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BusinessObjects Data Integrator XI - Level Two
Business-Objects BusinessObjects resources
Killexams : Business-Objects BusinessObjects resources - BingNews https://killexams.com/pass4sure/exam-detail/DMDI301 Search results Killexams : Business-Objects BusinessObjects resources - BingNews https://killexams.com/pass4sure/exam-detail/DMDI301 https://killexams.com/exam_list/Business-Objects Killexams : Business Objects

Technology Help Desk

Preus Library
Main Level
700 College Dr
Decorah, IA 52101

Fall Semester Hours

Mon.-Thu.: 7:30 a.m. – 9:00 p.m.
Fri.: 7:30 a.m. – 5:00 p.m.
Sat.: 2:00 p.m. – 5:00 p.m.
Sun: Noon – 9:00 p.m.

Fall Break Hours

Oct. 15: Closed
Oct. 16: Closed
Oct. 17: 8:00 a.m. – 5:00 p.m.
Oct. 18: 8:00 a.m. – 5:00 p.m.
Oct. 19: 8:00 a.m. – 9:00 p.m.

Full Hours

Send Email

Phone: 563-387-1000

Business Objects is Luther’s reporting platform. Business Objects takes data from multiple sources and aggregates it for reporting purposes. There are multiple report types, but Luther uses Web Intelligence reports almost exclusively.

Unless otherwise specified, Business Objects refreshes nightly. For example, data entered into Colleague today would not be in Business Objects until tomorrow unless part of a “Live” report.

Business Objects has many layers of access. For example, you may not have access to edit a report, or schedule reports; or maybe you have view only access. Access to data is tightly controlled as well. For example, Financial Aid information is not available to the Registrar’s office, unless requested and approved by the Financial Aid office.

Business Objects is only available on campus. You will need a VPN or a Citrix connection to access reports from off-campus.

You can learn more about Business Objects in our training guide, including how to create, edit, and view reports.

Technology Help Desk

Preus Library
Main Level
700 College Dr
Decorah, IA 52101

Fall Semester Hours

Mon.-Thu.: 7:30 a.m. – 9:00 p.m.
Fri.: 7:30 a.m. – 5:00 p.m.
Sat.: 2:00 p.m. – 5:00 p.m.
Sun: Noon – 9:00 p.m.

Fall Break Hours

Oct. 15: Closed
Oct. 16: Closed
Oct. 17: 8:00 a.m. – 5:00 p.m.
Oct. 18: 8:00 a.m. – 5:00 p.m.
Oct. 19: 8:00 a.m. – 9:00 p.m.

Full Hours

Send Email

Phone: 563-387-1000

Wed, 14 Sep 2022 14:13:00 -0500 en-US text/html https://www.luther.edu/offices/its/help-desk/services/software/facultystaffsoftware/businessobjects
Killexams : how much does sap business objects cost?

BusinessObjects was acquired by SAP in 2007 for $6 billion. BusinessObjects was acquired by SAP in 2009 for $78 billion, its largest acquisition to date. Initially, BusinessObjects operated independently, but in 2009 became a SAP division, and its products became SAP BusinessObjects.

Is SAP BusinessObjects dead?

The general availability announcement for SAP BusinessObjects BI 4 was made recently by SAP. The SAP Business Intelligence 4 application is in step 3. Thus, all speculations that SAP was getting rid of BusinessObjects came to an end. SAP announced SAP BI 4 instead. Supported until 2027, this is 3.

What is SAP BusinessObjects platform?

With BusinessObjects Business Intelligence, you can easily report on, visualize, and share data. In its role as an on-premises BI layer for SAP's Business Technology Platform, it transforms data into actionable insights available from any location, at any time.

How much does Business Objects cost?

Starting at $14000, SAP BusinessObjects Business Intelligence is offered by SAP. The annual fee is $800. There is no free version of the software. There is no free trial for SAP BusinessObjects Business Intelligence.

How much does SAP for small business cost?

Starting at $24,958/month for SAP Business One AP Business One Starting @ ₹ 24,958/Month*

How much does it cost for SAP?

As for the licenses, a Professional license will set you back about $3213, whereas a Limited license is $1666 per year. For those who are Professional users, they must pay $94 per month per user, whereas those who are Limited users must pay $54 per month per user. Additionally, you can also purchase a subscription for one year for a prepaid amount.

Does SAP own business objects?

SAP BusinessObjects (BO, BOBJ, or BObjects) is a business intelligence (BI) software company founded by SAP. SAP acquired BusinessObjects in 2007 for a reported $5 billion. During its final earnings release before being acquired by SAP, the company reported that it had over 46,000 customers.

Is SAP BusinessObjects free?

Price details on SAP BusinessObjects Business Intelligence SAP BusinessObjects Business Intelligence pricing starts at $14,000. The annual fee is $800. There is no free version of the software.

Is SAP BusinessObjects an ERP?

We will now examine the instruments that are included in the SAP BI offer from the end user's perspective: SAP BusinessObjects BI Suite is a real-time BI platform that is on premises. Integrating extra analytical tools, data sources, or separate applications like ERP is also an option.

What is SAP BusinessObjects Business Intelligence?

With SAP BusinessObjects Business Intelligence, you can create reports, share data visualisations, and report on it. It transforms data into useful insights and makes them available anytime, anywhere as the on-premise BI layer for SAP's Business Technology Platform.

What is SAP Business Intelligence platform?

SAP BusinessObjects Business Intelligence is a tool that provides business intelligence. With SAP BusinessObjects Business Intelligence, you can create reports, share data visualisations, and report on it. In its role as an on-premises BI layer for SAP's Business Technology Platform, it transforms data into actionable insights available from any location, at any time.

What is SAP BusinessObjects Explorer?

The SAP BusinessObjects Explorer lets you access data within your Business Intelligence system in a Google like manner: just type your question and it will deliver the data in a table, chart, or a variety of other ways that will make sense to you.

Which functionalities belong to the current portfolio of SAP BusinessObjects Business Intelligence?

  • Provide ad hoc queries and BI reporting that will help business users uncover trends and root causes.
  • Applications related to Data Visualization and Analytics.
  • Integration of office software.
  • Is SAP a reporting tool?

    BI is a tool used to store data and report on it. BI (Business Intelligence) involves cleaning raw data, applying business logic, processing it, and presenting user-friendly information. Business Intelligence is a SAP product that offers a user-friendly interface.

    What is SAP BusinessObjects Web Intelligence?

    A web-based reporting and analysis tool for SAP Business Objects is SAP Business Objects Web Intelligence (WebI). This is a tool that allows you to analyze workforce-related data as a part of the Enterprise Data Warehouse (EDW) of Washington Workforce Analytics (WWA).

    What is meant by SAP Bobj?

    Reporting and analytical business intelligence (BI) are the core functions of SAP BusinessObjects BI. Formerly known as BOBJ, SAP BO is a business intelligence software solution. This is a front-end-based platform for business intelligence that pulls in data from various back-end sources, rather than storing it in the application itself.

    What is the use of Bobj in SAP?

    Reporting and analytical business intelligence (BI) are the core functions of SAP BusinessObjects BI. Formerly known as BOBJ, SAP BO is a business intelligence software solution. The application includes multiple reporting applications that allow users to conduct analytics, find data, ous reporting applications that help the users to find data, conduct analytics, and generate reports.

    What happened to SAP Business Objects?

    Over time, it became one of the largest and most respected BI vendors. BusinessObjects was acquired by SAP in 2007 for $6 billion. In 2001, SAP acquired SAP for $78 billion, their largest acquisition to date.

    Is Business Objects end of life?

    You may be aware that SAP BusinessObjects BI platform version 4 was recently released. From 31 December 2020, number 1 will undergo an official 'End of Life' (EOL) designation. There are still customers still running 4. As long as you keep using unsupported software, you will be subject to the normal operational, security, and compliance risks that go along with this.

    What is the latest version of SAP Business Objects?

    With SAP BusinessObjects BI 4, a highly successful beta has been completed. The third release has been released. The 4. With the latest version 3, this industry leaders' scalable enterprise reporting platform has taken a major step forward.

Thu, 23 Dec 2021 18:32:00 -0600 en-US text/html https://www.ictsd.org/business/how-much-does-sap-business-objects-cost/
Killexams : Business Ethics Resources

The Markkula Center for Applied Ethics offers an array of resources on business ethics including material on corporate governance, global business ethics with a special focus on China, and leadership.

What is Business Ethics?
An introduction to the key issues in business ethics, these four videos outline a framework for ethical decision making and strategies for managing ethics in a business organization.

Business Ethics Articles
Materials on corporate governance, ethical start-ups, global business ethics, codes of conduct, and many other subjects develop from the Center's rich programming in business ethics. From CEOs to line workers, from corporate directors to entrepreneurs, businesspeople will find a wealth of material on almost any phase of the business cycle.

Business Ethics Cases
Should labor policy adhere to local or home country standards? What ethical principles should a manager use when forced to lay off employees? Should an intern source T-shirts for a promotion from a cheap manufacturer in China or a fair-trade company in the United States? Our cases raise these and many other ethical issues for business.

Videos
The Center's YouTube channel offers more than videos on business ethics, with many interviews of prominent Silicon Valley executives. Videos cover subjects from corporate governance to why good people do bad things at work and include a special playlist on global business ethics.

Online Business Ethics Courses
Two Massive Open Online Courses (MOOCs) provide free instruction for business practitioners and business students. Business Ethics for the Real World introduces basic concepts; Creating an Ethical Corporate Culture is designed for managers and executives.

Wed, 12 Aug 2020 19:00:00 -0500 en text/html https://www.scu.edu/ethics/focus-areas/business-ethics/resources/
Killexams : Your Guide to COVID-19 Business Resources No result found, try new keyword!Promote frequent and effective collaboration within your business. Conference Call Services Boost security, technical support, and working from home while running your business. Remote PC Access ... Wed, 05 Aug 2020 23:47:00 -0500 en text/html https://www.business.com/covid-resources/ Killexams : Business Administration Vs. Human Resources

Leigh Richards has been a writer since 1980. Her work has been published in "Entrepreneur," "Complete Woman" and "Toastmaster," among many other trade and professional publications. She has a Bachelor of Arts in psychology from the University of Wisconsin and a Master of Arts in organizational management from the University of Phoenix.

Tue, 17 Jul 2018 19:13:00 -0500 en-US text/html https://smallbusiness.chron.com/business-administration-vs-human-resources-4957.html
Killexams : What Degree Do You Need for Human Resources?

Two business professionals discussing what degree is needed for human resources

If you want to work in human resources management (HRM), HR may seem like the obvious degree choice—but it’s not the only one. Because HR has so many branches, from talent acquisition and training to total rewards and analytics, you can leverage the skills and knowledge gained across many educational backgrounds and experiences in your human resources career.

HR has something for everyone,” said Deborah Guenther-Alexiou, MSHR, SHRM-SCP, a Southern New Hampshire University (SNHU) adjunct instructor of business. “If you are interested in the more analytical side, you can focus on people analytics or payroll; whereas, if you like the people side of the job, there is recruiting, succession planning and employee relations—to name a few.”

With such expansive pathways, you can choose the degree program that interests you and gain skills that can be applied to multiple fields, including HR.

What Degree Do You Need to Work in HR?

Rhett Beyer with the text Rhett BeyerYou’ll likely need at least a bachelor’s degree if you want to land an entry-level job in human resources. “In most companies I have worked for, a 4-year degree is required to get a starting HR position—and then additional (education) to grow to senior levels,” said Rhett W. Beyer, a director (of) training and an SNHU Master of Business Administration (MBA) adjunct instructor. "My recommendation is to find what you enjoy most about the field of HR and then tailor the rest of your education to support that.”

You might also decide to earn an HR certificate before a degree if you want an introduction to the field without committing to a degree program. Through the experience, you may realize you enjoy taking HR courses, or it might lead you to a different program that still allows you to build the pertinent skills HR professionals need.

To show employers you’re serious about taking your career to a senior level, you could also consider a master’s degree. Recruiters for management positions may prefer or even require job candidates to have that graduate credential.

What are the Different Types of HR Degrees?

If you want an HR-specific education, your best bet is to earn an HR degree. If you don’t already have a bachelor’s degree, you might earn a bachelor’s in HR management. Or, if you’re already at the graduate level, you could consider a master’s in HR management. These two degrees will introduce you to the different roles and responsibilities of a human resources department, giving you a look into the career possibilities out there and helping you hone the skills needed to succeed as an HR professional in the changing workforce.

You could also choose to earn a business administration degree with a concentration in human resources. If you take that route, you can expect to study the foundations of business while also taking several classes specific to human resources. Like the HR-specific programs, you can also earn a business degree at an associate, bachelor's or master's degree level.

Some schools include credentials focused on important industry knowledge and skills built into their course assignments, allowing you to earn more than a degree as you navigate HR classes. At SNHU, for instance, you can earn credentials developed by the HR Certification Institute (HRCI), including:

  • HR Ethics Series: Common Ethical Challenges
  • HR Ethics Series: Issues in the Workplace
  • Fostering an Inclusive Culture
  • Leading and Managing Change
  • Negotiations: Resolving Disputes

“More recently, universities like SNHU are offering specialized and modern degrees in HRM at both the undergraduate and graduate level, and these can be a great stepping stone into several HRM positions,” said Dr. Ranjit Nair, the CEO of an organization focused on empowering others to navigate business challenges and an SNHU human resources management adjunct instructor.

Some HR programs align their coursework and outcomes with certifications offered by the HRCI and the Society of Human Resource Management (SHRM). This approach to learning can help prepare students to sit for certification exams, such as:

  • HRCI Associate Professional in Human Resources® (aPHR®)
  • SHRM Certified Professional (SHRM-CP®)
  • Senior Certified Professional (SHRM-SCP®)

While certification preferences vary by employer, Beyer, who holds an SHRM-SCP® certification, believes the experience of achieving and maintaining certification is worthwhile.

Explore what you can do with an HR degree.

Other Degrees to Consider

Dr. Ranjit Nair with the text Dr. Ranjit NairIt’s okay if you're eyeing or working on a program other than HR. HR professionals hail from a variety of backgrounds. Nair, for example, earned a bachelor’s degree in accounting and an MBA in Information Systems. His career began in technology and finance, but he transitioned to HR management, where he now has more than 25 years of experience in areas such as talent acquisition, total rewards, talent management, and learning and development. “The technical skills I acquired through my undergraduate and graduate degree helped me to become that well-rounded professional,” Nair said.

Here are some non-HR degree programs that can pair especially well with a human resources career:

  • Analytics: If you’re aiming for an HR analytics position, which can involve data relating to engagement, turnover and financial performance, according to Nair, you might consider earning a bachelor’s degree in data analytics or an MBA in Business Analytics. In these programs, you’ll have an opportunity to advance your technical skills and soft skills as you explore professional tools and methodologies that can support important organizational decision-making. Courses may include data analysis and visualization techniques, leveraging data analysis for organizational results and business strategy.
  • Communication: Since HR departments work with teams throughout an organization, effective written and verbal communication skills are a must. A communication degree could serve you well if you know you want to spend your days interacting with people. During a communication program, you could practice crafting messages for different mediums, audiences and purposes. You might have the option to further specialize with concentrations in public relations, business communication or professional writing, depending on what type of HR role interests you.
  • Finance: A finance degree could be beneficial if you want to work in the total rewards space of HR, assembling and reviewing compensation and benefits packages for employees. While studying finance in college, you’ll learn about corporate finance, investment, financial ethics and applied statistics, as well as have a chance to take other business courses that could help you gain a holistic perspective of business functions.
  • Psychology: A bachelor’s degree in psychology can help you understand the human mind—a skill that could be particularly helpful for HR professionals working with employees. Classes focused on theories of personality or social psychology, for instance, can come in handy when you’re mitigating workplace conflicts or analyzing employee behavior. Some schools offer business psychology degrees that combine business core classes and classes that can help you build foundations in areas such as social psychology, industrial-organizational psychology and cross-cultural psychology—all of which can help you better understand the employees you’ll serve as an HR professional.

Lisa Jammer with the text Lisa JammerAs you work on your degree, you’ll want to determine how the skills and knowledge you’re gaining can translate to the field of human resources.

“A professional with a bachelor's degree in a field other than HR can position themselves for an HR career by highlighting transferable skills in their resume, utilizing volunteer opportunities to build transferable skills, seeking an HR certificate or certification and completing projects in their current jobs that align with the day-to-day operations of HR professionals,” said Lisa Jammer, an HR adjunct instructor at SNHU.

Be Strategic with Electives

Depending on the number of credits you already have and the program you decide to pursue, you may find you have free electives. Free electives allow you to explore additional subjects and subjects that interest you. While you could choose these classes at random, you might also think about the skills and knowledge you'll need as an HR professional and take classes that can help you get where you want to be.

“For example, a student interested in pursuing an HR analytics role may want to take electives that build their knowledge of data analysis and analytics,” Jammer said.

If you have a non-HR major, you might consider using some of your electives to explore HR-specific topics. Guenther-Alexiou suggests classes involving:

  • Compensation and benefits administration and payroll
  • Employee relations and conflict resolution
  • Federal and state regulations and labor laws
  • Performance management
  • Recruiting, hiring and onboarding

Accounting, business, communication and information technology courses can also be helpful, according to Guenther-Alexiou. “Skills in those areas can help you work with different individuals and departments organization-wide,” she said.

You can also use your free electives to add an academic minor to your program. Your academic advisor can help you match your interests and existing credits to a minor that aligns with the skills you hope to develop.

Learn more about what minors are and how you can use them to your benefit.

Is it Hard to Get into Human Resources?

Deborah Guenther-Alexiou with the text Deborah Guenther-AlexiouBreaking into any field can feel intimidating, but there’s good news when it comes to HR: You probably already have relevant professional or academic experience that you can point to in job interviews. This makes HR a solid field for career changers to consider.

“HR is not necessarily a difficult field to break into because, many times, individuals will have had previous work experience that involves the people element or management,” Guenther-Alexiou said. Even if you don’t have professional experiences relating to human resources, she said you can join HR organizations and associations to help you network and make connections.

When you are ready to start applying for entry-level HR jobs, Guenther-Alexiou recommends seeking out HR coordinator or assistant positions and working your way up. That’s what she did: While working at a resort, she took an interest in human resources.

“When an HR coordinator position opened up in the company, I threw caution to the wind and applied for the position,” she said. “To my surprise, the HR director hired me.” Now, with the help of a master’s degree and HR certifications, Guenther-Alexiou is an HR director herself.

Jammer is also a career changer who came to HR after working in accounts receivables and treasury roles. “To successfully transition, I located a mentor, completed (informational) interviews, accepted volunteer opportunities to expand my transferable skills and pursued HR courses,” she said. “After 18 months, I was able to transfer into the HR profession, and it's been extremely rewarding.”

To ensure you're a competitive candidate for HR positions, Jammer suggests:

  • Doing your research to help you learn what roles interest you most. This can involve studying through job descriptions and studying organizations.
  • Earning credentials such as a bachelor’s degree, professional certificates and industry certifications illustrate your qualifications.
  • Gaining relevant skills through professional experience—whether from a current or former job, volunteering or internships. According to Nair, some of the most popular HR internships are in recruiting, talent acquisition and people analytics.
  • Networking with professionals already working in the field through informational interviews and professional associations. Beyer recommends joining SHRM, for example, or the Chamber of Commerce. Networking can “raise brand awareness of who you are and what you bring to the table that can differentiate you from other candidates,” he said.

“So long as the desire to work in HRM is there, and you have certain skills and competencies, making the career transition to HRM can be quite seamless,” Nair said.

What Skills Do I Need for HR?

That entirely depends on what you want to do in human resources, but certain soft skills can be helpful no matter where you end up.

Written and verbal communication skills, for example, are what Jammer believes to be the most important. “HR professionals are required to draft policies, communications, training, strategic plans, etc.,” she said. “Additionally, they verbally strategize with leaders, communicate change, facilitate resolution and much more.”

Some other interpersonal skills that can be helpful, according to the SNHU adjuncts and HR professionals, are:

  • Active listening and confidentiality
  • Adaptability, flexibility and resiliency
  • Collaboration, cultural curiosity and empathy
  • Perseverance and work ethic
  • Strategic thinking and problem solving

Some additional subjects the adjuncts recommend you familiarize yourself with for success in HR include:

  • Business acumen
  • Leadership
  • Organizational development
  • Relationship management
  • Social awareness

Ultimately, you’ll want to have a well-rounded skill set relating to business and people. "One of the key differentiators I have seen between successful HR professionals and non-successful HR professionals is the ability to become a business partner,” Beyer said. “It doesn’t mean you have to specialize in every area of a business, but it does mean you need to understand the business well enough to understand how decisions made in HR will affect business overall.”

As you narrow in on your human resources interests, read through job descriptions to identify what types of skills would be essential to develop.

How to Become a Human Resources Manager

If you discover you love human resources, you may aspire to become an HR manager one day. Your years of experience may be enough to unlock the position, Nair said, but earning a master’s degree can signal how serious you are about climbing the ladder. “Having a relevant graduate degree tells your employer that you are intentional about moving into more senior roles,” he said.

While your bachelor’s degree can be in a variety of fields if you want to enter human resources, focusing on an HR-specific degree can be worth it if you’re eyeing a management position. “I’d recommend one with (an) HR focus, or, at a minimum, a strong business focus,” Beyer said. “Both will help you better understand some of the higher-level requirements that come with working in HR.”

Two of your best options include the Master of Science (MS) in HR Management or an MBA program. The one you choose depends on whether you’d like to narrow in on HR in your classes or gain a greater holistic understanding of business in general. Either way, you can expect to work toward important learning outcomes.

“These competencies include being a change champion, a relationship builder, a technology integrator, an innovative thinker and a credible activist to drive the engagement of employees in the workplace,” Nair said.

Discover more about SNHU's bachelor's in HR management: Find out what courses you'll take, skills you'll learn and how to request information about the program.

Rebecca LeBoeuf ’18 is a writer at Southern New Hampshire University. Connect with her on LinkedIn.

Fri, 14 Oct 2022 07:25:00 -0500 en text/html https://www.snhu.edu/about-us/newsroom/business/what-degree-do-you-need-for-human-resources
Killexams : Canna Business Resources: Update from Benzinga Cannabis Capital Conference

As a New York-based cannabis financing firm, Canna Business Resources is a definitive resource for cannabis operators in the United States, having provided more than $100 million in financing in 2021 for operators in nearly every state and every vertical and on pace to eclipse that amount this year.

We were delighted to sponsor this year’s Benzinga Capital Cannabis Conference and we have yet to encounter such an enthusiastic and exciting set of new opportunities presented to practically everyone in our great industry.

Consumer and patient purchasing habits have gone a long way toward increasing investor interest in plant-touching businesses. Annual sales figures of cannabis continue to break records year after year, with global sales revenue in 2022 projected to reach more than $35 billion, according to BDS Analytics.  Despite challenging economic conditions, most cannabis operators are doing pretty well especially compared to other industries.  Big players in the tobacco, alcohol and pharmaceutical industries have bought into the cannabis industry in recent years. All this activity is precisely what hesitant investors were waiting to see before embracing plant-touching investment opportunities.

Quick History of Cannabis Financing

Since funding from banks is largely unavailable, many entrepreneurs in the cannabis industry have sought financing from angel investors or venture capital and private equity funds.  Several sizable private equity funds have launched and continued to capitalize cannabis operators of all types, but the reality is there just is not enough equity to support the industry’s growth in the next five years.  We are seeing this right now in the financing market for closely held, entrepreneurial and publicly listed organizations.

In the early years, equity was essentially the only financing source, accounting for 81% of total capital raised in 2018-19. That made sense given the nascent nature of the industry, the lack of widespread public awareness of the business and the fact that most industry players had sharply negative cash flow and little cash-flow means to support debt.

But crashing stock prices in the second half of 2019 changed the landscape in lasting ways.

Between the first and fourth quarters of 2019, cannabis equity prices plunged by nearly 52%, leading to a sharp decline in equity issuance.

By the end of that year, public company equity issuance had essentially been squeezed out of the market.

Debt accounted for 74.5% of total capital raised in 2020, the first year in cannabis history that debt exceeded equity in capital raised.

That year also was the beginning of the trend toward debt with no conversion features or warrants, led by issues from Curaleaf and Cresco.

Newfound optimism as 2020 turned into 2021 regarding the prospects of federal legalization produced a 120% rally in cannabis stock prices, triggering the second big wave of cannabis equity issuance.

According to Viridian, public companies issued $1.2 billion of equity in the first quarter of 2021, a record at the time.

From the third quarter of 2021 through the first quarter of 2022, debt accounted for 93% of total financing, with private companies raising a record 10% of that total.

This trend of debt financing is expected to continue for the foreseeable future.  In the current environment public companies are loathe to raise equity for two reasons:

  • Prices are well below perceived intrinsic values.
  • Hope for legalization reform that could enable uplisting is freezing the market.

Like it or not, the financing trends for publicly listed issuers provide tailwinds for closely held companies.  And in the last six to eight months, the major MSOs all issued financings that are now trading under issue price.  Yields (read: risk evaluation) have all increased across the market as risk perception has increased across the board.  Rising interest rates, in the recent few months, has been a significant driver of cost of capital particularly for cannabis companies.  

Public Market Financing Carries Over

If publicly listed MSOs – generally speaking, those companies with the most liquid equity and debt capital markets and those with diversified revenue streams – are either electing not to raise equity and / or cannot raise equity and are therefore raising debt capital, it is inevitable that the same financing trend is likely to dominate the closely held markets as well.

We were fortunate to meet with hundreds of operators at the Benzinga conference and were grateful to hear first hand the challenges even the best operators are finding in raising equity capital.  For the Canna Business Resources team, this is not a big surprise.  We speak with thousands of potential borrower clients every year and have a unique view of what are the driving forces for canna-business financing in nearly every US market. 

What are the Primary Financing Options for Operators? 

Sale and Leaseback Transactions

Sale-Leaseback (SLB) transactions allow companies to free up liquidity from their balance sheets without dilution of the operating company. We have seen an increase in these types of real estate-based financings as cannabis companies increasingly have been selling their cultivation, processing and storage facilities and immediately leasing them back as a way to instantly raise operating or growth capital. The potential downside is that an SLB locks the asset seller into a longer-term commitment than other straight debt alternatives. 

Senior Debt

It should be noted, however, that in common unsecured debt transactions lenders will be looking for more than a mere promise to repay. It is becoming more typical that lenders today require a corporate or personal guarantee or some type of seniority in the capital structure – often called “senior debt.”  Senior debt often has a fixed term but has many structural flexibilities that SLBs do not, making it more attractive in many cases.

Asset-Based Lending

Based on the valuation of real estate and equipment assets, a cannabis company can typically borrow from within the range of 40% to 75% of asset value. In the case of development projects, the loan is usually based on project costs.  We at Canna Business Resources have a strong history of extending tens of millions in asset-based financing and have a highly experienced team of underwriters in this vertical. 

Working Capital – Cash Flow Based Lending

One of our core products at Canna Business Resources is cash flow-based lending.  That is, we evaluate an operator’s historical and pro forma cash flows and offer a form and size of financing that fits with each individualized operator.  A relatively bespoke process, this underwriting and offering require a collaborative approach to understanding an operator’s business, the market, and growth prospects.  These characteristics are true as important to other forms of debt – however, cash flow based borrowing is critical to helping operators meet working capital needs.  

Convertible Debt

Up to this point, most debt financing by cannabis companies was found in convertible note options with low conversion premiums – which essentially delay the dilution of equity. The company creates a note that converts to equity, often preferred stock, at a future date based on a future valuation method. These notes, similar to promissory notes with interest payable on or before a maturity date, have given investors security that they are repaid before equity holders if something goes wrong. For both the investor and the company this note structure allows the valuation question to be answered in the future while providing needed capital to the company and a more secure instrument to investors.

Expanding Resources

To meet these new-found challenges of our great industry, Canna Business Resources has expanded its presence to provide more robust lending alternatives and top-notch services to our borrower clients.  We take a hands-on approach to the financing process.  We have the ability to create flexible structures and will spend as much time as is necessary to customize a solution for our borrower clients.  In this challenging environment, we encourage operators of all sizes to reach out so we can offer growth-oriented solutions. 

For more information, you can contact CannaBusiness Resources at info@cbrfunds.com

Image sourced from Shutterstock

This post contains sponsored advertising content. This content is for informational purposes only and not intended to be investing advice.

© 2022 Benzinga.com. Benzinga does not provide investment advice. All rights reserved.

Fri, 07 Oct 2022 03:46:00 -0500 text/html https://www.benzinga.com/markets/cannabis/22/10/29186618/canna-business-resources-update-from-benzinga-cannabis-capital-conference
Killexams : Resources Watch

Welcome to Creamer Media’s Resources Watch, a weekly video round-up of the events and people making and shaping the news in the mining industry.

This week:

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PGMs hotter than ever amid upcoming SAIMM greener world collaboration event

Pan African effectively building new underground gold mine at Evander

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And, Menar says anthracite prospects looking very good

PGMs hotter than ever amid upcoming SAIMM greener world collaboration event

Platinum group metals as global decarbonisation and environmental, social and governance enablers have arguably never been a hotter Topic globally, which will be highlighted at the upcoming in-person conference of the Southern African Institute of Mining and Metallurgy at Sun City on November 2 and 3.

SAIMM’s Gary Lane:

Pan African effectively building new underground gold mine at Evander

Midtier Africa-focused gold producer Pan African Resources is effectively building a new internally-funded underground gold mine on two levels of the Evander underground gold mine in Mpumalanga.

Pan African CEO Cobus Loots:

Menar says anthracite prospects looking very good

The prospects for anthracite are looking very good, especially in terms of market value and having demand coming from different parts of the world.

Menar MD Vuslat Bayoglu:

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Wed, 21 Sep 2022 03:40:00 -0500 en text/html https://www.miningweekly.com/article/resources-watch-2022-09-21
Killexams : Thungela Resources Says It Isn't Planning to Buy Renewables Business

By Sabela Ojea

Thungela Resources Ltd. said Thursday that it isn't considering a bid for Actis LLP's BTE Renewables business.

The South Africa-based coal export business--a spinoff of Anglo American PLC--was responding to an article published by a media outlet which claimed the London-listed company was considering a bid for the renewables firm.

"This assertion is factually incorrect and Thungela confirms categorically that it is not considering the acquisition of any renewables business," it said.

Shares at 1518 GMT were up 13.00 pence, or 0.8%, at 1,667.00 pence.

Write to Sabela Ojea at sabela.ojea@wsj.com; @sabelaojeaguix

Thu, 29 Sep 2022 05:09:00 -0500 en-US text/html https://www.marketwatch.com/story/thungela-resources-says-it-isn-t-planning-to-buy-renewables-business-271664466089
Killexams : business objects

(1) A broad category of business processes that are modeled as objects. A business object can be as large as an entire order processing system or a small process within an information system. See object-oriented programming.

(2) (Business Objects) A San Jose-based company acquired by SAP in 2007 for its leadership in business intelligence and decision support tools. Business Objects was founded in France in 1990 by Bernard Liautaud and Denis Payre and was the first to integrate query, reporting and OLAP into one product that shields users from the complexities of making a query. In this context, the word "objects" does not refer to object-oriented programming as in definition #1 above, but to "business items." See SAP.

BusinessObjects (One Word)

Business Objects' products were always branded as one word and fall under the SAP BusinessObjects umbrella. Its flagship software is a suite of query, reporting and analysis tools that runs under Windows and Unix. It provides access to a wide variety of databases, including Oracle, INFORMIX and DB2. As data are extracted from the database, they are stored as multidimensional OLAP cubes that can be easily sliced and diced into different views. See OLAP.

The Semantic Layer

BusinessObjects uses a patented semantic layer that shields users from the complexities of table names and relationships. Once the semantic layer has been defined, users work with familiar "business objects" such as product, customer and revenue.

A BusinessObjects Query To perform a query, users drag and drop the object icons into the "Results" and "Conditions" windows. (Image courtesy of SAP.) Slicing and Dicing The Slice and Dice Panel can rearrange the view. After dragging and dropping different icons, BusinessObjects displays the new perspective. "Section" shows the sequence and report titles, and "Block Structure" shows the data wanted in the report. (Image courtesy of SAP.)
Sun, 21 Jan 2018 03:13:00 -0600 en text/html https://www.pcmag.com/encyclopedia/term/business-objects
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