P3 Business Analysis

Mr. Dinesh Ramadas

P3 syllabus and study guide

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Main sections of the syllabus

A. Strategic position

B. Strategic choices

C. Strategy into action

Main sections of the syllabus

A. Strategic position

• The business environment

• Strategic capability

• Expectations and purposes

Main sections of the syllabus

B. Strategic choices

• Corporate level and international strategies

• Business level strategies

• Development of directions and methods

Main sections of the syllabus

C. Strategy into action

• Organizing for success

• Enabling success

• Managing change
Exam format
3 hours 15 mins (195 mins)

Part A
• Compulsory question
• 50 marks

Part B
• Answer 2 out of 3
• 25 marks each
Exam issues

A. Students’ weaknesses

B. Common problems with scripts

Exam issues

A. Students’ weaknesses

• Do not know the material

• Poor time management
• Handwriting matters
• Did not analyze and apply
• Answers to classification unclear
• questions
Not answering the requirement!!!
Exam issues

B. Common problems with scripts

• Writing virtually illegible
• Did not answer the question: requirements not addressed
• Poor presentation and structure: lack of professional style; failure to use
proper
• layout, headings, etc.
Lack of priority in the answer; answers should address strategic, functional and
• operational issues preferably in that order
Not making enough points to score sufficient marks on each part of each
question
Exam issues

B. Common problems with scripts

• Failure to lay out answers to allow candidates to give breadth and
• depth
• Failure to answer in a professional style
• Lack of balance between sections of questions
Lack of effective language necessary to illustrate higher level application
• skills
• Not enough examples from or unrelated to scenario
• Use of inappropriate metaphors
Long non-relevant answers
How to improve performance

A. Gearing for P3

B. Handling Section A questions

C. Handling Section B questions

How to improve performance

A. Gearing for P3

Attitude

Skills

Kno wledge
How to improve performance

A. Gearing for P3

BEFORE the exam

• Must complete the syllabus coverage
• Always complement knowledge with knowing that this is an application
skills, paper
• Should revise properly and comprehensively
• Do not spot questions
• Remember that it is not JUST an
• examination
Prepare to be professional accountants
How to improve performance

A. Gearing for P3

BEFORE the exam

• Practice scenario questions under realistic time constraints
• Practice handwriting in a 3 hour 15 minutes session
• Read widely, keep up-to-date, and be aware of global trends and issues
• Ensure ACCA resources, including technical articles on the website are
• used See the bigger picture
How to improve performance

A. Gearing for P3

DURING the exam

• Read the first paragraph followed by the questions
• Read the question very carefully – what is the requirement?
• Analyse quantitative data, what picture does it paint? How will the
answers use this data?
• Review the questions in the context of the syllabus
• Plan and allocate time properly
• Beware of assumptions about location
• Answer the question in the context of the scenario
How to improve performance

A. Gearing for P3

DURING the exam

• Create an answer plan, and allocate time
• Do not unnecessarily restate information from the scenario
• Do not repeat verbatim answers from past papers
• Do not assume that case study characters are virtuous or
• Do not correct
• Do not be afraid to bring in knowledge from other ACCA papers
• spend
Make sure too much
that your time
answers are on
easytheory
to read and mark
How to improve performance

A. Gearing for P3

Reminder
• P3 is an application paper
• More thought, imagination and required
• spontaneity
No correlation between the number of theories learnt and success in the paper
• Use theories appropriately (more does not mean better)
• Use common sense
• Apply right exam techniques
How to improve performance

A. Gearing for P3

Understanding the verbs

• Define • Assess
• Explain • Discuss
• Identify • Evaluate
• Describe • Justify
• Contrast • Recomme
• Analyse nd
Intellectual Level Verbs What do they want?

1 Define Give the meaning of

1 Identify Recognise or select

1 Describe Give the key features

1 Explain Make clear

2 Contrast Make a comparison based on differences

2 Analyse Give reasons for the current situation or what has happen
or
Examine in detail the structure of
3 Discuss Examine in detail by using arguments for and against

3 Assess Determine the strengths/weaknesses/importance/significance/ability to contribute

3 Evaluate Determine the value of by looking at the pros and cons. A conclusion is required

3 Recommend Advise the appropriate actions to pursue

‘We should…

3 Justify Support with reasons

What to do and why?
How to improve performance
Handling Sections A and B

Use the first minute to decide which question not to attempt in Section B

Section A
30-40 mins Read and analyse scenario and prepare answer plans

60-70 mins Write the answer

In total, don’t exceed 100 minutes – you are now left with 94 mins

Section B
Each question: 47 mins

17 mins Read and analyse scenario and prepare answer plans

30 mins Write the answer

How to improve performance
B. Handling Section A questions
1. Read the first paragraph (3 mins)
2. Read the requirements (2 mins)
3. Read the scenario (15-20 mins)
• Annotate
• Use financial data
4. Plan points and answer structure (10-15 mins)
• How many requirements
•
How many marks for each
•
requirement What points for each
•
requirement Rearrange points based
5. Write the answer (60-70 mins)
on importance
How to improve performance

C. Handling Section B questions

1. Read the first paragraph (1 min)
2. Read the requirements (1 min)
3. Read and analyze the scenario (10
4. mins)
Plan your structure and points (5 mins)
5. Write the answer (30 mins)
Important topics

THE WHOLE SYLLABUS!!!

Study EVERY single topic in the syllabus as each
question in the exam can include more than one
topic

Topic spotting - impossible for P3

Contents
 Strategic position

The business Expectations and

Strategic capability
environment purposes

Macro- Stakeholder Organizational

Industry/mkt Resources Competences
environment expectations culture

- PESTEL - Porter’s 5 forces - 6 M’s - Porter’s value chain - French and Raven’s - Cultural web
- Porter’s diamond - Industry lifecycle sources of power
- Building scenarios - CSFs and KPIs - Mendelow’s matrix
Benchmarking
The strategy lenses
Different approaches taken by managers to formulate the strategies of an organization

Strategy as design Strategy as experience Strategy as ideas

Logical and rational Based on adaptation of past strategies, Based on new ideas and
innovation process influenced by managers’ experience
Uses analytical and Adaptive approach, incremental Emphasizes importance of
variety evaluation techniques and diversity
Most common Driven by the taken-for-granted Ideas likely to come from
anywhere approach assumptions
Top-down approach Adopted by risk averse managers Top managers - creators of the
context
Found in conservative For stable and static environments Adopted by risk takers in
dynamic organizations environments
If environment dynamic, strategic drift Commonly used by innovative
occurs organizations e.g. 3M and Google
The strategy lenses
Lenses Advantages Disadvantages
Strategy as design Structured process Does not encourage lower level
participation
Logical, makes sense Rigidity
Many academic models Paralysis by analysis
Strategy as experience Managers learn from experience Low on innovation
Low on logic
Strategic drift
Strategy as ideas High on creation and innovation Lack of structure
Includes everyone Not all great ideas translate into
great commercial products
Can lead to massive competitive High risk
advantage
High cost (failure cost)
The strategy lenses
New ideas/high
innovation
Ideas

Design

Experience
Conformity/low
innovation

Low rationality High rationality

Summary: Something as complex as strategy should be viewed in a number of complementary ways i.e.
by looking through all three lenses
PESTEL
Apply when asked to analyse or assess the macro-environment

Approaching PESTEL questions

1. Identify current and impending changes in the macro-environment

2. Threat/Opportunity? Why?

3. Response
PESTEL

Political Economical Socio-cultural

• Government stability • Business cycles • Population demographics
• Taxation policy • GNP/GDP trends • Income distribution
• Foreign trade regulation • Interest rates • Social mobility
• Social welfare policy • Exchange rates • Lifestyle changes
• Taxes • Consumer tastes
• Money supply • Attitudes towards local goods and
• Inflation services
• Unemployment • Attitudes to work and leisure
• Disposable income • Consumerism
• Labour costs • Levels of education
• Societal trends
PESTEL

Technological Environmental Legal

• Government spending on research • Environmental protection laws • Company law
• Government and industry focus on • Waste disposal • Competition law
technological effort • Energy consumption • Employment law
• New discoveries/developments • Recycling • Health and safety
• New products/production methods • Corporate social responsibility legislation
• Speed of technology transfer (CSR) requirements • Environmental law
• Patents granted • Green consumer • Tax law

 Identify the key drivers of change and the differential impact of these on particular industries,
markets, and organisations
Porter’s diamond
Apply when asked to analyse or assess the reasons why one country/industry has an
advantage over other countries/industries

• Factor conditions
Availability of inputs or resources
These comprise:
i. Basic factors
- Provides initial advantages only
- Do not create a sustainable competitive advantage
- Absence of has acted as a stimulus to seek innovative ways
- E.g. natural resources, climate, availability of cheap labour/land etc.

ii. Advanced factors

- Provides higher order sustainable competitive advantage
- E.g. a highly educated workforce, appropriate technology and data communications
infrastructure, and well-developed financial markets
Porter’s diamond

• Demand conditions
i. Refers to demand from local customers
ii. The more demanding and sophisticated the consumers, the more the industry is expected to
deliver high quality products/services

• Related and supporting industries

i. Refers to the existence of industries that support the specific industry
ii Involves suppliers and business partners in the upstream and downstream supply chain
. Important for developing industry cluster
ii Key to attracting international companies
i.
i
v
.
Porter’s diamond

• Firm strategy, structure and rivalry

Firm strategy how ambitious are the strategies of the firms

Structure how favourable are the government policies

Rivalry how intense is the competition among the firms

Porter’s five forces
Apply when asked to analyse the industry/marketplace/competition

• Threat of new/potential entrants

The ease or difficulty of entry of new/potential entrants will depend on the extent to which
there are barriers to entry. Typical barriers are as follows:

i. Economies of scale (Higher EOS, higher barrier)

ii. The capital requirements (Higher capital

requirement, higher barrier)
iii.
Access to supply/distribution channels (Lower
iv.
access, higher barrier)
v.
Customer/supplier loyalty (Higher loyalty,
vi. higher barrier)
vii. Experience of incumbents (Higher experience, higher barrier)
viii. Expected retaliation (Higher retaliation, higher barrier)
Porter’s five forces

• Threat of substitutes Any other product/service that serves the same purpose

i. Product for product substitution (direct substitution)

- New product/technology replaces old product/technology

ii. Substitution of need

- This renders an existing product or service redundant

iii. Generic substitution

- Other products/services competing for disposable income
Porter’s five forces

• Bargaining power of buyers and suppliers

Buyer power likely to be high when: Supplier power likely to be high when:

i. Concentration of buyers (small i. Concentration of suppliers (small

number of large size buyers) number of large suppliers)

ii. Volumes purchased are high ii. Volumes purchased are small

iii. The product accounts for a iii. The product accounts for a
high percentage of total small percentage of total
purchases purchases
iv. Low switching costs iv. High switching costs

v. Can backward integrate v. Can forward integrate

Porter’s five forces

• Competitive rivalry Competitive rivals are organisations with similar products and services
aimed at the same customer group
Factors affecting the degree of competitive rivalry in an industry/sector:

i. Competitors in balance (Higher balance, higher intensity)

ii. Industry growth rates (Lower growth, higher intensity)

iii. High fixed costs (Higher fixed costs, higher intensity)

iv. Degree of differentiation (Lower differentiation, higher intensity)

v. High exit barriers (Higher exit barriers, higher intensity)

- Strategic
- Emotional
- Financial
Critical Success Factors and Performance Indicators (CSFs and KPIs)
CSFs - factors critical to the success of a business/product
KPIs - targets to achieve in order to meet the CSFs
Use the balanced scorecard to identify CSFs

Examples:
Mission To provide safe
transportation
CSFs Safety

KPIs Number of accidents per year

Performance Zero accidents

objectives
Porter’s value chain To help managers analyze the activities of an organization

 All primary and support activities must be

integrated as closely as possible to create a
smooth supply chain process that allows info
and products to flow seamlessly from the
supplier, through the value chain to the
customer

The supply chain process

Procurement Inbound Operations Outbound Marketing Service
logistics logistics and sales CUSTOMER
SUPPLIER
PRODUCT (Physical)
INFO (Virtual)
Porter’s value chain
Primary activities Activities directly related to production and distribution or creation and
delivery of product/service

Inbound logistics

• Deals with inputs/raw material

• Receiving, storing, distributing, quality check
• E.g. in universities, registering students and orientation
activities
Porter’s value chain
Primary activities

Operations

• Transformation of inputs to outputs

• Production, machining, packaging, assembly,
• testing
E.g. in universities, lecturing and taking exams
Porter’s value chain
Primary activities

Outbound logistics

• Collect, store and distribute the finished product to customers

• For tangible products – warehousing, materials handling, distribution,
• etc.
• Services – bringing customers to the service if it is a fixed location
E.g. in universities, graduation
Porter’s value chain
Primary activities

Marketing and sales

• Sales administration, advertising, selling, etc.

• Most important marketing activity is market research to find out the needs and wants of
customers (what they want, when and in what quantity) – only then can JIT be introduced
Porter’s value chain
Primary activities

Service

• Enhances/maintains the value of a product or service (to retain customers)

• Repair, service, supply of spares, after sales support
• E.g. in universities, job placement
Porter’s value chain
Support activities Support primary activities (help to improve the effectiveness/efficiency of
primary activities
Procurement
• Purchases and supply relationship management
• Occurs in many parts of the organization

Technology development
• Redesigning products and processes (R&D)

Human resource management

• Recruiting, managing, training, developing and rewarding employees

Firm infrastructure
• System of planning, administration, finance, quality control, information management
• Includes structures and routines, which are part of the firm’s culture
Criticisms of the value chain

• Does not emphasize the importance of market research as it happens very late in the value chain

• Biased towards manufacturing companies

 Benchmarking

Types of
benchmarkin
g
Historical benchmarking Industry/sector benchmarking Best-in-class benchmarking

• Form of internal Compare with competitors • Compares against best in class

benchmarking performance – wherever
• Within strategic group
• Considers an organization’s • Outside strategic group • Shakes managers out of the
performance in relation to mindset that improvements
previous years must be gradual
Benchmarking
Dangers of benchmarking

• If basis of benchmarking is flawed, can set-off a reorientation (change) of strategies that are flawed

• Will not identify the reasons for the good or poor performance
Cultural web
Cultural web Schein
Symbols Aspects of culture that can be seen
E.g. logos, offices, cars, titles, languages, terminology used etc.
Power structures The most powerful individuals are closely associated with core
assumptions and values
E.g. autocratic or participative style of management
Artefacts
Organisational Reflects authority and power and shows important roles and
structures relationships
Control systems The way employee performance is measured and rewarded
E.g. centralised or decentralised
Routines Demonstrate ‘the way things are done’ on a day-to-day basis

Rituals Special events to emphasise what is important to the organisation Espoused

Reinforces ‘the way we do things here’ values
Stories A device for telling people what is important to the organisation
Paradigm A fixed set of taken-for-granted assumptions that are held in common Basic
by employees of the organisation assumptions
It encapsulates and reinforces the other 6 elements and values
Stakeholder expectations

A. French and Raven’s sources of power

B. Mendelow’s matrix
Stakeholder expectations

A. French and Raven’s sources of power Where do stakeholders derive their power from?

Types of power Sources of power

Referent (charisma) Personal attributes or charisma – natural ability to lead/influence people
power where don’t have to be formally appointed
Expert power Superior knowledge or expertise – having a special skillset
Legitimate power Position held in the organisation – having authority which is a formal
source of power
Reward power Capability to grant valued incentives e.g. increment, bonus, promotions
in return for compliance with instructions
Coercive power Capability to impose penalties or sanctions for non-compliance with
instructions
Stakeholder expectations

B. Mendelow’s matrix

Stakeholder expectations questions will require candidates to:

1. Identify the stakeholders

2. Position them in the matrix with justification

3. Identify their expectations

4. Manage their expectations

 Stakeholder expectations

B. Mendelow’s matrix
Interest
E.g. employees
Can be ignored
(operational level)

Most dangerous stakeholder E.g. major shareholders/

- difficult for organization to directors/significant customer
identify their expectations.
Organization risks strategizing
against them, lest they become
key player blockers.
E.g. government
 Strategic choices

Corporate level and Business level Development of

international strategies strategies directions and methods

- Product diversification
- International diversity
Bases Directions Methods
- Corporate parenting rationales
- Managing corporate portfolio
Where do we How to pursue
On what basis do we compete? the chosen
compete? strategic
- TOWS matrix
- Porter’s generic strategies - Ansoff’s matrix direction?
- Bowman’s strategy clock - IAS
Corporate parenting rationales

A. The portfolio manager

B. The synergy manager

C. The parental developer

Corporate parenting rationales

A. The portfolio manager

• ‘Agent’ for financial markets and shareholders

• Only financial returns matter
• Identify and acquire under-valued
• assets/businesses
• Small number of corporate staff
• Relatedness of SBUs not a concern
• Hands-off approach
• SBU heads have a high degree of autonomy
• Parent sets financial targets
High rewards if targets achieved, low rewards/loss of position if targets not achieved
Corporate parenting rationales

B. The synergy manager

 Synergy - raison d’etre of the synergy manager

 Value at the SBU level enhanced by:

• Sharing resources or activities
• Common skills or competences

 Problems:
• Excessive cost
• Overcoming self-interest
• Illusion of synergy
• Compatibility problems
• Variations in local conditions
• Determination
Corporate parenting rationales

C. The parental developer

 Adds value by handing down its capabilities to the SBUs

 However,
• Parent must clearly know the capabilities they possess
• Must identify ‘parenting opportunity’

 Challenges:

• Difficulty in identifying a corporate parent’s

• capabilities

• Focus

• Mixed parenting

• The ‘crown jewel’ problem

Sufficient ‘feel’
Strategic directions – The TOWS matrix
A model to generate and evaluate options in terms of directions

Strength Weaknesses
Opportunity SO WO
Threat ST WT

a) Strength-Opportunity (SO) – Use strengths to capitalise on opportunities

b) Strength-Threat (ST) – Use strengths to mitigate threats

c) Weakness-Opportunity (WO) – Improve weaknesses to exploit opportunities

d) Weakness-Threat (WT) – Minimise weaknesses to mitigate threats

Strategic directions – Ansoff’s product/market matrix
An alternative model to generate and evaluate options in terms of directions

PRODUCTS
Existing New

Protect/Build Product development

Existing Consolidation  With existing capabilities

 With new capabilities
Market penetration
 Beyond current expectations
MARKETS

Market development Diversification

 New market segments  With existing capabilities
New  New territories  With new capabilities
 New uses  Beyond current expectations
 With new capabilities
 Beyond current expectations
Methods of growth
A framework to generate and evaluate options in terms of methods

A. Internal development

B. Acquisition and mergers

C. Strategic alliances
Methods of growth

A. Internal development also known as organic growth/development

 Building on and incrementally developing an organisation’s own capabilities

 Primary method of development because:

• Retain trade secrets

• Knowledge and capability development
• enhanced

• Spread costs over time

• Minimises disruption
Nature of markets
Methods of growth

B. Acquisitions and mergers

Acquisition an organisation takes ownership of another organisation
Merger a mutually agreed decision for joint ownership between
organisations
 Motives for acquisitions and mergers

a) To keep up with a changing environment:

• Speed of entry Competitive

• situation Consolidation
• opportunities Deregulation
• Financial markets
•
Methods of growth

B. Acquisitions and mergers

b) To exploit capabilities:

• Exploit capabilities/address lack of

• capability

• Improve cost efficiency

Enhances learning

c) To meet expectations of key stakeholders:

• Continual growth
• Attractive to ambitious senior managers
• Speculative motives
Methods of growth

B. Acquisitions and mergers

 Acquisitions and financial performance

• 70% of acquisitions fail

 Why acquisitions fail

• Failure to add value to the acquired business

• Inability to integrate
• Inability to gain commitment of middle managers
• Poor cultural fit: particularly relevant to cross-border
acquisitions
Methods of growth

C. Strategic alliances 2 or more organisations share capabilities

 Motives for alliances

• Co-specialisation
• Critical mass
• Learning from partners
• Experimentation
 Methods of growth
C. Strategic alliances

Types of alliances

Formal Semi formal Informal

Joint Opportunistic
Consortia Networks
venture alliances
s
Outsourcing/
Franchising Licensing Co-production
subcontracting
Methods of growth

C. Strategic alliances

 Ingredients of successful alliances Trust and cooperation

 2 separate elements:

• Competence based
• Character based

 Quality of relationship - of prime importance

Success criteria
To evaluate and choose proposed strategic options, both at the corporate and business
level

A. Suitability – is the proposed strategy logical and sensible?

B. Acceptability – are the returns/risks of the acquiree acceptable?

C. Feasibility – does the acquirer have the required capabilities?

Success criteria
A. Suitability: Is the proposed strategy relevant to the strategic position of the company?

Does it Does it
S W
use? reduce?

Does it Does it
O T
exploit? mitigate?

Does it meet:
• stakeholder expectations
• company cultural expectations
Success criteria
B. Acceptability: Is the proposed strategy acceptable to stakeholders?

Stakeholders

Others, includes
Shareholders
shareholders

Returns Risks Reactions

• Profitability • Liquidity
-ratios
ROCE - Acid test ratio
- Gross profit margin - Current ratio
- Net profit margin • Gearing
- D/E ratio Positive Negative
(Backers) (Blockers)
Success criteria
C. Feasibility: Does the acquirer possess the required capabilities?

Proposed strategy

Goal: Survival or Success/competitive advantage ?

• Threshold capabilities • Strategic capabilities

- Threshold resources - Unique resources

- Threshold competences - Core competences

 Strategy into
action

Organising for success Enabling success Managing change

- Organisational configurations

Business processes E-business and Project People and Finance and

and strategy strategy manageme strategy strategy
nt
Organizational configurations

Structure + Process + Relationship = Configuration

Structures Configuration Relationships

Processes
Organizational configurations

Structures
• Entrepreneurial or CEO control structure

• Functional structure
• Multidivisional structure
• Holding company structure
• Matrix structure
• Transnational structure
• Team-based structures
• Project-based structures
Organizational configurations

Processes

Input Output

Direct • Direct supervision • Performance targeting

• Planning processes

Indirect • Cultural processes • Internal markets

• Self-control
Organizational configurations

Relationships

Relationships

Internal External

Centre Strategy Outsourcing Networks

Strategic
alliances
 Organizational configurations
6 components of an organisation

Beliefs/principles/ethics
Ideology
Comprises experts and Top management,
professionals who normally the parent in
design the best way of larger organisations
performing processes
or delivering outputs Employees providing
ancillary services and
Managers who functions (non-core
interpret and activities) independent
communicate of the operating core
instructions of the
strategic apex into a Employees directly
form understood by involved in the process
the operating core of obtaining inputs and
converting them into
outputs
Organizational configurations

Dominant component
Strategic
Simple structure Structure
Apex
• CEO control

Processes
• Direct supervision

Relationships
• Centralised
 Organizational configurations

Machine
bureaucracy
Structure
Techno • Functional
 High standardisation
structure
of work processes
Processes
and routines
• Planning processes
 Tall structure
Relationships
• Centralised and strategic
planning
Dominant
component
 Organizational configurations

Professional
bureaucracy
Structure
• Functional

 High standardisation Processes

of norms and • Self-control/cultural processes
knowledge/data
resources Relationships
• Decentralised/devolved
 Flat structure Operating Core

Dominant component
Organizational configurations

Situational factors Design parameters

Internal Typical Key Typical

Configuration Environment relationships
factors structure processes

Simple Simple/dynamic Small CEO control Direct Centralised

Hostile Young supervision
Simple tasks

Machine Simple/static Old Functional Top-down Centralised

bureaucracy Larger planning and
Regulated tasks processes strategic
Technocrat control planning
Professional Complex/static Simple systems Functional Self-control Devolved
bureaucracy Professional control or
cultural
processes
POPIT
Framework for what the organisation needs to consider when:
• analysing a business system
• designing a business system
Ensures all aspects and linkages between them considered
Swimlane diagrams
A type of process diagram representing the full documentation of processes and sub-
processes concerned

IS process diagram
• Documents existing processes - shows the existing process as it ‘is’

COULD process diagram

• Used to generate alternative workflows once the current processes are understood

SHOULD process diagram

• Used to show the ‘best’ new process, after evaluating the alternatives
Swimlane diagrams
Books by mail: Order fulfillment process
Customer Place Event that Make
order initiates process payment
Sales Receive (order incomplete)
order
Loop
Order entry
Review (order rejected) Close
system
order order
(order approved)
Order Junction
Fill
fulfillment End point
order

Shipping Ship
order
Invoicing
Send Receive
invoice payment
Software package assessment criteria

• Functional requirements (30)

• Non-functional requirements (10)

• Supplier stability requirements (18)

• Initial implementation requirements (8)

Selecting software packages

Identifying potential suppliers and preparing and sending out ITT

Assessing the responses to the ITT (tenders) – first stage evaluation weighted ranking

Second-stage evaluation test scenarios; reference sites; financial investigation

Implementation considerations site preparation; data migration; testing; training; changeover

Managing the long-term relationship escrow; backward integrate

4Cs (Pricing)
The influences on prices

A. Costs

B. Competition

C. Customers

D. Controls
4Cs (Pricing)

A. Costs

Type of
organizatio
n
Profit-seeking Not-for-profit

Revenue > Costs Revenue = Costs

4Cs (Pricing)

B. Competition Especially for commodities

4 main types of market, each giving rise to a particular type of competition:
• Perfect competition
• Oligopoly
• Monopoly
• Monopolistic competition

C. Customers/consumers (includes intermediaries)

• Affordability/willingness

D. Controls
• Statute and regulation. E.g. price control by
• government
Contracts
Benefits management
A process concerned with the delivery of the predicted business benefits defined in the
business case

A. The business case

B. Contents of a business case

C. Drivers and investment objectives

D. Business benefits G. Benefits map

E. Changes

F. Benefits realization review

Benefits management
A. The business case A document providing justification for investing in a project

 Gives a reasoned account of:

• Why the project is needed (drivers)

• What it will achieve (investment objectives and business
• benefits) How it will proceed (business, enabling, and IS/IT
changes)
 Prepared for the board by any individual in the organization who sees a need for the project

 To prevent mission creep

 Important section: cost-benefit analysis (CBA)

 Clearly state rationale and assumptions behind cashflow projections in CBA

Benefits management

B. Contents of a business case

• Drivers of change

• Investment objectives

• Business benefits, including a benefits table

• Project costs

• Cost-benefit analysis

• Risk analysis (technical, economic, and operational – TEO)

Benefits management
C. Drivers and investment objectives

 Business and organizational drivers

• Views held by senior managers as to what is important to the business such that changes must
occur, in a given timescale
• Should be described in detail in the business case

• To ensure an understanding of why change is needed

• Drivers external to an organization

• Drivers arising within (internal) the organization

Benefits management
C. Drivers and investment objectives

 Investment objectives

• Organizational targets agreed for the investment in relation to the drivers

• Paints a successful picture of the way things will be, if the project is completed successfully

• Projects should have few clearly stated investment objectives

• Each investment objective should explicitly address 1 or more of the drivers

• Objectives should therefore be SMART

Benefits management
D. Business benefits
Degree of Do new things Do things better Stop doing things
explicitness
Financial • Attributable and by applying a valid financial formula to a
quantifiable benefit, a financial value can be created
Quantifiable • Sufficient evidence exists to attribute and forecast how much
improvement/benefit should result from the changes
Measurable • Attributable but not possible to predict by how much performance will
improve when the changes are complete. Can only be measured after the
investment by comparing against baseline
Observable • By use of agreed criteria, specific individuals/groups will decide, based
on their experience or judgement, to what extent the benefit has been
realized
Benefits management
E. Changes 3 types:
 Business changes
 Enabling changes
 IS/IT changes

 Business changes

• New ways of working, required to ensure the desired benefits are realized

• The way the organization wishes to work ‘for ever more’

• Cannot be made until the new system is available, i.e. the necessary enabling changes have been made
Benefits management
E. Changes

 Enabling changes

• Prerequisite changes for achieving the business changes

• Often one-off, made before the new system can be introduced

• Required before the system goes live, or shortly thereafter

Benefits management
E. Changes

 IS/IT changes

• Information systems and technology changes required to support the realization of identified benefits

• May or may not require the purchase/development of new systems

• To consider what IS/IT is ‘sufficient to do the job’

• To enable organizations to clearly understand what IS/IT systems are required and what are not
Benefits management
Compares actual costs and benefits against the planned costs
F. Benefits realization review
and benefits in the business case

 Purposes:

• To determine which planned benefits have been achieved

• To identify any unexpected benefits and disbenefits

• To understand why certain benefits were or were not achieved

• To improve the organization’s benefits management process

 Should involve all key stakeholders

 Should not become a ‘witch-hunt’

Benefits management
G. Benefits map
Planning of the investment

D
R
I
V
E
R
S

IS/IT Enabling Business Business Investment

enabler changes changes benefits objectives
s Implement of the investment
ation
Leadership and leadership theories

A. Leadership styles (classical and modern)

B. Transactional and transformational leaders

Leadership and leadership theories
A. Leadership styles
 Classical There is 1 best way to lead
people
• Trait
Ideal
Leaders are born

• Style/behaviour
Leaders are made
Practical

Blake and Mouton’s management grid

Leadership and leadership theories
A. Leadership styles
 Modern There is no 1 best way to lead people

• Contingency
Leadership depends on the circumstances faced by the leader

Handy’s best fit theory

Tight Flexible
Leader Strict, authoritarian, supervises Participative, trusting, likes
very closely. Issues orders consensus
Subordinates Prefer to be ordered; dislike risk Want to think for themselves
and and change. Do not crave contribute to solutions.
Want a responsibility challenging variety of
Task tasks
Simple, repetitive Complex, novel, unstructured

 All works well if the 3 elements line up. If mismatched, things go wrong
Leadership and leadership theories
B. Transactional and transformational leaders

 Transactional leaders

• Good managers
• More concerned about the means
• Good in organizing, planning, directing and
• controlling
• Prefer to take instructions from the top
Not necessarily motivators
 Transformational leaders

• Good leaders
• More concerned about the ends
• Visionaries
• Great motivators
Make or buy (outsourcing)
Is relevant in-house cost < cost of buying externally?

Spare capacity?

Yes No

Relevant cost = Variable cost of internal

Relevant cost = Variable cost of internal
manufacture + any direct fixed costs +
manufacture + any direct fixed costs
opportunity cost
Make or buy (outsourcing)

In addition to the relative cost of buying externally compared to making in-house, qualitative factors must
also be considered:

• Reliability of external supplier

• Specialist skills
• Alternative use of resource
• Social – green consumers and unemployment
• Legal
• Confidentiality
• Customer reaction
Decision tree
Diagram that illustrates the decision-making scenario
Components:

Decision node

Chance node

Example:

Cost Profit or (loss)/Probability

3 alternatives – Project A $1.0m $0.8m 0.5 $0.9m 0.4 $1.0m 0.1
Project B $1.5m $1.0m 0.4 $1.5m 0.6
Project C $2.0m $2.0m 0.3 $1.5m 0.2 ($0.5m) 0.5
Decision tree
(0.5)

EV = $0.8m
$0.86m
$0.9m (0.4)

Project A $1.0m
($1.0m) (0.1)
EV =
Project B
$1.30m
($1.5m) $1.0m (0.4)

$1.5m

(0.6)
Project C EV =
($2.0m) $0.65m
$2.0m (0.3)

$1.5m
(0.2)
($0.5m)

(0.5)
Financial/ratio analysis

A. Profitability and return

B. Liquidity/short term solvency

C. Financial stability/long term solvency

D. Efficiency/working capital

E. Shareholders’ investment ratios

Financial/ratio analysis
A. Profitability and return

Return on capital employed (ROCE) PBIT/operating profit (excluding investment income)

Capital employed (TA-CL/Equity+NCL)
Gross profit margin Gross profit
Sales
Operating (net) profit margin PBIT
Sales
Asset turnover Sales (times)
Capital employed
Return on owner’s equity (ROOE) Earnings (Net profit-Preference dividend)
Equity

Note: Equity excludes preference shares; NCL includes preference shares

Financial/ratio analysis
B. Liquidity/short term solvency

Current ratio CA
CL (1.5-2:1)
Quick/acid test ratio CA-Inventory
CL (1:1)

C. Financial stability/long term solvency

Gearing/leverage NCL or NCL

Equity Equity+NCL
Interest cover PBIT (times)
Interest

Note: Equity excludes preference shares; NCL includes preference shares

Financial/ratio analysis
D. Efficiency/working capital

Accounts receivable collection Receivables X 365 days

period/debtors day Credit sales

Inventory turnover period Inventory X 365 days

Cost of sales

Accounts payable payment Payables X 365 days

1
period/creditors day Credit purchases2/cost of
sales
Note: For receivables, inventory and payables 1 Use average
2 Use closing
Financial/ratio analysis
E. Shareholders’ investment ratios

Earnings per share (EPS) Earnings

Number of ordinary shares
Price/Earnings (P/E) ratio Share price
EPS

Dividend per share (DPS) Ordinary dividends

Ordinary share capital

Dividend yield DPS X 100%

Current share price
Dividend cover Earnings or EPS (times)
Ordinary dividend DPS