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Employer Branding Issues in Emerging Markets (North Asia)
This document discusses employer branding challenges for multinational companies in emerging markets like China. Less than 20% of companies have a clear global employer branding strategy, and most do not have an employer brand manager. Consumer behavior and brand loyalty are different in China - people may not know global brands and perceive them as only selling locally. This can create a perception that the most interesting work is not done locally and that the company only sees the market as a way to exploit for profits. The document provides recommendations for multinationals to better understand local cultures and communication styles, such as localizing the brand, empowering local teams, understanding concepts like "saving face", and learning how social networks differ from Western platforms.
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Florida presentation
This document summarizes an investment opportunity to purchase distressed real estate properties in Florida at below-market prices. It describes how the company has assembled a portfolio of quality homes in Cape Coral and Lehigh Acres that offer high rental yields and appreciation potential as the market recovers. Financial projections show investors could expect returns exceeding typical market returns through rental income and value growth within a few years.
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Employer Branding Issues in Emerging Markets (North Asia)
This document discusses employer branding challenges for multinational companies in emerging markets like China. Less than 20% of companies have a clear global employer branding strategy, and most do not have an employer brand manager. Consumer behavior and brand loyalty are different in China - people may not know global brands and perceive them as only selling locally. This can create a perception that the most interesting work is not done locally and that the company only sees the market as a way to exploit for profits. The document provides recommendations for multinationals to better understand local cultures and communication styles, such as localizing the brand, empowering local teams, understanding concepts like "saving face", and learning how social networks differ from Western platforms.
Florida presentation
This document summarizes an investment opportunity to purchase distressed real estate properties in Florida at discounted prices. It describes how the company has assembled a portfolio of quality homes in Cape Coral and Lehigh Acres that are rented out, providing monthly income. It is estimated that as the housing market recovers, the properties will appreciate in value significantly beyond rental returns, delivering high overall returns to investors. Floor plans, amenities and market statistics are provided to demonstrate the investment characteristics.
VBS Training
This document provides details for a Vacation Bible School (VBS) training session, including:
1) An overview of the schedule and activities for the VBS, which includes registration, opening ceremonies, songs, skits, snacks, bible lessons, crafts, lunch, nap/song time, games, and closing.
2) Assignments for volunteer leaders to assist with various activities like food, music, crafts, and registration.
3) Details on classroom assignments and locations for different age groups.
4) Guidelines for volunteer leaders to connect with kids, help where needed as a team, and take breaks as required.
Florida presentation
This document summarizes an investment opportunity to purchase distressed real estate properties in Florida at below-market prices. It describes how the company has assembled a portfolio of quality homes in Cape Coral and Lehigh Acres that offer high rental yields and appreciation potential as the market recovers. Financial projections show investors could expect returns exceeding typical market returns through rental income and value growth within a few years.
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Employer branding and Emerging Markets
This document discusses employer branding challenges for multinational companies in emerging markets like China. Less than 20% of companies have a clear global employer branding strategy, and most do not have an employer brand manager. Consumer behavior and brand loyalty are different in China - people may not know global brands and perceive them as only for the Chinese market. This can create a perception that the most interesting work is not done locally and that the company only sees the market as one to exploit. The document offers suggestions for overcoming these challenges, such as localizing the brand, understanding local social networks and cultures, and working with local teams to develop effective strategies.
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O documento lista nomes de lugares e pessoas como Prince Horlando, Pepito, La Torre de la Bastilla, Monte Horeb, e Goede Estado. Foi escrito em espanhol e alemão e inclui datas como 2006 e referências a locais como a Praça de Touros.
Employer branding and Emerging Markets
This document discusses employer branding challenges for multinational companies in emerging markets like China. Less than 20% of companies have a clear global employer branding strategy, and most do not have an employer brand manager. Consumer behavior and brand loyalty are different in China - people may not know global brands and perceive them as only for the Chinese market. This can create a perception that the most interesting work is not done locally and that the company only sees the market as one to exploit. The document offers suggestions for overcoming these challenges, such as localizing the brand, understanding local social networks and cultures, and working with local teams to develop effective strategies.
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G4S is one of the world's largest private employers with over 650,000 employees in 125+ countries. It developed a unique direct resourcing strategy and global career center technology to help fill over 200,000 positions annually. This included aggregating all job postings, resumes, and social media recruitment onto one platform to reduce costs and improve the hiring process across its many subsidiaries. The new system was praised by job seekers for being easy to use and allowed the company to directly fill most vacancies at a 75% cost savings compared to external agencies.
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