HRM Employee Turnover
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The document discusses turnover in organizations. It defines turnover as the process where employees leave an organization and must be replaced. It outlines six types of turnover: involuntary, voluntary, functional, dysfunctional, uncontrollable, and controllable. Involuntary turnover involves termination for poor performance. Voluntary turnover occurs when an employee chooses to leave.
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Best Practices in Managing Employee Turnover Webinar
Understanding the cause of employee turnover starts with looking at your company processes, procedures, leadership, and culture.
Join Mykkah Herner and Jennifer Ferris as they discuss best practices on managing employee turnover.
Register for this webinar and learn:
- Common myths of employee turnover
- The role of corporate culture in turnover
- Training managers well beyond compliance
- The impact of turnover on your business
- Why employees leave
How to Reduce Employee Turnover
The document provides tips for reducing employee turnover by hiring the right people who fit the company culture, offering flexibility and competitive salaries/benefits. It stresses the importance of bolstering employee engagement through social interaction, a rewarding environment, and challenging work. Specific suggestions include treating employees like teammates, recognizing achievements, offering flexible schedules, and making the office environment fun through parties and surprises to increase productivity and morale.
Employee Turnover
This document discusses employee turnover at HBL Bank. It defines employee turnover and describes different types. Voluntary turnover occurs when employees choose to leave, while involuntary is when employees are forced to leave. Functional turnover is the departure of low performers, while dysfunctional is the loss of high performers. The document examines reasons for leaving, factors affecting turnover, and provides a SWOT analysis of HBL's employee retention practices. It concludes with recommendations to improve HBL's human resource management.
Employee turnover and maximizing staff retention
Partings between organizations and employees consist of retirements, deaths, interagency transfers, and resignations.
employee turnover
The document discusses employee turnover and retention management. It defines employee turnover as movement across an organization's boundaries and discusses types of turnover like voluntary, involuntary, avoidable and unavoidable. High turnover can negatively impact organizations through costs of recruitment, training and operational disruption. However, turnover can also have positive impacts like increased performance. The document then discusses strategies organizations can use to improve employee retention like competitive pay, training opportunities, work-life balance and career development programs.
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Manajemen Sumber Daya Manusia (MSDM) Sektor Publik
Serangkaian keputusan untuk mengelola hubungan ketenagakerjaan (calon pegawai, pegawai & pensiunan) secara optimal mulai dari rekruitmen, seleksi, penempatan, pemeliharaan (kompensasi &kesejahteraan) dan pengembangan, (karir, pendidikan & pelatihan ) serta terminasi, untuk mencapai tujuan organisasi (memelihara dan meningkatkan performansi).
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Best Practices in Managing Employee Turnover Webinar
Understanding the cause of employee turnover starts with looking at your company processes, procedures, leadership, and culture.
Join Mykkah Herner and Jennifer Ferris as they discuss best practices on managing employee turnover.
Register for this webinar and learn:
- Common myths of employee turnover
- The role of corporate culture in turnover
- Training managers well beyond compliance
- The impact of turnover on your business
- Why employees leave
How to Reduce Employee Turnover
The document provides tips for reducing employee turnover by hiring the right people who fit the company culture, offering flexibility and competitive salaries/benefits. It stresses the importance of bolstering employee engagement through social interaction, a rewarding environment, and challenging work. Specific suggestions include treating employees like teammates, recognizing achievements, offering flexible schedules, and making the office environment fun through parties and surprises to increase productivity and morale.
Employee Turnover
This document discusses employee turnover at HBL Bank. It defines employee turnover and describes different types. Voluntary turnover occurs when employees choose to leave, while involuntary is when employees are forced to leave. Functional turnover is the departure of low performers, while dysfunctional is the loss of high performers. The document examines reasons for leaving, factors affecting turnover, and provides a SWOT analysis of HBL's employee retention practices. It concludes with recommendations to improve HBL's human resource management.
Employee turnover and maximizing staff retention
Partings between organizations and employees consist of retirements, deaths, interagency transfers, and resignations.
employee turnover
The document discusses employee turnover and retention management. It defines employee turnover as movement across an organization's boundaries and discusses types of turnover like voluntary, involuntary, avoidable and unavoidable. High turnover can negatively impact organizations through costs of recruitment, training and operational disruption. However, turnover can also have positive impacts like increased performance. The document then discusses strategies organizations can use to improve employee retention like competitive pay, training opportunities, work-life balance and career development programs.
Questionnaire on Employee Turnover
The document is a 17 question questionnaire about employee turnover and its effects on purchase behavior. It asks respondents for their gender, age, department, tenure at their bank, satisfaction with their job, feelings of freedom at work, number of promotions received, sufficiency of salary and incentives, most important employment factors, reason for leaving previous jobs, plans to stay with current employer, factors influencing decisions to leave jobs, boss's encouragement, workload compared to rewards, training received, career counseling provided, and satisfaction with organizational culture. Respondents are assured their answers will remain confidential.
Understanding Employee Turnover
In this webinar you will develop an understanding of how to calculate employee turnover, as well as learn why employee turnover is an important metric in managing your employees. We will cover how to develop and implement employee retention strategies in order to protect you from high turn over costs.
7 Companies Give Their #1 Tip For Reducing Employee Turnover
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
Employee turnover and maximizing staff retention
This presentation examines the reasons for staff turnover, identifies the costs to the business of this turnover and gives practical tips to maximize staff retention.
Best Practices in Managing Employee Turnover
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
How to Manage Employee Turnover
Not sure why employees keep leaving your organization? Check out these interesting stats on turnover and how to manage it so that you keep your best of best talent and attract even more.
Employee Turnover
This document discusses employee turnover at Company X bank. It provides background on the company's mission, vision, values, and goals. It then reviews literature on defining turnover and its types. Key factors that affect turnover are identified as job-related like lack of recognition, and organizational like weak communication. Effects of turnover on costs and customer service are noted. Methods to measure and minimize turnover are outlined. Specific data on Company X shows an annual turnover ratio of 16%, mainly in middle management. Promotion opportunities and management issues are primary reasons. Analysis of exit interviews and satisfaction surveys helps identify costs of turnover and issues. Recommendations are made to offer advancement, benefits, training, and improve leadership and reviews to reduce turnover.
employee turnover-slideshare- by chandan jha
The document discusses employee turnover and reasons why employees leave organizations. It defines employee turnover and notes that measuring it can help employers understand reasons for turnover and estimate hiring costs. Several reasons for employee turnover are then discussed, including salary issues, lack of career advancement opportunities, workplace stress, conflicts with managers or coworkers, and personal reasons like relocating for family. The document stresses the importance of managers developing good relationships with employees and addressing issues like workload, promotions, and office politics in order to retain top talent.
Causes of employee turnover Research
This document discusses factors that affect employee turnover. It summarizes a research paper on how organizational culture, pay scale, evaluation practices, and tension relate to employee turnover. The paper aims to show that these factors directly or indirectly influence turnover. It outlines the research objectives, significance, hypotheses, model, and methodology used, which included collecting secondary data and using descriptive analysis. Limitations of the study are also noted.
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1. A queue is a first-in, first-out (FIFO) data structure where items are inserted at the rear of the queue and deleted from the front.
2. Queues can be implemented using arrays or linked lists, with operations including enqueue to add an item to the rear, and dequeue to remove an item from the front.
3. Queues have many applications where processing or accessing data in a first-come, first-served order is important, such as in operating systems, communication software, and printing.
Application of Stacks
The document discusses stacks and converting expressions between infix, postfix, and prefix notation. It provides examples and algorithms for converting infix expressions to postfix. The algorithms involve using an operator stack to determine the order of operations based on precedence rules. Operands are added to the output string and operators are pushed to the stack or popped and added to the output string based on their precedence.
Algo>Stacks
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Analysis of Algorithum
The document discusses algorithm analysis and asymptotic analysis. It introduces key concepts like best case, worst case, and average case running times. It explains that worst case analysis is most important and easiest to analyze. The document covers analyzing algorithms using pseudocode, counting primitive operations, and determining asymptotic running time using Big-O notation. Examples are provided to illustrate these concepts, including analyzing algorithms for finding the maximum element in an array and computing prefix averages.
Algo>ADT list & linked list
This document discusses linked lists and their implementation. It begins by defining a list as a sequence of zero or more elements of a given type that can be linearly ordered. Linked lists are introduced as a flexible data structure that uses nodes connected by pointers to dynamically allocate elements in memory. The key operations on linked lists are described, including appending, traversing, inserting, deleting nodes. Code examples are provided to implement these operations using a ListNode struct containing a data element and pointer to the next node. Functions like appendNode and displayList are demonstrated, with appendNode adding to the end of the list and displayList traversing the list to output each element.
Algo>Arrays
Arrays are ordered sets of elements of the same type that allow direct access to each element through an index. In C++, arrays have a fixed size that is declared, with elements accessed using square brackets and integers representing their position. Multidimensional arrays arrange data in tables and can be thought of as arrays of arrays. Elements are accessed using multiple indices separated by commas within the brackets.
Algo>Abstract data type
Abstract data types (ADTs) define a data type in terms of its possible values and operations, independent of implementation details. An ADT consists of a logical form defining the data items and operations, and a physical form comprising the data structures and algorithms that implement it. Simple data types like integers and characters are ADTs with basic storage structures like memory locations and operations implemented by hardware/software. More complex ADTs require user-defined data structures to organize data in memory or files along with subroutines implementing each operation.
Algorithum Analysis
This chapter discusses algorithm analysis and asymptotic analysis of functions. It introduces the Big-O, Theta, little-o, and little-omega notations for classifying algorithms by their growth rates. Functions can have the same rate of growth (Theta), a slower rate (little-o), or a faster rate (little-omega). Rules are provided for manipulating Big-O expressions, and typical time complexities like constant, logarithmic, linear, quadratic, and exponential functions are covered.
Sorting algorithums > Data Structures & Algorithums
The document discusses sorting algorithms including bubble sort, selection sort, insertion sort, and merge sort. It provides pseudocode and explanations of how each algorithm works. Bubble sort, selection sort, and insertion sort have O(n2) runtime and are best for small datasets, while merge sort uses a divide-and-conquer approach to sort arrays with O(n log n) runtime, making it more efficient for large datasets. Radix sort is also discussed as an alternative sorting method that is optimized for certain data types.
Sorting algos > Data Structures & Algorithums
The document describes the merge sort algorithm. Merge sort is a sorting algorithm that works by dividing an unsorted list into halves, recursively sorting each half, and then merging the sorted halves into one sorted list. It has the following steps:
1. Divide: Partition the input list into equal halves.
2. Conquer: Recursively sort each half by repeating steps 1 and 2.
3. Combine: Merge the sorted halves into one sorted output list.
The algorithm has a runtime of O(n log n), making it an efficient sorting algorithm for large data sets. An example execution is shown step-by-step to demonstrate how merge sort partitions, recursively sorts, and merges sublists to produce
Huffman > Data Structures & Algorithums
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Questionnaire on Employee Turnover
The document is a 17 question questionnaire about employee turnover and its effects on purchase behavior. It asks respondents for their gender, age, department, tenure at their bank, satisfaction with their job, feelings of freedom at work, number of promotions received, sufficiency of salary and incentives, most important employment factors, reason for leaving previous jobs, plans to stay with current employer, factors influencing decisions to leave jobs, boss's encouragement, workload compared to rewards, training received, career counseling provided, and satisfaction with organizational culture. Respondents are assured their answers will remain confidential.
Understanding Employee Turnover
In this webinar you will develop an understanding of how to calculate employee turnover, as well as learn why employee turnover is an important metric in managing your employees. We will cover how to develop and implement employee retention strategies in order to protect you from high turn over costs.
7 Companies Give Their #1 Tip For Reducing Employee Turnover
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
Employee turnover and maximizing staff retention
This presentation examines the reasons for staff turnover, identifies the costs to the business of this turnover and gives practical tips to maximize staff retention.
Best Practices in Managing Employee Turnover
You spend too much time and energy to get the right people on your team to just stop worrying about them once they're on. This slideshare looks at employee turnover and how you can minimize it.
How to Manage Employee Turnover
Not sure why employees keep leaving your organization? Check out these interesting stats on turnover and how to manage it so that you keep your best of best talent and attract even more.
Employee Turnover
This document discusses employee turnover at Company X bank. It provides background on the company's mission, vision, values, and goals. It then reviews literature on defining turnover and its types. Key factors that affect turnover are identified as job-related like lack of recognition, and organizational like weak communication. Effects of turnover on costs and customer service are noted. Methods to measure and minimize turnover are outlined. Specific data on Company X shows an annual turnover ratio of 16%, mainly in middle management. Promotion opportunities and management issues are primary reasons. Analysis of exit interviews and satisfaction surveys helps identify costs of turnover and issues. Recommendations are made to offer advancement, benefits, training, and improve leadership and reviews to reduce turnover.
employee turnover-slideshare- by chandan jha
The document discusses employee turnover and reasons why employees leave organizations. It defines employee turnover and notes that measuring it can help employers understand reasons for turnover and estimate hiring costs. Several reasons for employee turnover are then discussed, including salary issues, lack of career advancement opportunities, workplace stress, conflicts with managers or coworkers, and personal reasons like relocating for family. The document stresses the importance of managers developing good relationships with employees and addressing issues like workload, promotions, and office politics in order to retain top talent.
Causes of employee turnover Research
This document discusses factors that affect employee turnover. It summarizes a research paper on how organizational culture, pay scale, evaluation practices, and tension relate to employee turnover. The paper aims to show that these factors directly or indirectly influence turnover. It outlines the research objectives, significance, hypotheses, model, and methodology used, which included collecting secondary data and using descriptive analysis. Limitations of the study are also noted.
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7 Companies Give Their #1 Tip For Reducing Employee Turnover
7 Companies Give Their #1 Tip For Reducing Employee Turnover
More from Ain-ul-Moiz Khawaja
Algo>Queues
1. A queue is a first-in, first-out (FIFO) data structure where items are inserted at the rear of the queue and deleted from the front.
2. Queues can be implemented using arrays or linked lists, with operations including enqueue to add an item to the rear, and dequeue to remove an item from the front.
3. Queues have many applications where processing or accessing data in a first-come, first-served order is important, such as in operating systems, communication software, and printing.
Application of Stacks
The document discusses stacks and converting expressions between infix, postfix, and prefix notation. It provides examples and algorithms for converting infix expressions to postfix. The algorithms involve using an operator stack to determine the order of operations based on precedence rules. Operands are added to the output string and operators are pushed to the stack or popped and added to the output string based on their precedence.
Algo>Stacks
Stacks are a special type of list where insertions and deletions only occur at one end, called the top. There are two main types - static stacks have a fixed size and are implemented as arrays, while dynamic stacks can grow as needed and are implemented as linked lists. Common stack operations include push to insert at the top, pop to remove from the top, and functions to check if the stack is empty or return the top element. Stacks are useful data structures with LIFO (last in, first out) behavior and have various applications like implementing function call stacks in compilers.
Analysis of Algorithum
The document discusses algorithm analysis and asymptotic analysis. It introduces key concepts like best case, worst case, and average case running times. It explains that worst case analysis is most important and easiest to analyze. The document covers analyzing algorithms using pseudocode, counting primitive operations, and determining asymptotic running time using Big-O notation. Examples are provided to illustrate these concepts, including analyzing algorithms for finding the maximum element in an array and computing prefix averages.
Algo>ADT list & linked list
This document discusses linked lists and their implementation. It begins by defining a list as a sequence of zero or more elements of a given type that can be linearly ordered. Linked lists are introduced as a flexible data structure that uses nodes connected by pointers to dynamically allocate elements in memory. The key operations on linked lists are described, including appending, traversing, inserting, deleting nodes. Code examples are provided to implement these operations using a ListNode struct containing a data element and pointer to the next node. Functions like appendNode and displayList are demonstrated, with appendNode adding to the end of the list and displayList traversing the list to output each element.
Algo>Arrays
Arrays are ordered sets of elements of the same type that allow direct access to each element through an index. In C++, arrays have a fixed size that is declared, with elements accessed using square brackets and integers representing their position. Multidimensional arrays arrange data in tables and can be thought of as arrays of arrays. Elements are accessed using multiple indices separated by commas within the brackets.
Algo>Abstract data type
Abstract data types (ADTs) define a data type in terms of its possible values and operations, independent of implementation details. An ADT consists of a logical form defining the data items and operations, and a physical form comprising the data structures and algorithms that implement it. Simple data types like integers and characters are ADTs with basic storage structures like memory locations and operations implemented by hardware/software. More complex ADTs require user-defined data structures to organize data in memory or files along with subroutines implementing each operation.
Algorithum Analysis
This chapter discusses algorithm analysis and asymptotic analysis of functions. It introduces the Big-O, Theta, little-o, and little-omega notations for classifying algorithms by their growth rates. Functions can have the same rate of growth (Theta), a slower rate (little-o), or a faster rate (little-omega). Rules are provided for manipulating Big-O expressions, and typical time complexities like constant, logarithmic, linear, quadratic, and exponential functions are covered.
Sorting algorithums > Data Structures & Algorithums
The document discusses sorting algorithms including bubble sort, selection sort, insertion sort, and merge sort. It provides pseudocode and explanations of how each algorithm works. Bubble sort, selection sort, and insertion sort have O(n2) runtime and are best for small datasets, while merge sort uses a divide-and-conquer approach to sort arrays with O(n log n) runtime, making it more efficient for large datasets. Radix sort is also discussed as an alternative sorting method that is optimized for certain data types.
Sorting algos > Data Structures & Algorithums
The document describes the merge sort algorithm. Merge sort is a sorting algorithm that works by dividing an unsorted list into halves, recursively sorting each half, and then merging the sorted halves into one sorted list. It has the following steps:
1. Divide: Partition the input list into equal halves.
2. Conquer: Recursively sort each half by repeating steps 1 and 2.
3. Combine: Merge the sorted halves into one sorted output list.
The algorithm has a runtime of O(n log n), making it an efficient sorting algorithm for large data sets. An example execution is shown step-by-step to demonstrate how merge sort partitions, recursively sorts, and merges sublists to produce
Huffman > Data Structures & Algorithums
Huffman coding is a data compression technique that uses variable-length code words to encode characters based on their frequency of occurrence. It involves building a Huffman tree from character frequencies, assigning code words by traversing the tree, and encoding the text. This results in more common characters having shorter code words, reducing the number of bits needed and allowing for smaller file sizes compared to fixed-length encodings like ASCII.
Graphs > Discrete structures , Data Structures & Algorithums
The document describes Prim's algorithm for finding a minimum spanning tree (MST) in a weighted, undirected graph. Prim's algorithm is a greedy algorithm that grows the MST by iteratively adding the closest vertex to the tree. It starts with a single vertex and adds the neighboring vertex with the lowest weight edge until all vertices are included in the tree. Pseudocode is provided to illustrate the steps of Prim's algorithm, which initializes all vertex keys to infinity except the starting vertex, then extracts the minimum key vertex and updates neighboring vertex keys if a lower weight edge is found. Examples are shown applying Prim's algorithm to find the MST of a sample graph.
Data Structures & Algorithms
This document discusses data structures and their importance in computer programming. It defines a data structure as a scheme for organizing related data that considers both the items stored and their relationships. Data structures are used to store data efficiently and allow for operations like searching and modifying the data. The document outlines common data structure types like arrays, lists, matrices, and linked lists. It also discusses abstract data types and how they are implemented through data structures. The goals of the course are to learn commonly used data structures and how to measure the costs and benefits of different structures.
Turn over
Employee turnover is defined as the movement of employees in and out of an organization. It is measured by taking the number of employees who leave in a year and dividing it by the average number of employees. There are different types of turnover, including voluntary, involuntary, functional, dysfunctional, controllable, and uncontrollable. When employees leave, it can negatively impact an organization through a loss in productivity, costs associated with replacing employees, and lowered employee morale.
Attribution Theories
Attribution theory seeks to explain how and why people make causal attributions about the behavior of others. When an employee does an unsatisfactory job, the manager will use attribution theory to form a judgment. The manager will consider various perspectives, including the employee's background and experiences (selective perception), one-sided characteristics (halo effect), performance relative to others (contrast effect), and stereotypes. An effective manager makes decisions through a directive style, understanding the context around the unsatisfactory outcome, gathering information from others, and focusing on helping the employee improve rather than just the outcome. The manager's judgment and decision can impact the employee's future job performance.
Attribution Theory
Attribution theory examines how people explain the causes of behavior. There are two types of attribution theory: internal attribution theory, which attributes a person's behavior to internal characteristics like ability or effort, and external attribution theory, which attributes behavior to outside factors such as other people or circumstances. Managers make attributions about employees' job performance through selective perception, only seeing certain attributes, and through halo and contrast effects, where they judge employees based on one trait or in comparison to others. Proper attribution is important for managers since their judgments guide decision-making that impacts employees.
Absenteeism
Absenteeism refers to regularly being absent from work or other obligations without good reason. There are two types of absenteeism: voluntary and involuntary. Involuntary absenteeism involves being absent due to unavoidable reasons like illness or family emergencies. Voluntary absenteeism is deliberate absence without a valid excuse. Employers measure absenteeism by tracking the number of days lost to absence over time. Controlling voluntary absenteeism involves disciplinary approaches, positive reinforcement, or combination approaches, as well as no fault policies and paid time off programs.
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Authentically Social by Corey Perlman - EO Puerto RicoCorey Perlman, Social Media Speaker and Consultant
Social media for business Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
-- June 2024 is National Volunteer Month --
Check out our June display of books on voluntary organisations
一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
ModelingMarketingStrategiesMKS.CollumbiaUniversitypdf
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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- 1. Presentation Of HRM • Name: Ain-ul-Moiz Khawaja • Class : BSSE-2(Evening) • Submitted To: Sir COL Sayal
- 3. What is Turnover? • Definition:Process in which employee leave the organization and have to be replaced.
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