The Amazing Money Management System For Horse Racing Handicappers

Horse handicappers throughout the years have professed that money management is the key to successful handicapping. I believe this to be 100% accurate nothing could be more truthful. If you don’t currently have a money management system the only thing you are handicapping is yourself. There comes a time when you have tell yourself “I have to develop a money management system.”

The best part with using a horse racing money management system is that you actually don’t have to develop one yourself. At absolutely no cost to yourself here is one that has been used for years by professional horse racing handicappers. I use it myself and its truly amazing!! You can test different methods without losing much money and if its working your profits will soar.

This Money Management Program is Unbelievable

There has been a ton of research on different money management strategies and the findings show this to be very profitable in horse racing.

A.) The majority of one’s capital must be allocated to win betting.

B.) Handicappers should be more when they are winning and less when they are losing.

C.) Progressive methods and due-column methods, which require heavier bets after losses until next win bet are ruinous.

D.) The most useful way to evaluate a money management strategy is to submit it to a risk- benefit analysis. The most effective methods minimizing risk while they maximize gain.

The base bet recommended for this money management program starts is $2

This is simply based on BB(Base bet)+ SR(square root of profits)

Using this a handicappers every bet to win is equal to $2 plus the square root of any profits that have accumulated if no profits have accumulated, the bettor’s bet remains $2 which is the minimum risk at most tracks. As your profits do grow the bettor finds the amount to be added to $2 by referring to a simple square root table which is below. This method is a low risk to trying different handicapping methods and you can grow your bankroll quickly with the profits. This is something EVERY handicapper should put into place if serious about making money. it’s a systematic method for money management and gives one discipline with finances and relieves one of having anxieties that usually result from an unsystematic money management. The $2 base bet of BB + SR assures handicappers that betting is minimal risk.

Here is a small four race sequence in which the first horse lost and the next 3 did win the race to represent this program in practice:

P/L is if this continued for 10 races at this current ratio of win/losses

Base Bet S.R. Total Bet Payoff P/L P/Lx10

#1 $2.00 X $2.00 Loss -$2.00 -$20.00

#2 $2.00 X $2.00 $15.20 $15.20 $112.00

#3 $2.00 $3.00 $5.00 $4.40 $17.20 $172.00

#4 $2.00 $6.00 $4.00 $5.00 $26.20 $262.00

The square root table is listed below.

On Profit Add

$0-2 $1

$3-6 $2

$7-12 $3

$12-20 $4

$21-30 $5

$31-42 $6

$43-56 $7

$57-72 $8

$73-90 $9

$91-110 $10

$111-132 $11

$133-156 $12

$157-181 $13

$182-208 $14

$209-239 $15

$240-271 $16

$272-305 $17

$306-341 $18

$342-379 $19

Very simply follow this money management program it works. Here are some quick tips being wise with your money.

Never bring more to the track than you plan on wagering.This could be detrimental to your strategy as you begin to make bets that you normally would not because you have an extra $20 or $2000 in your pocket. Use your discipline. I suggest bringing the same amount of money with you each time you go to the track so you form a habit. It should be something you can afford and be comfortable with. Some days you can’t cash a ticket to save your life and some days you cannot lose. This coincides with the 10 commandments tomorrow is another day.

If your behind don’t panic and start playing 50 to 1 shots to get it all back you are just digging a hole deeper. Actually with the Ultimate Handicapper it reveals a dynamite strategy for capitalizing on the 1000’s that do this. Don’t be one of them.

I will finish with one last point here some will differ from my opinion but feel its easier to handicap one race and find the one likely to come in second than pick two consecutive winners in a row.

Knowledge Management – Creating a Sustainable Yellow Pages System

How can I “know who knows” None of us can personally know more than around 250 people, yet we want our companies to be smart, learning organisations where it’s easy to find the right person to talk to. This is why many organisations create “yellow pages” applications, which enable employees to find and contact other staff with particular expertise and skills. However, these systems can be fraught with difficulty in their implementation, and often end up as out-of-date, glorified intranet telephone directories. This article, drawn from a best-selling knowledge management fieldbook by its author, identifies ten key steps involved in creating and sustaining a successful, employee-owned yellow pages system.

The guidelines below are drawn from the book “Learning to Fly – Practical knowledge management from leading and learning organisations” (Chris Collison and Geoff Parcell), and sets out ten key steps to creating a yellow pages systems which really works, and has the positive buy-in of its user community – that is to say, its customers.

1 Maintain a clear and distinctive vision. Be clear about what you are trying to achieve and avoid compromise. Beware of becoming “all things to all men” – particularly those in the HR and IT departments! Everyone will want a slice of the action – don’t lose sight of the overarching aim of your system – making it easy to find people that you don’t already know.

2 Strive for personal ownership and maintenance. Create a process whereby only the individuals concerned can create and update their entries. This will drive a far deeper sense of ownership across the population.

3 Strike a balance between informal and formal content. Encourage people to share non-work information about themselves in addition to valuable business information. Consider prompting for this with “fun” questions such as: “what was the first single that you bought?”, “what is your favourite film?”, or even “what makes you happy?”.

4 Support the photographs wherever possible. Nothing is more powerful and personal than a photograph. It speaks volumes about the person, raises the interest levels of others and generates personal ownership of the content. If possible encourage people to include an informal photograph. The security-pass-rabbit-in-the-headlights shots rarely show people in their best light! Better to have a photograph which says more about the person and what motivates them.

5 Ensure that your product design is flexible and inclusive. Recognize that different people relate to templates, prompts and structure in different ways. Use focus groups to test opinion.

6 Start with a customer-facing pilot. Critical mass is all important, so start with a group of people who have a natural need to be visible to internal customers. This might include supporting functions, existing networks or communities, or even business areas with new leadership.

7 Deliver through local enthusiasts. Centrally-driven push isn?t always the best way to engage the workforce. Tap into local enthusiasts and champions if possible ? they will know how best to “sell” the concept locally.

8 Use success stories as a marketing tool. Reinforce the usefulness of the knowledge directory at every opportunity. Publicize any examples or successes widely, and early, to reinforce your project. This is a culture change project, and culture change happens one story at a time!

9 Encourage use, but lead by example rather than edict. Avoid mandating the population and use of the knowledge directory. People will provide better quality content if they feel that they are volunteering the information. At the end of the day, you can?t ever conscript knowledge – you can only ever volunteer it.

And let?s face it, there’s little point in finding the one person with expertise or experience that you need, if when you call them on the phone, they’re unwilling to talk!

10 Embed into people processes. Look for process and intranet “hooks” that could initiate and sustain the use of your knowledge directory (e.g. recruitment or induction of new staff, the launch of new networks, any reference on an intranet site which mentions a person’s name can become link to their personal page.


Creating and marketing a yellow pages system inside an organisation is a highly rewarding project – seize the opportunity with both hands. You’ll need a network of champions, the cooperation of the IT and HR functions, tenacity and some marketng flair. The steps outlined above should help you on your way. Bon voyage!

The 6 Elements That Make A Health And Safety Management System Effective

There are a lot of factors to creating and maintaining a safe workplace so that oftentimes it is easy to get overwhelmed by them. In order to succeed in creating a safe working environment, you should be able to build and put into action an effective health and safety management system.

Your health and safety management system should put together all the different elements within the workplace that need attention to make certain you provide a safe working environment not only for the workers but to all the people who enters it.

Health and safety becomes a fundamental part of your business’s basic operations through your health and safety management system. With the implementation of an effective health and safety management system, you will have methods for handling reporting, responsibilities, planning and resourcing to establish a safer work environment.

The six elements of health and safety management systems are:

1. Safety Plan. This strategic action plan will make sure that there is a governance structure inside your company that makes certain each worker has a clear understanding of his safety obligations and is responsible in carrying out those obligations.

2. Policies, procedures and processes. Included here are all safety paper infrastructures inside your company. This paperwork describes all safety conduct, expectations, record-keeping, incident reporting, and incident notification recording.

3. Training and induction. In accordance with the nature of your workplace, any person who enters your workplace is required to have training on the rules of the company; the rules of the site; and the rules of the area they are going to. The training content will depend upon the level of risk the person will be exposed to.

4. Monitoring. Your duty to monitor your workplace will be based on conditions and need. You should always take into account the level of risk. More frequent and detailed monitoring should be done when the risk is higher.

In some instances, monitoring is required to ensure that all risk has been covered by a new risk assessment that has been implemented because of a change in process; and when an investigation happens after an incident.

5. Supervision. Adequate supervision is the only means of ensuring that workers are performing their safety obligations.

Higher level of supervision should be implemented when the level of safety control implemented to minimize risk is low.

6. Reporting. Safety reporting in all levels, not only at the management level should be required in your governance structure.

Adopting a satisfactory health and safety management system is not enough; active implementation of the system in the workplace is a must. Therefore, you need to ensure that workers conform with procedures and instructions, properly trained, and under an existing supervision.