YouTube to mp3

https://www.youtube2mp3.cc/#conversion
http://en.savefrom.net/

YouTube-mp3.org est le service en ligne le plus simple qui soit pour convertir des vidéos en mp3. Pas besoin de créer un compte, la seule chose qu’il vous faut est l’adresse (URL) d’une vidéo YouTube. La conversion est lancée dès que vous nous soumettez l’adresse de la vidéo, ensuite il vous suffira de télécharger le mp3 que nous aurons créé. A la différence d’autres services, l’intégralité du processus de conversion est effectué au sein de notre infrastructure, vous n’avez qu’à télécharger le fichier audio alors stocké sur nos serveurs. Ainsi, notre service est multi-platforme : vous pouvez l’utiliser sur votre Mac, un PC sous Linux ou même un iPhone. Toutes nos conversions sont effectuées en mode haute qualité avec un taux d’échantillonage égal ou supérieur à 128 kBit/s. Ne vous inquiétez pas, notre service est entièrement gratuit. Il nécessite approximativement 3 à 4 minutes par vidéo.

About ConvertMeMp3.com

ConvertMeMp3.com is a free YouTube to MP3 converter. It allows you to convert and download a video from YouTube to MP3 audio online.

SMART

SMART is a mnemonic acronym, giving criteria to guide in the setting of objectives, for example in project management, employee performance management and personal development. The letters S and M usually mean specific and measurable. The other letters have meant different things to different authors, as described below.

SMART criteria are commonly attributed to Peter Drucker’s management by objectives concept. The first known use of the term occurs in the November 1981 issue ofManagement Review by George T. Doran.[2] The principal advantage of SMART objectives is that they are easier to understand, do, and be confident that they have been done.

SMARTER gives two additional criteria. For example, evaluated and reviewed are intended to ensure that targets are not forgotten.

SMARTTA is a variant of SMARTER with the last two letters TA in the place of ERT is Trackable with clear measures of success and A is Agreed to ensure understanding and commitment.

he November 1981 issue of Management Review contained a paper by George T. Doran called There’s a S.M.A.R.T. way to write management’s goals and objectives.[2][3] It discussed the importance of objectives and the difficulty in setting them.

Ideally speaking, each corporate, department, and section objective should be:

  • Specific – target a specific area for improvement.
  • Measurable – quantify or at least suggest an indicator of progress.
  • Assignable – specify who will do it.
  • Realistic – state what results can realistically be achieved, given available resources.
  • Time-related – specify when the result(s) can be achieved.

Notice that these criteria don’t say that all objectives must be quantified on all levels of management. In certain situations it is not realistic to attempt quantification, particularly in staff middle-management positions. Practicing managers and corporations can lose the benefit of a more abstract objective in order to gain quantification. It is the combination of the objective and its action plan that is really important. Therefore, serious management should focus on these twins and not just the objective.

—George T. Doran, There’s a S.M.A.R.T. way to write management’s goals and objectives