Lay down the foundations of a successful business venture through a thoroughly researched and competitive business plan. Based on tried and tested business methodology used at the leading business school, Cranfield School of Management, this 10th edition of The Business Plan Workbook guides you through all the necessary steps to constructing a winning business plan. This is a practical run-through...

Lay down the foundations of a successful business venture through a thoroughly researched and competitive business plan. Based on tried and tested business methodology used at the leading business school, Cranfield School of Management, this 10th edition of The Business Plan Workbook guides you through all the necessary steps to constructing a winning business plan. This is a practical run-through...

Lay down the foundations of a successful business venture through a thoroughly researched and competitive business plan. Based on tried and tested business methodology used at the leading business school, Cranfield School of Management, this 10th edition of The Business Plan Workbook guides you through all the necessary steps to constructing a winning business plan. This is a practical run-through...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

In the new world of work, agility is a business imperative. From small tech start-ups or large traditional companies, organizations need to be fast, flexible and digitally empowered to succeed. However, too many companies are stuck with siloed, compliance-driven HR processes that work in opposition to the business rather than supporting it. This results in the view that HR is slow and out of touch...

The skills needed in todays business world are not the same as they were in the past. Therefore, upskilling, reskilling and developing staff has never been more important. However, classroom training isnt the best way to achieve this with employees forgetting more than 70% of what theyve been taught within just one day. Learning outside the workplace is social, digital and immediate and companies ...

The skills needed in todays business world are not the same as they were in the past. Therefore, upskilling, reskilling and developing staff has never been more important. However, classroom training isnt the best way to achieve this with employees forgetting more than 70% of what theyve been taught within just one day. Learning outside the workplace is social, digital and immediate and companies ...

The skills needed in todays business world are not the same as they were in the past. Therefore, upskilling, reskilling and developing staff has never been more important. However, classroom training isnt the best way to achieve this with employees forgetting more than 70% of what theyve been taught within just one day. Learning outside the workplace is social, digital and immediate and companies ...

The skills needed in todays business world are not the same as they were in the past. Therefore, upskilling, reskilling and developing staff has never been more important. However, classroom training isnt the best way to achieve this with employees forgetting more than 70% of what theyve been taught within just one day. Learning outside the workplace is social, digital and immediate and companies ...

The skills needed in todays business world are not the same as they were in the past. Therefore, upskilling, reskilling and developing staff has never been more important. However, classroom training isnt the best way to achieve this with employees forgetting more than 70% of what theyve been taught within just one day. Learning outside the workplace is social, digital and immediate and companies ...

The skills needed in todays business world are not the same as they were in the past. Therefore, upskilling, reskilling and developing staff has never been more important. However, classroom training isnt the best way to achieve this with employees forgetting more than 70% of what theyve been taught within just one day. Learning outside the workplace is social, digital and immediate and companies ...

The skills needed in todays business world are not the same as they were in the past. Therefore, upskilling, reskilling and developing staff has never been more important. However, classroom training isnt the best way to achieve this with employees forgetting more than 70% of what theyve been taught within just one day. Learning outside the workplace is social, digital and immediate and companies ...

Theres no such thing as a pre-set path to career success. Following the footsteps of others can only get you so far - and for women, there are often additional obstacles. But what if you could design your own path to your career goals? What if you could Make Your Own Map? Based on material from the popular Women Transforming Leadership course from Sad Business School, University of Oxford, Make Yo...

Where chief executives and company presidents lead, thousands follow. These elites make excruciatingly difficult calls on strategies which will affect jobs, drive corporate growth and investment and deliver shareholder returns. But their impact is far greater than merely numbers on a balance sheet. Their personalities dramatically set the tone of their organization. Do these people have anything i...

Where chief executives and company presidents lead, thousands follow. These elites make excruciatingly difficult calls on strategies which will affect jobs, drive corporate growth and investment and deliver shareholder returns. But their impact is far greater than merely numbers on a balance sheet. Their personalities dramatically set the tone of their organization. Do these people have anything i...

Where chief executives and company presidents lead, thousands follow. These elites make excruciatingly difficult calls on strategies which will affect jobs, drive corporate growth and investment and deliver shareholder returns. But their impact is far greater than merely numbers on a balance sheet. Their personalities dramatically set the tone of their organization. Do these people have anything i...

Where chief executives and company presidents lead, thousands follow. These elites make excruciatingly difficult calls on strategies which will affect jobs, drive corporate growth and investment and deliver shareholder returns. But their impact is far greater than merely numbers on a balance sheet. Their personalities dramatically set the tone of their organization. Do these people have anything i...

Where chief executives and company presidents lead, thousands follow. These elites make excruciatingly difficult calls on strategies which will affect jobs, drive corporate growth and investment and deliver shareholder returns. But their impact is far greater than merely numbers on a balance sheet. Their personalities dramatically set the tone of their organization. Do these people have anything i...

Where chief executives and company presidents lead, thousands follow. These elites make excruciatingly difficult calls on strategies which will affect jobs, drive corporate growth and investment and deliver shareholder returns. But their impact is far greater than merely numbers on a balance sheet. Their personalities dramatically set the tone of their organization. Do these people have anything i...

Where chief executives and company presidents lead, thousands follow. These elites make excruciatingly difficult calls on strategies which will affect jobs, drive corporate growth and investment and deliver shareholder returns. But their impact is far greater than merely numbers on a balance sheet. Their personalities dramatically set the tone of their organization. Do these people have anything i...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

Data, technology and insights have forever changed the public relations and corporate communications function. Failure to adapt is more a matter of willingness than inability. Now, technology, data and insights inform more meaningful objectives and elevate performance evaluation. The result is a positive return on PR investment, reduced reputational risk and optimal efficiency. By ignoring these e...

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