neighborhoods and nearby citizens ought to be notified on factors including duration, possible threats and impacts and the associated minimization measures. Suitable contact info of business or project managers should also be provided to the community for open correspondence to enable inquiries or complaints to be attended to.

On-site risks would be determined by factors including the:

waste type and chemical and physical qualities of the materials being stockpiled
locale and climate of the site
hydrological and hydrogeological conditions which include closeness to surface and ground waters, water quality and secure environmental values
stretch of time materials are going to be stored
projected management method of the stockpiled materials

Further off-site risks have to be taken into account and rely on factors like:

closeness to and sensitivity of the enveloping atmosphere (including unpleasant effects to water, human health and amenity)
exposure due to height in metres AHD of the working floor level which the stockpile is situated upon and in accordance with the encompassing environment
enactment of proper pollution control standards
supervision of traffic within the site

The following environmental protection actions should be used to ascertain and maintain stockpiles on construction sites:

The border of the stockpile need to be delineated with a bund (made out of earth/RAP etc) or other type of fencing or barrier.
Materials must be stockpiled at the least 5 metres away from foliage or native vegetation, without having it pressed up around the foundation of trees.
Stockpiled materials should not be in excess of 2m tall and should have a maximum 2:1 slope.
Erosion and sedimentation regulators needs to be constructed in between the site and any drainage lines or down-slope areas.
A diversion bund need to be placed on the uphill section of the site to redirect water round the site.
Cover stockpiles with plastic or store them damped down if airborne debris may be a problem.
Stockpiles sites have to be just right to hold all needed components without burying protective precautions just like silt fences. If you have excessive material you may need to widen your site protection actions.
Stockpile sites have to be examined repeatedly to make sure that the site sign (which plainly labels and locates the site), border bunding, sedimentation and erosion controls and boundary delineation are all in order.

At the end of the construction project all non permanent stockpile sites ought to be removed from site and the site restored as essential for contract specs.

Strategic Human Resource Management

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Executive summary
Previous findings have suggested that human resource management practices and beliefs play important roles in the management of businesses today especially when it comes to planning, recruiting and motivating employees to commit themselves for the organisation. Comes to issues of Therefore, there is a unique relationship between the human resource management practices and techniques employed by an organisation and its overall performance. Certain sets of human resource practices are critical for any organization restructuring and if they are not implemented, they will lead to poor performances.. This paper will examine various functions of human resource management in relations to APS business objectives and evaluate the human resource management aspects of the company.

introduction
Strategic human resources management, alignment with mission achievement, strategic alignment these terms are some of the phrases, which are being used to explain the latest, evolving function of human resources management (HRM). Different people will give different meaning for these terms. Consequently, it is imperative to ascertain from the starting what we are really talking about. Human resources management alignment implies integrating decisions concerning employees with decisions regarding the outcomes a business is attempting to reach the objective of the company in relations to its business targets. (Hunger Wheelen, 2003) This report will address strategic human resource management in APS Company. The report will take a critical evaluation of the human resource and offer the best strategy to follow.

A critical evaluation of the role of strategic human resource management in contributing towards the success of APS

With human resource rising as the primary asset of an organisation, human resources (HR) management are being faced with new challenges to come up with strategic approaches that can add value to the organisations when sourcing for new employees. To address this issue the human resource have to formulated strategies that will add value to an organisation in pursuit of identifying, recruiting, developing and retaining highly talented employees who can take the company to new heights and provide a competitive advantage to the company (Armstrong, 2006)

Recruitment and retention
Beardwell Holden (1997) states that; employee recruitment is very important in an organization. It consists of administration, performance and staffing. All these are interrelated activities that are carried out in an organization. Management and staffing activities help in ensuring that employees with right or desired skills are recruited. The employees have also to be in the right numbers desired by the organization. Employee recruitment aims at ensuring that employees are at the right place at the right time. Human resource manager in this case is concerned with ensuring that employees perform their best. Best recruitment processes insure that the organizations get the best staff that can improve and add value to the company. The human resource has to provide better employment terms to retain employees who are experienced in the organization. This will highly help the restructuring processes. (Beardwell Holden, 1997)

Training and development
Each employee requires more learning in order to improve his /her skills, no matter how best a candidate is, he/she can not be 100% percent qualified. Thus, the human resource management should implement learning management system (Beardwell Holden, 1997)

In general the human resource management is supposed to come up with training and education programs for its employees. Training can be termed as systematic enhancement of knowledge, skills and attitudes of the needed by an employee in order to perform a given task. Development is the growth of an employee in terms of capability, understanding and awareness. In an organization training and development is important in order to;

1. Develop a workforce that can perform higher-grade assignments

2. Increase efficiency, effectiveness and standards of performance by the employee

3. Keep the employees informed

4. Provide the usual training of new recruited workforce

Employee performance management
The most important aspect of human resource management practice is employee evaluation. The performance of any organisation is determined directly by the performance of the employees. It is possible to monitor the evaluation if the employees of any company via the use of human resource evaluation systems. These systems are done continuously with a view to retaining useful employees. Some organizations, because of their soft approaches, have incurred huge losses due to the fact that most employees are joy-riders in the organisation. These employees are considered a liability to the organisation because they contribute very little for the productivity levels. This means that their cost benefit ratio is high (Hunger Wheelen, 2003)

Regulatory compliance
In the recent days, human resource management practices have extended its functions to include regulating employees in the organization. The human resource management will have to ensure that employees comply with the company rules and regulations. In addition the manager will also have to ensure that good working relations do exist between the employees. In case an employee breaks the company rules or regulations, then the human resource management has to take steps in disciplining the employee so that he/she can comply. If the employee persist being disobedient to the company rules, then the human resource management can sack him/her if that the only step that remains to be undertaken. Complying with company rules is directly related with improving production. (Hunger Wheelen, 2003)

Compensation and benefits
Workers need to be compensated for their performance in order to encourage them to keep up or improve on that performance. The moment the human resource establishes the performance of the worker, managers should reward to commensurate with the worker’s achievement. These will ensure maximum production and effectiveness of the worker; current compensation programs should include a mix of basic pay, equities and variable pay. (Hunger Wheelen, 2003)

Employees need to be motivated in order for the company to get the best out of them. An employee who is well motivated will easily stay in the organization and be more productive. For this to occur human resource have to attend to the financial and psychological needs of the workers by rewarding them well. Hunger Wheelen (2003) observers that, better conditions for service and financial rewards are examples of measures applied to motivate employees within the organisation while in some, it could be in terms of annual, leave, insurance or shorter working periods. The human resource manager of the organization needs to come up with good employment policies that are desirable to the employees. It is important that the workers when paid accept their pay package as “fair and just” in order for them to be motivated. (Hunger Wheelen, 2003)

Propose a strategy you would propose for managing HR in APS showing how it aligns to the published goals

Sound Manpower planning
The best method in which APS Company can directly improve its performance in successfully in relation to its objectives and missions, is through Manpower planning

Human resource management main function is manpower planning. As observed in APS organization, it lacks proper planning in its human capital which has been it undergo costly penalties. Having the right staff, in terms of numbers and skills is a task that the human resource may strategies well. When it comes to sourcing the human resource must source well so that it can get the maximum benefits from its workforce. The human resource has to understand that overstaffing is a waste and expensive to the organisation and does not add any value to the organisation but, instead reduce the competitive advantage of the organisation. (Armstrong, 2006)

In planning of the workforce, an assessment of current and future needs of the organisation has to be taken into account, compared to the available resources together with future predicted resources. Then appropriate strategies can be undertaken to balance demand and supply of the work force. Thus, before sourcing for more workers, the human resource has to take analyse the current workforce profile in terms of numbers, ages, skills, experience, gender, flexibility, forecast capabilities, etc. the human resource then can adjust this for say 2 or 5 years ahead so as to amend for normal employee turnover, retirements and staff movement in accordance with the business plan in relation to the corresponding time frames. (Armstrong, 2006)

The result from this will give the human resource a lot of information on how to come up with sourcing plans that will be able to add value to the organisation. The human resource will have a well “though out” and sound sourcing demand programme for different dates in future which then, can be compared with the rough supply programmes. The evaluation will then show the steps that have to be taken when sourcing in order to strike a balance. (Dainty, 2000)When human resource undertake such workforce planning program it will save the organisation a lot of money at the same time add competent staff to the organisation who can take the organisation to new heights and surpass the set targets.

Developing human resource strategy
Faced with the need to add value to the organisation, human resource need to come up with a more coherent and focused approach in sourcing practices. According to Armstrong (2006) to develop such strategy, two issues have to be addressed.

1. What type of workforce does the organisation need in order to manage and also run the organisation so has to meet the organisation strategic business goals?

2. Which type of workforce programs and schemes must be planned and implemented so as to attract, develop and retain a workforce that can compete effectively?

For these questions to be answered the human resource has to address four key areas of an organisation these are;

* The sourcing culture of the organisation; norms, beliefs and the management way of the organisation has to be structured in manner that it encourages sourcing or recruitment based on merit alone and on any other factors

* Human resource has also to address the organisation structure; this will define proper job descriptions, reporting lines in the organisation and job descriptions.

* The workforce; the human resource has to address the issue of level of skills, management abilities of individual employees and staff potential

* The human resources will have also to address its systems; the human resource should have a workforce focused mechanism that will deliver a plan of workforce selection, training, communication, career development and rewards.

If the human resource need to add value to the organisation in terms of quality and better services then, it has to retain its workforce, reward them, carry out appraisal, open communication systems and then re-examine the organisation human resource management plans. These strategies will ensure that the APS is able to get and retain a workforce which will drive the organisation to new heights. (Armstrong, 2006)

Provide a critical analysis of the tools you use for this environmental analysis to show why these are important to APS

An environmental analysis of the company
They are several tools, which a company can employ when analyzing its environment both internal and external. The most common are STEP or PESTEL analysis procedure. McGahan (2004) This analysis is worth because it determines whether the organization will be fairing well or not. For the purposes of this paper we shall use PESTEL marketing tool to analyze the APS

PESTEL analysis
PESTEL analysis is used to investigate the vital factors, which affects an industry and the influence they have on a particular company or companies operating in that particular industry. PESTEL is means political, Economic, Social, Technological and Legal factors. Political factors entail government policies, which are related to the industry, this includes tax policies, regulations and laws, tariffs and restrictions and other factors. The economic factors include the wider economic performance for example economic growth, exchange rates, interest rates and inflation. Social factors on the other hand relates to cultural issues which includes health, population growth, demographics, changes in consumer behaviors and other aspects. Technology factors include the adaptation of new available technology and new ideas such as automation, information technology and rate of technology change. Legal factors comprises of legal procedures, licensing, product legal descriptions and other legal factors. (Grant, 2005)

Political factors whereby the company have to deal with the political interferences that may be practiced by the government. According to research, political systems of nations affect the conduct of businesses, for example, some countries practice collectivism while others practice capitalism political systems. For instance in UK, the government practices capitalism in that it allows factors of production to be privately owned and the government performs only limited duties that the private sector cannot perform unlike in collectivism and communism that stresses collective goals. Therefore, APC Company has no restrictions and hence we can conclude that it enjoys good external political environment. (Grant, 2005)

Economical factors which mainly deals with financial forces in the economic environment. Such factors include foreign exchange rates, currencies and global monetary systems like the use of Euro currency, inflation, counter trade, balance of payments, monetary policies, and fiscal policies among others. After carrying out careful analysis of these factors APS Company can determine if the economic factors of the country it is operating in are favourable or not. The economic factors have a significant impact on the market segment of and share of the company. (Kotler, 1996)

Social factors are other factors that the company has to consider before formulating its marketing strategies in relation to the society aspects. Forces within the society such as religion, family, social structure and education may influence positively or negatively the way APS Company will market its products. Social factors affect our attitude, opinions and interests on the way we view products from certain companies. (Kotler, 1996)

Technological factors are another key factor to given consideration before going getting products on the market. Many companies because of the concept of globalization are now experiencing advanced technologies. Globalization has taken centre stage and now many firms have increasingly utilized the use of e-commerce or Internet marketing. The technology of production has continued to develop leading to more premium brands being produced by the company to fulfil the new demands of the customers that keep changing with time. (Hollensen, 2004)

Legal factors are other factors that must be analyzed before entering into a market. The way the company operates in terms of operating rules of law for example how APS Company will have to cope the legal rules in the a country more importantly because it avoids conflicts and will enhance the success of the organization. The company has to be ethical in its practices.

Critically evaluate the ethical requirements for managing human resources within APS and show why this particular area is of paramount importance within a counselling firm.

Ethical norms are the moral standards that help us judge good from bad or right from wrong and living morally. They involve articulating the good habits or character that we should have, the consequences of our behavior on us and others and the duties that we are supposed to follow. As company, treating employees ethically implies being fair to them in all aspects of human management. Basically, ethics and ethical conduct is about being professional and transparent. The NCDA code of ethics has been formulated as a guide to counselors. The code of ethics offers defined principles, which can be used in different situations and settings. The code serves both the careers professional counselors and those who are getting services from the counselors so that they are in a position to understand their responsibilities and rights as consumers. (Grant, 2005)

Ethical requirements stipulates that the Employee’s relations which are the relationship that exists between the employee and the employer. Or processes by which employees and their companies contract of work needs to be fair to all parties.. A good working relationship is required from both parties to maintain high production in the working place. For the employer to have a good relationship with his employees, the employer has to avoid disagreements with the employees. This can be achieved through, both parties honoring their agreements and the company offering better working terms can achieve this. In conuselling company ethical practices are more important because they will ensure that employees are also in a position to be ethical with the clients of the company. (Grant, 2005)

Counseling is very important in this 21st century when many people want information about personal development and enhancement. However, it is important the a company observe ethics in the profession so that they can offer better services for their clients. Ethics dictates that proper and professional ways be followed when the career counselor in performing his/her duties. (Grant, 2005)

Conclusion
Human resource management (HRM) practices are vital tools for any organisation. To manage the most important asset for any organisation-its human resource-requires extensive research, commitment, financial base and implementation strategic practices. All issues affecting the workforce will be affecting the organisational performance directly. It has been found that issues of recruitment and retention, training and development, employee performance management, and other human resources aspects ar of grave concerns and are usually addressed through effective human resource management systems and are important in strategic processes of any organization.

Employee planning and strategic human resource management have a challenge of coming up with strategic human resource managemnt ways that can add value to the organisation. The human resource has a function of delivering strategy insights in the organisation so as to enable the organisation to be more effective in sourcing, evaluating and motivating employees in this increasingly unstable business environment. In addition the human resource has to continue providing administrative services which are dependable, responsive and cost effective to the needs of the organisation.

Appendix

Chart 1: consultancy industry growth

The Chart compares different types of counselling consultancy and their growth over a span of five years. As shown in the graph, the consultancy services have been on an increase. Source (Hooves, 2007)

A SWOT analysis

In reviewing the SWOT analysis: which are strength, weakness, opportunities and threats; the APS Company can be seen to have these aspects;

Strength; immerse capital in terms of human and financial; also have a well-developed marketing share and aggressive marketing team.

Weakness; current weakness may be inability to have effective management structures which have led to poor management and high turnover of staff.

Opportunities; there exists new opportunities in the market which have not been exploited, the company can exploit those markets. Also, the company can create new products and services for the industry as there is still need for more products.

Threats; APS Company is facing threats from new entries in the industry that are creating tough competition in the industry.

Reference:

Armstrong. M. (2006): Handbook of Human Resource Management Practice, 10th edition, (Kogan Page) London,

Beardwell, I. and Holden, L (1997): Human resource management; a contemporary perspective; London; Financial Times

Dainty, A (2000): Improving employee sourcing within construction organisations, Proceedings of the ARCOM 2000 Conference; Glasgow; Vol. 1

Grant, R.M. (2005): Contemporary Strategy Analysis; Blackwell Publishing Ltd., Oxford (U.K

Hoovers.com. (2007) Retrieved 10 February, 2008 on the World Wide Web: http://www.hoovers.com

Hunger, J. D Wheelen, T (2003): Essentials of Strategic Management, New Jersey, Pearson Education Inc

Kotler, P. (1996): Human Resource strategies; 4th European Edition Prentice Hall. Harlow (UK)

Legge, K (2004): Human Resource Management: Rhetoric and Realities, Anniversary Ed. Hampshire: Palgrave Macmillan,

McGahan, A. (2004): How Industries Evolve – Principles for Achieving and Sustaining Superior Performance”. Harvard Business School Press, Boston

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