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08 декабря, 00:57

Synopsys Begins $100M Accelerated Share Buyback Program

Synopsys Inc. (SNPS) recently announced that it is going to buy back $100 million worth of its common stock under an accelerated share repurchase (ASR) agreement with Wells Fargo Bank NA.

07 декабря, 18:11

The Most Feminist White House In History Just Made One Of Its Last Moves On Equal Pay

It’s the eleventh hour and the White House is not giving up on the fight for women’s pay equality. On Wednesday, the Obama administration announced that 44 more companies, many of them well-known brand names such as AT&T, Estee Lauder and InterContinental Hotels, signed on to its equal pay pledge, affirming their commitment to paying men and women fairly and bringing the number of companies on that list to over 100. It’s a bittersweet moment in the administration’s sustained campaign for equal pay, which began almost the moment Barack Obama took office and has included a mix of legislation, executive orders, funding for research and corporate prodding. “We want to thank the Obama administration for not just an effective use of the bully pulpit but an important use of executive authority to push the equal pay issue forward,” Lisa Maatz, the vice president of government relations at the nonprofit American Association of University Women, a leading advocate for women’s equality. “That’s something the Trump administration and Congress needs to think about.” The Republican Party’s threats to roll back various elements of the equal pay agenda will do harm to people’s paychecks, she emphasized. Those rollbacks, of a regulation seeking to grant more workers overtime pay, for example ― something that would affect more women than men ―  seem “antithetical” to Donald Trump’s agenda to raise the pay and prospects of the nation’s workers, she said. It’s also unclear if Trump will roll back a separate initiative set to begin in 2018 that would require companies to report data on gender, race and pay. Certainly, Obama had hoped to pass on the equal pay mantle to an administration just as ― if not more ― committed to closing the pay gap. Instead, the incoming Trump administration has expressed little to no interest in continuing the fight for pay equality ― beyond empty statements made by the president-elect’s daughter Ivanka. Indeed, one of Trump’s only policies that touches on the issue ― a misguided maternity leave proposal that doesn’t include anyone except married women who physically give birth ― poses the risk of exacerbating the gender pay gap by making women less desirable employees. When so-called “women’s issues” come up, President-elect Trump has so far handed them off to his daughter. The New York Times reported that when House Minority Leader Nancy Pelosi (D-Calif.) recently rang Trump to discuss these issues, he put Ivanka on the phone. And while she has publicly spoken out in favor of equal pay for women, there’s little sign she or her dad understand that closing the pay gap has profound economic implications. Women make up about half of the labor force and run near a majority of the households in this country; paying them fairly would lift the entire economy. Put another way, this isn’t a “women’s issue” best left to a de facto first lady. Achieving gender parity in the workforce could add $4.3 trillion to the economy by 2025, a report from McKinsey found. “Inequality in the workforce doesn’t just adversely affect women; it affects our families and our broader economy,” White House senior adviser Valerie Jarrett said in a statement to The Huffington Post. The equality pledge certainly signals that the fight for equal pay would continue beyond the Obama administration, but it seems clear that this battle is moving into the private sector and academia. On Wednesday, some of the companies who have signed on to the pay pledge also announced a partnership with Simmons College, which will help that group ― Employers for Pay Equity ― solidify best practices and develop better hiring, promotion and pay policies. “The ultimate goal is to get more women into leadership and pay equity,” said Elisa Van Dam, senior director of executive education at the Simmons School of Management. The election has left many who care about equal pay feeling “distressed and concerned,” Van Dam said. But also “feeling like our work is more important than ever.” Separately on Wednesday, the CEOs of about two dozen other large companies ― including Bank of America and Accenture ― announced an initiative meant to get more women up the executive ladder. Called the Paradigm for Parity, the group’s expressed goal is getting women into 50 percent of leadership roles in corporate America by 2030. Right now women hold about 19 percent of “C-suite” positions. And on Tuesday, a group of investors publicly called for Goldman Sachs, Bank of America and other major financial companies to publicly disclose their gender pay data. Taken together, these moves demonstrate that for many firms there is a real commitment to paying women fairly that will last beyond the Obama administration. “No doubt this election has been really emotional; we need to focus on moving forward together,” Ashley Goldsmith, chief people officer at Workday, told HuffPost. The HR software company is one of the latest crop of signatories on the pledge. “I don’t think this topic will drop off. It’s something that all of us should address regardless of the administration.” For global businesses seeking to hire more women, the equal pay issue isn’t going away. And in recent years, more employers have taken the initiative on pay ― Salesforce spent $3 million handing out raises to women to eliminate bias in their payroll. Workday, for its part, developed real-time software to track pay and promotions to seek out bias. Other firms have voluntarily started reporting data on pay. Fair pay isn’t just the right thing to do, it’s good business, Maatz said. When women aren’t paid fairly, they quit their jobs. Equal pay fosters higher retention rates and raises productivity, research has shown. In 2016, women on average make 80 cents for every dollar a white man earns, a slight improvement from 77 cents on the dollar when Obama took office. The gap is worse for black women (63 cents) and Latinas (54 cents).   It’s doubtful that the private sector alone would be able to close the persistent gap. First, the pay gap is extremely complicated. Women earn less than men because of deeply entrenched biases that kick up almost at birth, as girls are encouraged to do certain kinds of work. They’re built into the pay for jobs ― janitors, mostly male, for example, make more money than housekeepers, mostly female. Jobs that are majority female pay less than jobs that are majority male, research has shown. Pay gaps are even wider at the very top of the job market, where women may be unable to compete because of responsibilities at home ― and where entrenched bias over what a “real boss” looks like remain. There are missing public policies that would go much further than private initiatives. For example, raising the minimum wage would lift the pay of millions of women who make up the majority of low-income earners. A fair and equitable parental leave policy would keep more women in the workforce, raising their earning potential and pay. Child care policies that made it easier for women to work and care for their kids wouldn’t hurt either. Some of this will happen and is happening at the local level. Last year alone 36 bills regarding equal pay were proposed by state legislatures ― six of them passed, in places such as Nebraska, Utah and Massachusetts. Measures involved prohibiting retaliation for workers who discuss pay, forbidding employers from asking about a candidate’s pay history and increasing penalties for business who violate equal pay laws. “The will for equal pay is at a high tide,” the AAUW’s Maatz said. “Even if Trump falls down, state legislatures will keep this going.” -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

07 декабря, 18:11

The Most Feminist White House In History Just Made One Of Its Last Moves On Equal Pay

It’s the eleventh hour and the White House is not giving up on the fight for women’s pay equality. On Wednesday, the Obama administration announced that 44 more companies, many of them well-known brand names such as AT&T, Estee Lauder and InterContinental Hotels, signed on to its equal pay pledge, affirming their commitment to paying men and women fairly and bringing the number of companies on that list to over 100. It’s a bittersweet moment in the administration’s sustained campaign for equal pay, which began almost the moment Barack Obama took office and has included a mix of legislation, executive orders, funding for research and corporate prodding. “We want to thank the Obama administration for not just an effective use of the bully pulpit but an important use of executive authority to push the equal pay issue forward,” Lisa Maatz, the vice president of government relations at the nonprofit American Association of University Women, a leading advocate for women’s equality. “That’s something the Trump administration and Congress needs to think about.” The Republican Party’s threats to roll back various elements of the equal pay agenda will do harm to people’s paychecks, she emphasized. Those rollbacks, of a regulation seeking to grant more workers overtime pay, for example ― something that would affect more women than men ―  seem “antithetical” to Donald Trump’s agenda to raise the pay and prospects of the nation’s workers, she said. It’s also unclear if Trump will roll back a separate initiative set to begin in 2018 that would require companies to report data on gender, race and pay. Certainly, Obama had hoped to pass on the equal pay mantle to an administration just as ― if not more ― committed to closing the pay gap. Instead, the incoming Trump administration has expressed little to no interest in continuing the fight for pay equality ― beyond empty statements made by the president-elect’s daughter Ivanka. Indeed, one of Trump’s only policies that touches on the issue ― a misguided maternity leave proposal that doesn’t include anyone except married women who physically give birth ― poses the risk of exacerbating the gender pay gap by making women less desirable employees. When so-called “women’s issues” come up, President-elect Trump has so far handed them off to his daughter. The New York Times reported that when House Minority Leader Nancy Pelosi (D-Calif.) recently rang Trump to discuss these issues, he put Ivanka on the phone. And while she has publicly spoken out in favor of equal pay for women, there’s little sign she or her dad understand that closing the pay gap has profound economic implications. Women make up about half of the labor force and run near a majority of the households in this country; paying them fairly would lift the entire economy. Put another way, this isn’t a “women’s issue” best left to a de facto first lady. Achieving gender parity in the workforce could add $4.3 trillion to the economy by 2025, a report from McKinsey found. “Inequality in the workforce doesn’t just adversely affect women; it affects our families and our broader economy,” White House senior adviser Valerie Jarrett said in a statement to The Huffington Post. The equality pledge certainly signals that the fight for equal pay would continue beyond the Obama administration, but it seems clear that this battle is moving into the private sector and academia. On Wednesday, some of the companies who have signed on to the pay pledge also announced a partnership with Simmons College, which will help that group ― Employers for Pay Equity ― solidify best practices and develop better hiring, promotion and pay policies. “The ultimate goal is to get more women into leadership and pay equity,” said Elisa Van Dam, senior director of executive education at the Simmons School of Management. The election has left many who care about equal pay feeling “distressed and concerned,” Van Dam said. But also “feeling like our work is more important than ever.” Separately on Wednesday, the CEOs of about two dozen other large companies ― including Bank of America and Accenture ― announced an initiative meant to get more women up the executive ladder. Called the Paradigm for Parity, the group’s expressed goal is getting women into 50 percent of leadership roles in corporate America by 2030. Right now women hold about 19 percent of “C-suite” positions. And on Tuesday, a group of investors publicly called for Goldman Sachs, Bank of America and other major financial companies to publicly disclose their gender pay data. Taken together, these moves demonstrate that for many firms there is a real commitment to paying women fairly that will last beyond the Obama administration. “No doubt this election has been really emotional; we need to focus on moving forward together,” Ashley Goldsmith, chief people officer at Workday, told HuffPost. The HR software company is one of the latest crop of signatories on the pledge. “I don’t think this topic will drop off. It’s something that all of us should address regardless of the administration.” For global businesses seeking to hire more women, the equal pay issue isn’t going away. And in recent years, more employers have taken the initiative on pay ― Salesforce spent $3 million handing out raises to women to eliminate bias in their payroll. Workday, for its part, developed real-time software to track pay and promotions to seek out bias. Other firms have voluntarily started reporting data on pay. Fair pay isn’t just the right thing to do, it’s good business, Maatz said. When women aren’t paid fairly, they quit their jobs. Equal pay fosters higher retention rates and raises productivity, research has shown. In 2016, women on average make 80 cents for every dollar a white man earns, a slight improvement from 77 cents on the dollar when Obama took office. The gap is worse for black women (63 cents) and Latinas (54 cents).   It’s doubtful that the private sector alone would be able to close the persistent gap. First, the pay gap is extremely complicated. Women earn less than men because of deeply entrenched biases that kick up almost at birth, as girls are encouraged to do certain kinds of work. They’re built into the pay for jobs ― janitors, mostly male, for example, make more money than housekeepers, mostly female. Jobs that are majority female pay less than jobs that are majority male, research has shown. Pay gaps are even wider at the very top of the job market, where women may be unable to compete because of responsibilities at home ― and where entrenched bias over what a “real boss” looks like remain. There are missing public policies that would go much further than private initiatives. For example, raising the minimum wage would lift the pay of millions of women who make up the majority of low-income earners. A fair and equitable parental leave policy would keep more women in the workforce, raising their earning potential and pay. Child care policies that made it easier for women to work and care for their kids wouldn’t hurt either. Some of this will happen and is happening at the local level. Last year alone 36 bills regarding equal pay were proposed by state legislatures ― six of them passed, in places such as Nebraska, Utah and Massachusetts. Measures involved prohibiting retaliation for workers who discuss pay, forbidding employers from asking about a candidate’s pay history and increasing penalties for business who violate equal pay laws. “The will for equal pay is at a high tide,” the AAUW’s Maatz said. “Even if Trump falls down, state legislatures will keep this going.” -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

06 декабря, 22:58

Победителей Национальной премии бизнес-коммуникаций объявят 7 декабря

Премия за достижения в маркетинге охватила 26 отраслей экономики - от FMCG до промышленности и сельского хозяйства

06 декабря, 17:30

The Zacks Analyst Blog Highlights: CoreLogic, Navigant Consulting, CRA International, Accenture and Hackett Group

The Zacks Analyst Blog Highlights: CoreLogic, Navigant Consulting, CRA International, Accenture and Hackett Group

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05 декабря, 18:57

Golden State Warriors New Arena Will Set Standard For Fan Experience

The Golden State Warriors are building a new arena in San Francisco with fan experience at its core. The team is incubating ideas and testing them at Oracle Arena, the Warriors' current home, in partnership with Accenture.

05 декабря, 17:59

Accenture (ACN) Closes DPS Buyout; Boosts Cybersecurity

Last Friday, Accenture Plc (ACN), the global IT services provider, announced that it has completed the acquisition of Defense Point Security, LLC (DPS).

05 декабря, 17:20

5 Stocks to Buy as Unemployment Hits 9-Year Low

In keeping with the yearly trend, professional and business services led gains.

01 декабря, 22:01

Give the Gift of Code

Last year, I had the pleasure of becoming friends with the two young ladies in the photo above. We met when my colleagues and I volunteered to teach an "Hour of Code" at their school in collaboration with Code.org. Zipping through coding games - like Minecraft, Frozen and Angry Birds - it became very clear who was teaching whom. It was amazing to watch these girls' natural aptitude and excitement for technology blossom before my eyes. Technology drives innovation in the global economy. Yet, the juxtaposition of the opportunity vs. the reality for building technology skills in young people today exposes a major gap. According to Code.org, the 43,000 computer science graduates who entered the workforce in the U.S. last year made only a small dent in the 500,000+ computing jobs that are unfilled. And, 90% of parents want students to study computer science; yet, only 40% of schools teach programming in the U.S., and just six states have created K-12 computer science standards. It begs the question: Why aren't kids who are growing up surrounded by technology learning about algorithms, the cloud and making apps - just like they learn about grammar, multiplication and the law of gravity? Industry is seizing the opportunity to fill this gap - sparking an interest in technology and introducing basic STEM skills. In the last few years, the number of STEM toys in the market has increased significantly. Search "STEM toys" on Amazon and you get over 2,000 hits. Fisher-Price introduced "Think & Learn Code-a-Pillar," where kids connect different segments to make the toy light up, move in different paths and make noises. The more kids rearrange Code-a-Pillar pieces, the more they develop critical thinking skills by "programming" different combinations to send it in different directions. It mimics the same planning and sequencing skills as coding, while encouraging curiosity, problem solving and experimentation. My friend's 4-year-old daughter, pictured below, gives Code-a-Pillar a big thumbs- up. Interestingly, she had it scooting across the floor while mom and dad were still reading the directions! I see coding in her future ... Programmable robots like Ozobots and Dash & Dot, Kano - where you build your own computer - and puzzles and block games like Cubetto and Puzzlet have all hit the shelves. Even Barbie is getting into the game: STEM Barbie was unveiled recently, and kids can construct models (for accessories in Barbie's Dreamhouse - who doesn't need a revolving shoe carousel?) and do science experiments. Another way to help close the STEM gap is to teach kids to code. Accenture is partnering with Code.org again this year to promote Hour of Code on December 5-11. There are many ways to get involved ... work 1:1 with a child (your own, nieces and nephews or neighbors), volunteer in a school, or host an event. I promise you will have as much fun as the kids. It's easy - no prior coding experience is needed. Last year, Accenture spent over 12,000 hours helping kids learn to code in 196 cities and 56 countries around the world. We aim to surpass those numbers this year because we believe that, in one hour, you really can change the world. Join me and my colleagues and give the gift of code this holiday season. -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.

01 декабря, 11:19

Corporate social responsibility more recognized in China

THE year of 2016 witnesses great development of corporate social responsibility in Shanghai and in China, participants said at the 15th Sino-European Corporate Social Responsibility Roundtable Forum yesterday. “Investing

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25 ноября, 17:51

How is MFS Massachusetts Investors Growth Stock I Fund (MGTIX) Performing?

MFS Massachusetts Investors Growth Stock I (MGTIX) a Zacks Rank #2 (Buy) invests the majority of the fund's net assets in stocks

25 ноября, 17:38

Big Day for Retailers: 5 ETFs to Shop for Black Friday

About 74% Americans are planning to shop on Black Friday with most of the shopping expected to come from millennials.

25 ноября, 10:00

Финтехакселератор Accenture NYC: как Нью-Йорк обогнал Кремниевую долину

В ноябре стартовал очередной набор в один из главных финтехакселераторов в мире, Fintech Innovation Lab NYC, ежегодно запускаемый консалтинговым гигантом Accenture. В течение 12 недель восемь стартапов могут дотянуться до American Express, Bank of America, Barclays, Deutsche Bank, Goldman Sachs, JP Morgan Chase, Morgan Stanley, Wells Fargo и др. Bankir.Ru расспросил руководителя программы Майкла Кьяромонте об условиях, на которых банки и стартапы выбирают друг друга в Нью-Йорке.

24 ноября, 12:36

Алексей Миллер получает больше главы Coca Cola, но меньше шефа Exxon Mobil

Алексей Миллер с зарплатой в $17,7 млн (рейтинг подготовлен журналом Forbes) опережает по размеру своей зарплаты ряд руководителей американских публичных компаний c годовой выручкой более $1 млрд. В частности, главный газовик страны обошёл руководителя авиакомпании Delta Airlines (DAL) Ричарда Андерсона, доход которого составил ($15,8 млн и 111-е место в рейтинге "200 самых высокооплачиваемых руководителей публичных компаний с рыночной капитализацией более $1 млрд"). При этом компенсация Андерсона сократилась за год на 10%, а выручка возглавляемой им компании выросла на 1%. Дуглас Оберхельман из машиностроительной корпорации Caterpillar (CAT) также остался позади с показателями $15,8 млн (рост компенсации за год на 4%, выручка компании снизилась на 15%, 112-е место в американском рейтинге). Директор консалтинговой компании Accenture (ACN) Пьер Нантерм в год получает тоже меньше главы "Газпрома" — $15,8 млн (снижение компенсации за год на 1%, выручка компании выросла на 3%).  Глава нефтесервисной компании Halliburton (HAL) Дэвид Лезар также позади Миллера. Доходы Лезара составили $15,6 млн. млн (снижение компенсации за год на 23%, выручка компании снизилась на 28%). Позади и глава Coca Cola Мэтар Кент с доходом $14,6 млн (снижение компенсации за год на 19%, выручка компании снизилась на 4%). Общее место в рейтинге 138-е. Глава одной из крупнейших алюминиевых компаний в мире Alcoa Клаус Клянфилд также уступил Миллеру по доходу. Немец заработал $14,2 млн (рост компенсации за год на 5%, выручка компании снизилась на 6%. 148-е место в американском рейтинге. Однако до шефа Exxon Mobil Рекса Тиллерсона Миллеру не удалось дотянуться. Американец заработал $24,3 млн (снижение компенсации за год на 15%, выручка компании снизилась на 35%).  Рейтинг был опубликован по состоянию на 30 апреля 2016 года (на эту дату публичные компании предоставляли отчетность регулятору). Общая компенсация американских директоров включает в себя зарплату, бонус, опционы на акции (оцененные на дату компенсации) и сами акции, и другие компенсации.

23 ноября, 20:58

5 Ways Small Businesses Can Prepare for the Holidays

By Jackie Zimmermann The doorbuster deals are set and the Black Friday ads are out, perennial indicators that the holiday shopping season is in full swing. The National Retail Federation predicts $655.8 billion in holiday sales this season, up 3.6% from 2015. In addition to securing enough working capital and inventory, you'll want to prepare for the rush in other ways. NerdWallet asked Steve Goldberg, president of retail consulting firm The Grayson Company, for tips on how to get started. 1. Advertise early To attract early shoppers, your marketing needs to be in front of the right consumers at the right time. According to a survey by the NRF in the first week of November, 56% of respondents had already started buying gifts. But hope is not lost if you're getting a late start, Goldberg says. Small-business owners can react more nimbly than larger stores, he says. "They can make decisions without having to wait -- that's their secret sauce." There's still time to use free, customizable advertising for your storefront, website and social media to promote Small-Business Saturday -- an initiative started by American Express in 2010 to encourage shopping locally the day after Black Friday. Nationwide, the event brought in $16.2 billion for independent retailers and restaurants in 2015, making it the most successful Small-Business Saturday to date. 2. Coordinate employees Scheduling your employees during the holidays can be an absolute nightmare. Amid travel requests and family obligations, you still have a store to staff and a business to run. Make the idea of working the holiday a little more attractive by offering incentives or increased compensation. You can consider hiring seasonal help, Goldberg says, but it depends on what roles you need to staff. It's relatively easy to fill positions with responsibilities like working a register, wrapping gifts or stocking shelves. But if you own a restaurant or you provide a service with highly specialized skill sets, like custom framing, you'll need to decide whether you feel comfortable leaving your business's reputation in the hands of people who aren't familiar with the product or service. "The optimal scenario is to have a trained seasonal staff willing to come back year after year," Goldberg says. 3. Improve your website This year, half of consumers plan to shop online for gifts, according to a Deloitte holiday survey. You'll want to make sure your web business can handle increased traffic from online shoppers, and that your site is easy to navigate and up to date. Consider taking advantage of a "buy online, pick up in store" feature, an option that nearly half of shoppers said they were interested in using this year, according to a survey by Accenture."It's definitely a feature and function the small-business owner can use as leverage to compete with bigger stores," Goldberg says. "It's a wonderful, seamless way to take care of customers." An added benefit: Shoppers end up in your physical store, boosting the chances of a spontaneous purchase. In fact, 71% of consumers in the Accenture survey said they'd likely make additional purchases when heading to a store to pick up an item bought online. But a word to the wise: If you're already behind on holiday planning and prep, now is not the time to alter your e-commerce platform, Goldberg says. Instead, wait for the busy holiday season to wrap up before dedicating time to set up the feature. 4. Review the store's layout Throughout the season, take inventory of your store's layout. If you notice hard-to-reach items, congestion around displays or other pain points for customers, address them immediately. Checkout lines are especially important; not only do you want to make sure there is ample room for shoppers, but you should also add displays to encourage last-minute purchases. In particular, showcase items people tend to forget to pick up in their shopping rush, like wrapping materials or gift cards, to help save them an extra trip. 5. Decorate strategically When setting up displays, you want to be careful not to block a customer's sightline, Goldberg says. This goes for window decorations and product displays. Place products you want to showcase in the front of the store, but make sure they don't block a customer's ability to look beyond. And if a product is on display, make sure it's available and easy to find. Don't forget: Connect with the community The holidays, in particular, are an excellent time for business owners to connect with their customers on a deeper level, Goldberg says. Remember names, give smiles and offer extra help. "That doesn't cost a thing," Goldberg says, "and it's such a gigantic way for small businesses to separate themselves from their large competitors." Jackie Zimmermann is a staff writer at NerdWallet, a personal finance website. Email: [email protected] Twitter:

23 ноября, 18:20

Лариса Малькова и Ирина Одинаева (Accenture): «„Аналитика как сервис” — эффективнее для среднего банка»

Эксперты российского офиса Accenture Лариса Малькова, руководитель практики Digital, и Ирина Одинаева, управляющий директор практики услуг для финансового рынка, рассказали порталу Bankir.Ru о новом актуальном направлении аналитика как сервис (Analytic-as-a-Service), которое позволяет банкам качественно улучшить работу с данными, повысить скорость внедрения и избежать капитальных затрат.

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23 ноября, 15:46

CACI Strengthens Position in the Industry with New Contract

2 Services (ITES-2S), a contract vehicle under CACI was recently awarded a contract by the Space and Naval Warfare Systems Center Atlantic to offer travel call center support services to the Department of Defense .

22 ноября, 15:49

Navigant Hits 52-Week High on Ecofys Buyout & Bullish View

Shares of Navigant Consulting Inc. (NCI) hit a 52-week high of $24.96 on Nov 21.

22 ноября, 15:48

Omnicom (OMC) Remains Poised for Solid Long-Term Growth

On Nov 22, Zacks Investment Research updated the research report on global marketing and corporate communications firm, Omnicom Group Inc. (OMC).

21 ноября, 23:22

Online Payments: Massive Disruption, Solid Opportunities

Online Payments: Massive Disruption, Solid Opportunities

25 октября 2014, 16:10

В США заявили, что их устраивает цена в $57 за баррель нефти

Даже если цена черного золота упадет до $57 за баррель, добыча сланцевой Нефти будет рентабельна. Сообщает российское издание «Вести» со ссылкой на аналитический отчет компании IHS, передает информационный ресурс OnPress.info. Еще год назад американским компания нужна была цена в $70, чтобы добыча сланцевой нефти была рентабельна, но с прогрессивным ростом технологий уже на сегодняшний день даже цена в $57 является приемлемой. В свою очередь в США заявили, что падение цен на нефть не пугают нефтяные компании страны, которые только за этот год просверлили 18 тысяч скважин. Как заявил генеральный директор компании Halliburton на данном этапе их цель — снижение цены за баррель нефти. Но это еще не все, согласно просчетов американской компании Accenture, запас повышения эффективности добычи нефти который существует на данный момент может привести к понижению стоимости добычи на 40%. Напомним, что главная смета Российской Федерации на 2015 год рассчитана исходя из цены на баррель нефти на отметке в $96. А один из нефтедобывающих гигантов РФ компания Лукойл в свой бюджет заложила стоимость черного золота на отметке в $80-85 за баррель. http://onpress.info/v-ssha-zayavili-chto-ix-ustraivaet-cena-v-57-za-barrel-nefti0015866?_utl_t=fb