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Month: March 2017

HB Swiss What Are Investment And Financing Strategies?

HB Swiss What Are Investment And Financing Strategies? There are a number of different strategies to invest in growing value stocks. For example, there is an investor whose strategy depends on the strength of the price rise or decline. This HBSwiss investor is looking for the fastest growing and most popular stocks, such as shares of HB Swiss companies operating in the Internet or biotechnology field. These investors are willing to pay any price for these shares, as they expect to sell them at the highest price. These HBSwiss investors are also adventurous and courageous, as they prepare to withstand any fluctuations in their preferred stock prices in order to have a chance to make a huge profit.

HB Swiss

Other HB Swiss investors prefer to deal with stocks of fast-growing companies, but they only buy those shares if their prices are reasonable. Hence, these HB Swiss Scam investors are always looking for stocks that are growing in value and whose price is reasonable at the same time. Also, these investors tend to avoid high-priced stocks because they are expensive.
 

HB Swiss
HB Swiss

Investment and finance reverse the general trend of HB Swiss investors. Investors who violate the general trend of other investors are looking for high-quality HB Swiss companies that do not attract investors temporarily and whose stock market performance is less than expected at the moment and are in agreement with the direction of investors who are dealing in undervalued stocks. These investors are very happy when they find companies that other investors avoid trading in their shares, although there is evidence of their good performance and continued improvement in this performance in the future.
 
Unlike many HB Swiss investors dealing in undervalued stocks, investors who are in opposition to the general trend of other investors are more interested in psychological factors when choosing stocks. They believe that the investor’s way of thinking and his / her psychological state greatly influences stock prices. According to these investors, there is a tendency among traders to follow the general trend of the market. If stock prices fall as a result of panic or excessive reaction by investors, then the opportunity is ripe for the investor to interfere with the general trend of other investors. In such situations, he sees the perfect opportunity to buy high-quality stocks that other investors temporarily avoid at low prices. These investors make a great effort to find such shares.

Bernard Burch was one of the most successful HBSwiss stockbrokers in history. He began his career as a Wall Street foe and ended up becoming one of the most respected Americans and an advisor to six presidents.

 In My Own Story (Henry Volt, 1957), this book offers immortal advice to evaluate a company’s stock before investing in it. Three factors are mentioned:

 1. Examination of real assets. Examine the company’s assets, excess liquidity and debt, and the value of its assets. Learn how to read the statement of financial position to enable you to understand the Company’s assets and liabilities. Remember that you are considering paying a certain amount for an equity in this company, so you should know exactly what you are buying.

2. What does the HB Swiss company produce? Answer this question: “Does this company produce something or service that individuals need or need to have?” The future is one of the most important periods to consider when investing in a company. The future of any company is determined by the quality of its products or services today, and also by the amount of demand in the future. McDonald’s, for example, has been a good company over the years because what it sells has continuity and demand is growing over time.

3. Study of management. Another way to evaluate a company’s stock is to evaluate management efficiency and this is very important to see if the company will grow in the future. Where business professionals who invest in new companies look at the efficiency of management as the most important factor in determining the success of investment. If responsible management personnel have been selected on a sound basis, they will find a way to make the company successful in most cases.

Ten Rules for Successful Investment with HB Swiss Trading System

 Here are the ten lessons learned in parentheses. Those who failed to follow these ten rules lost their money in the stock market:

 The first rule: “There is no conflict in the stock exchange unless it is fully discharged for this task.” Remember that every decision you make is considered a bet against someone else’s decision to study the stock market for 40, 50 or 60 hours per week.

 Rule 2: “Beware of information and advice provided by the public.” Acting on information from their friends is not really knowing what they say – like taxi drivers, hairdressers or even your friends at work – is one of the first ways to lose money on the stock market.

 Rule 3: “Before buying securities, you must know everything about the company, such as the management of the company and its competitors, and its gains and potential for growth and expansion.” Be patient, organized and objective and do not rush behind your passion. Give yourself enough time to research and investigate before you start investing.

 Fourth rule: “Do not try to buy at the lowest price and then sell at the highest prices, who promotes this talk is only deceit.” When you buy a stock and set a price to sell it, if the stock reached this price, do not be greedy. You can put a “sell” price per share which will automatically stop when you reach this price by using e-commerce in today’s world. In fact, you will never go bankrupt as long as you get profits.

 Rule Five: “Learn how to bear your losses quickly and without disturbance, and do not expect you to be always right.”

 If you make a mistake, and you know that the stock is in a way to decline, sell the stock and work to limit losses as soon as possible. The best technique to reduce your loss on the stock exchange is to limit the loss. Using this technique, you sell your share when it drops between 10: 8 percent below the highest price you bought. For example, if you buy a stock for $ 25, you can end the loss by selling the stock when it is $ 23 (approximately 8% below the purchase price). If you buy the poison for $ 30, you can move and end the loss when it reaches $ 27.50, which is more than 8% below the highest price you bought this stock. If the stock price falls to that limit, it must be sold automatically. Using a stop loss method can reduce your loss to a minimum if you use it wisely.

 Rule 6: “Do not buy a variety of papers. It is best to invest in a few investments so that you can monitor them more carefully.” Diversity diversifies your risk appetite, and it also reduces your chances of getting big gains if your stock is rapidly increasing in stock.

 Rule 7: “You should periodically review your investments to ensure that changes are affected.” Use thinking from the ground up. Always ask yourself, when you have new information: “If I did not buy this stock and I am aware of what I know now, can I buy it again today?” If the answer is no, then you should sell the stock.

 Rule Eight: “Examine your position and tax position so you know when you can sell with the greatest benefit.” Be aware of the capital taxes applicable to your operations. Keep in mind that the only thing that matters is the amount you left after taxes. You should be well aware of the times when you prefer to sell or buy on the HB Swiss stock exchange to create and create capital gains and to reduce the loss.

 Rule 9: “Always keep part of your head in the form of a HB Swiss cash reserve, and never gamble on investing all your money.” If you maintain a cash reserve at all times, you will also be in a position to take advantage of the unexpected opportunities that come before you. You must also have a reserve used in emergencies regardless of what happens in the market.

Rule 10: “Do not try to enter into all HBSwiss investments, but adhere to and adhere to the area that tariff better than others.” Usually, the best successful investors are those who select a particular industry and focus on knowing and knowing the companies that operate in that industry. Choose the industry that interests you and take care of it and then enjoy the knowledge of its secrets.

Talent Management Where To Start?

Talent Management Where To Start? Known as the ‘war for talent “on a large scale as one of the challenges in which all the Omnia Investments APP companies involved in all industries and nationalities. In fact, the challenge of maintaining and developing and attracting skilled staff is a very complex issue, and different in nature from one institution to another. And show their importance and relevance in the pursuit of long-term sustainability of any particular strategy works. I explained Odette Hanna, vice president of human resources and administration at Mobinil the reason for the need to establish systems to manage talent, and what are the risks, and where to begin to succeed in granting the company the company capable of Employment feature.

Affected human resources, like other branches, the current economic crisis, as they face the challenge of maintaining the functioning of the business, and motivate employees to work harder, and to maintain the income and profits, while trying to maintain the company’s position as the preferred brand among job seekers. At the same time, the challenges of limited key Omnia Investments APP accounts and lower operating costs, and reduce, if not cancel, the training budget, freeze or reduce salaries and lay off employees, it has placed a great burden on HR departments.

Talent Management
Talent Management

In order to maintain human resources to balance and manage my forehead employee satisfaction and crisis management, it should focus on: (a) Increased transparency through frequent contacts and (b) to achieve maximum efficiency and the labor force and the elimination of the surplus is necessary through reorganization and maximize pay for performance, and to ensure optimal use of the existing work force. It can be done through the assessment of the labor force, and talent development and planning of the career ladder, and the redistribution of the labor force, and to deal with the excess of cases, the study of the benefits of outsourcing versus outsourcing from within the company ..

Most of us do not know our talents citizen, where we have not had a chance to explore.
In a world which has become a rapid change is the only constant factor, and this is surprising, it became the scarcity of talent as well as the fierce competition of the items that remain on the alert and challenge the companies. Talent management are becoming increasingly important for all types of companies, often defined as including maintaining talent, attraction tasks, as well as development within companies. In short, the focus of this branch of the business is to develop the company’s most important resources – human resources.
But what is the evidence on the need for talent management? Initially, the statistics showed that:

58% of executives surveyed do not feel that their company’s current investing them enough time and resources.
69% more likely to look for the next job outside the company they work for now.
73% feel that the company does not provide them with a clear and functionally path.
80% believe the Omnia APP impact of talent management when it comes directly from the company’s board.
Touts the practices of companies and different methods when developing their own talent management systems; where the definition of talent management differs, as well as how to deal with employees with poor or good performance varies greatly from company to company. Some companies build their own talent management system for training only, while some other companies have adopted more than one approach. In many cases, the failure of these efforts due to the fact that the processes of follow-up and implementation does not were based on a well-built system, and lacked consistency.
In practical terms, should be taken two steps main ways to start a talent management system: (a) evaluate the whole in terms of performance and potential of the labor force, and b) the development and implementation of talent, which includes a mix dedicated career and appreciation development management programs, and learning as well as the salaries and privileges.

It may also include the establishment of such systems to manage talent in your company some of the risks:

Poor communication leads to problems in the understanding of the goals and to misconceptions.
Excessive expectations of both workers and employers may lead to frustration.
Not motivate other team members who do not benefit directly from the development of talent (the risk of increasing the feeling of receiving treatment from the second division)
Absence of a continuous follow-up appropriately and timely.
Other common risks include the wrong definition, bias and clear priorities for talent management
Finally, the business environment, which are dynamic and the large number of requirements imposed on any institution that you select, and care, and most importantly, to retain talent. Where you can actually find the largest complex for future talent within your company.

From A Family Company To A Family Business: What Is The Right Strategy?

From A Family Company To A Family Business: What Is The Right Strategy? In this case study of the department “from a family company to a family Business” we will tell the story of the 100K Factory company, which decided to set up a separate company for its banking and finance in spite of fears expressed by family members. Has been providing solutions and comments by members of the real family firms involved and their ideas imaginable for the source of the problem in this story and from or on Mamaajb blame in the end.

100K Factory Revolution has been established family company 80 years ago, and the huge company’s activities in the Arab world and Central and East Africa and Asia. 100K Factory Revolution family started its activity in it like like a lot of families to exercise trade. The 100K Factory Revolution group has expanded to include many of the offices they represent within the Arab world and beyond.

100K Factory Revolution
100K Factory Revolution Live Results

In the late seventies and early eighties of the last century and during the take over responsibility for third-generation management company, TBN group entered the field of financial services. This step were not planned, but it was in order to increase and enhance the company’s services at the time. TBN group suffered some losses due to the failure to develop appropriate procedures to manage the risks associated with exchange rate differences and delayed payments and collection.

In the late eighties and early nineties, the commercial activities of the company only has not seen huge growth, but shipping and transportation management benefited from increased TBN range of goods and movement of products between Asia and the West.

The third generation of the company TBN members decided, after assuming the responsibility of directors for several years to bring professional group structure and work in order to increase its effectiveness. The group was at this stage-managed by AbN, son of Big Brother in the second generation. Management team included five of his cousins. While AbN holds the positions of CEO and chairman, he took all of his cousins ​​responsibility for one of the three departments of the group: trade, manufacturing and shipping. NbO and filled one of the three sons of Uncle position of Chief Financial Officer of the Group.

It dealt with a review of the group structure aspects of the governance of the institution and the family as well as the human resources process. In order to reduce the Group’s exposure to risk, executive director of the working group, with the help of his team to find ways to give professional financial services group TBN. After a review of the strategy was the final decision to stay in the sectors of banking and financial services as an independent company on behalf of TBN financial services or “TBNFS” Acronym.

This has raised some concerns among some members of the family, and demanded them in line with the values ​​and history of the family that TBNFS company aims to TBN loyal customers service to provide them with solutions that will help them to increase the size of their businesses. The company has endured in the past some of the losses as a result of this kind of support. Other consequences of giving professional for these services, which formed a source of concern when the family that it was also meant to expand and thus increasing the 100K Factory Revolution Group’s exposure to risk as a whole. Moreover, the new company will require changes to the organization: In the past, operations related to financing transactions for customers is part of the responsibility of the Accounting and Finance Division Headquarters; and from now on will become the part of TBNFS tasks which will be an independent legal identity.

The 100K Factory Revolution group was also to the lack of qualified financial skills required owners of staff, and therefore had to start hiring new employees. The immediate family members began to wonder about how the company’s management will enable more employees. Up to this point the family had been working in the interrelated and interdependent areas it had family members are well-equipped and rehabilitation properly from an early age to do these tasks. The NbO Chief Financial Officer of the group is the only one who has actual qualifications to manage TBNFS, but the team was then a collection of accountants and cashiers who worked with the family company for decades did not have the willingness to become part of the new company.

Chief Executive Officer and Chief Financial Officer Executive Officer of TBN put all those objections in mind, but they stressed that TBNFS will continue to support family values ​​and will open up new markets for the group in addition to increasing competitive advantage.

In the end, the management team and family members not working and the company agreed on the establishment of the new company. TBNFS work with a small team has been newly appointed and had previously worked in the corporate world and institutions began. The team brought with him ideas contributed in giving a new corporate culture.

During the first five years and until the late nineties, TBNFS achieved good results. The Department has developed clear procedures to support 100K Factory Revolution customers in trade and in line with family values ​​with regard to supporting the company’s loyal customers. Customers felt grateful for the services provided to them and the group has succeeded in attracting new companies because of their systems and services. TBNFS also succeeded in reducing the Group’s exposure to risk ratios through the bad debt tracker and the application of preventive measures to help customers with conventions and the package they already have and avoid defaulting on repayment. TBNFS became very successful and worthy of financial services company with respect and with a culture different from the rest of the group companies and the idea of ​​customers reported they are of high efficiency of the company and quick decision-making. Unfortunately, the company did not attract only a few members of the fourth generation family where most members of this generation preferred to work in the other three departments set TBN.

AbN retired in the late nineties from his 100K Factory Revolution post as chief executive and chairman of the board and handed the flag to his cousin, who served as chief financial officer for the past twenty years. AbN and became president of the Family Council.

Before his retirement, AbN TBNFS agreed with management to expand its services to other departments of the group and provide leasing services for the management of transport and shipping to help them increase the transport and shipping capabilities have. But with the economic boom in the region and increase domestic investment, TBNFS saw opportunities exist beyond the activities of the group and began expansion through Tmwilasttmarat in real estate and stock markets. Family members and the management team has been supporting the expansion of that process and encouraged by the high return on investment.

In 2007, the company began to see some references to the existence of financial difficulties with some of the customers who have expanded rapidly in the last ten years. The beginning of 2008. Some members of the management team TBNFS resign and moved to work in other companies. During the years 2008 and 2009 TBNFS suffered greatly from the financial crisis, most of the customers and wanted to reschedule their debts, forcing the three other departments to help the group to mitigate losses TBNFS.

Family members are now in the face of questioning about why this happens. While other family businesses in the region have succeeded in passing the storm of the financial crisis, it was a huge group TBN losses to a large extent. AbN began to blame himself and ask a lot of questions: Was the founding TBNFS step correct strategy? The financial crisis has been outside the control of management, but is there were other signs predict failure? Is it due to the difference in culture TBNFS? Is this is a lesson for family businesses not to expand into new industries by the availability of appropriate qualifications in the family?

The first solution

Abdullah ALMAJDOUIE

The second generation, president of Almajdouie Group, Saudi Arabia

Above all, we understand that the financial crisis in 2008 was an exceptional event and globally. It was to this crisis negative impact on almost everyone, although to varying degrees.

TBNFS company’s performance was good before 2008, including levels achieved high efficacy and good results in terms of customer satisfaction. And therefore I do not find an excuse because the administration itself to blame, but it instead absorb the lessons and move forward. Perhaps the reason is TBNFS focus on the support of other sister companies in the group in order to increase its sales and overlooked aspect of credit risk. The casualty figures are unclear and the extent of the damage is unknown. To assess the situation properly, these details must be clarified and taken into account before taking any future action. The decision depends on the continuation of the company or liquidation basically on how high these losses. Another question is how long the company will continue to be affected by this loss?

Regarding the existence of a family member to the post of director of the company, in fact there is no guarantee that a person belonging to the family will function better than someone from outside. Often, managers from outside the family may own long experience in the industry and required greater commitment. TBNFS company need this experience now to determine the next steps and assess the chances of continuity.

If TBN family decided to continue TBNFS company to work, they must take advantage of the previous positive results achieved with its customers, and the use of a team on a high degree of professionalism and not necessarily have to be a team of family members, and increase the number of members of the credit risk team, and eventually conduct an audit and evaluation comprehensive “causes the deterioration of things this way” in order to draw lessons from the decline in the company recently.

The second solution

Everyone in the Tunisian family company

third generation

It is difficult to acknowledge when you should seize all opportunities and when to give up one of them and not pay attention to it, especially if you are part of a large family-owned company. I think it was logical to do TBN TBNFS founded the company because it was obviously a lot of opportunities and timely because the idea of ​​the need to diversify activities present permanently in the family Vkracharkat. However, I think that’s important as well as the topic is how to diversify their activities. Maybe you should have Tkongmlah much slower founding TBNFS company to look carefully at the quality of the team that will be prepared to manage. In spite of the team that the company had significant financial knowledge, but none of them has a background of working in the family business, and perhaps would have been better trained to absorb the values ​​of the family and the culture more. Maybe if this factor was found to have the case Donkiemanm unnecessary risks, because I think that despite the unpredictability of the financial crisis, but it was possible to prepare for them in advance not to exaggerate the risk. Many family businesses have successfully hedge such risks and do not bear such a big loss. However the crisis was undoubtedly harsh on everybody not only their results are limited to the financial sector.

I also think that taking into account what the company suffered from important is where it needs to be a separation factor in choosing whether TBNFS must continue to work or not losses. It is also important to assess the extent to which increased brand value as a result of this activity and how sustainability can be the company’s management in the future.

The exchange of blame is not a positive thing in a family business or in any other type of company. It should not be focusing on who should be blamed, but it must focus on what needs to be done in the future. I believe that family businesses need strategies revolve around how to get the greatest possible lessons learned and the effects of such experiments through the entire process evaluation in the Family Council. You must do so constructively with real strategic significance in a way, to be activated in response to losses incurred 100K Factory company. I myself do not think that there is justification for TBNFS liquidation of the company because it is possible restructuring and management successfully again using a different approach in dealing with the risks.