Market Research: Data Suggest Demand for Global Business Credential Skills
Bibliographic record
Abstract
Market research on the global business credential concept began in 1999. A consortium of international accounting organizations conducted qualitative and quantitative research to gather feedback on the credential concept in 11 countries including Australia, Canada, England/Wales, France, Germany, Ireland, the Netherlands, New Zealand, Scotland, South Africa and the United States. The data indicated high interest in the concept. In the fourth quarter of 2000, the Interpublic Group (IPG), a world leader in market research, conducted a more detailed study to gain a deeper understanding of the demand for the global business credential among those who hire senior personnel and professional services firms. IPG conducted 335 telephone interviews among randomly selected C-level executives (CEO, CIO, CFO, COO, etc.), other senior executives, HR executives in professional services firms and a mix of other industries. The research is statistically valid and provides a confidence level of 95%. Respondents were carefully screened to represent a range of company sizes as determined by revenue and number of employees. Following is a summary. PRINCIPAL FINDINGS Strategic Business Planning Is Increasingly Emphasized: Among U.S. corporations, there is a significant increase in the amount of resources devoted to the strategic planning function (defined as any senior position involved in devising strategies for an organization's future profitability). Seventy-six percent of survey respondents say they will be increasing strategic planning resources over the next five years. Good Help Is Hard to Find: When it comes to hiring staff, 53% of executives say it is harder to identify people with suitable strategic planning skill sets than five years ago. The reasons for this include a lack of skilled people, more competition for attracting talented individuals and a tight labor market. Companies Want Consultants with Strategic Skills: Among corporations who hire professional services firms for strategic planning, the skills of consultants are much more important than the reputation of the firm (75% v. 17%). The majority of executives interviewed said they would be more likely to hire a professional services firm with people possessing the global business credential. Receptivity to the Credential Concept Is High: Receptivity to the global business credential concept was high, with 44% saying the concept was very valuable, and an additional 43% responding that people with the credential would be somewhat valuable to their organization. This appeal translated to a greater likelihood to hire professionals who hold the credential. A full 83% stated they would be more likely to hire someone with this credential than a comparable candidate without it. In addition, the majority (56%) would be willing to pay a premium to hire someone with the credential for a strategic position. On an open-ended question regarding how much more they would be willing to pay, the answer averaged 14%. An overwhelming 75% say they are more likely to hire professional services firms with people who possess this new credential, while 42% are willing to pay a premium for professional services consultants carrying it. The premium averages 11%. Among the global business credential concept elements tested, highest level of integrity associated with stringent business ethics was viewed as the most valuable. Other highly valued elements of the concept were proven business experience and track record and recognition of the ability to leverage knowledge from a broad range of disciplines. The Perception of CPA Skill Sets Improves: Based on the data, no single professional specialty appears to be generally accepted as a standard of strategic business planning. …
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How this classification was reachedexpand
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.010 | 0.003 |
| Meta-epidemiology (narrow) | 0.001 | 0.001 |
| Meta-epidemiology (broad) | 0.002 | 0.001 |
| Bibliometrics | 0.002 | 0.003 |
| Science and technology studies | 0.001 | 0.000 |
| Scholarly communication | 0.002 | 0.008 |
| Open science | 0.005 | 0.001 |
| Research integrity | 0.000 | 0.001 |
| Insufficient payload (model declined to judge) | 0.001 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one teacher head, not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".