Recruitment briefing
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Recruitment involves attracting suitable candidates for open positions using various techniques. Internal recruitment focuses on promoting or transferring current employees, while external recruitment considers outside candidates. Common recruitment sources include internal employee referrals, external employment agencies, educational institutions, and advertising through media like newspapers, radio, television, and professional networks on the internet.
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Recruitment
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Recruitment
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Recruitment
It is a process of identifying, attracting, interviewing ,selecting ,hiring employees..it is a part of human resources.
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Recruitment involves finding potential job applicants to fill current and future openings in an organization. It is a process of discovering sources of candidates and encouraging them to apply. There are internal sources within the existing workforce, like promotions, and external sources from outside, like new graduates. Internal recruiting has benefits like improving employee morale but can lead to stagnation, while external recruiting brings new skills and diversity but risks losing experienced staff. Common recruitment methods include direct approaches like campus recruiting, indirect methods like job advertisements, and third parties such as employment agencies. The best approach considers a combination of internal and external options.
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this PPT covers topics- Different and effective ways of recruitment, recruitment using social media and how to get referrals on LinkedIn.
Recruitment process
The document discusses recruitment, which it defines as the process of searching for prospective employees and encouraging them to apply for jobs. It identifies two main sources of recruitment: internal sources which include current employees; and external sources which are outside the organization, such as new labor force entrants, the unemployed, retired persons, and others not in the labor force. The document also outlines various recruitment techniques used by organizations, including direct methods like campus recruitment, indirect methods like newspaper advertisements, and modern recruitment methods that use technologies like e-recruitment to address traditional challenges.
Recruitment
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This document discusses recruitment and selection as core HR activities. It defines recruitment as finding applicants with the right skills, knowledge, and abilities to fit an organization's values and culture. The recruitment process involves attracting potential candidates through sources like current employees, advertisements, employment agencies, and networking. New methods of recruitment using technology like e-recruitment and talent acquisition on social media platforms are also covered. Factors influencing recruitment include the organization's size, policies, image and the external labor market. The importance of recruitment is to identify current and future skill needs and enhance organizational effectiveness.
Recruitment process at Bharti Airtel
Human resources refer to the individuals who comprise an organization's workforce. HR departments typically handle recruitment, compensation, training, and other employee-related matters. Recruitment involves attracting, screening, and selecting qualified applicants for jobs. It is influenced by factors like strategic plans, organizational policies, and recruitment criteria. Sources of recruitment can be internal, like promotions or transfers, or external, such as advertisements or employment agencies. The selection process includes steps like application reviews, interviews, background checks, and final selection. Effective recruitment and selection are important for organizations to hire suitable candidates and achieve their goals.
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MBA SEM 3 |HR PAPER 1| MODULE 4 PART 1| RECRUITING & SELECTING HUMAN RESOURCES|
MANPOWER PLANNING , RECRUITMENT & SELECTION|
RTMNU NAGPUR UNIVERSITY
By Jayanti R Pande
Free notes by Jayanti Pande
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Jayanti Pande notes
Jayanti Pande HR Notes
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and details the typical steps in human resource planning including internal investigation of needs and external research of available candidates. Common recruitment techniques are described such as using internal promotions or external sources like employment agencies, educational institutions, job fairs, and professional social networks. New trends in recruitment utilizing online tools are also mentioned.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and notes that internal investigation determines needs while external research identifies recruitment sources. The recruitment process involves using techniques like internal transfers, external candidates, colleges/universities, and other sources. New trends include establishing relationships through online professional networks and social media.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and notes that internal investigation determines needs while external research identifies recruitment sources. The recruitment process involves using techniques like internal transfers, external candidates, colleges/universities, and other sources. New trends include establishing relationships through online professional networks and social media.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and notes that internal investigation determines needs while external research identifies recruitment sources. The recruitment process involves using techniques like internal transfers, external candidates, colleges/universities, and other sources. New trends include establishing relationships through online professional networks and social media.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and notes that internal investigation determines needs while external research identifies recruitment sources. The recruitment process involves using techniques like internal transfers, external candidates, colleges/universities, and other sources. New trends include establishing relationships through online professional networks and social media.
Recruitment iving
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and details the typical steps in human resource planning including internal investigation of needs and external research of available candidates. Common recruitment techniques are described such as using internal promotions or external sources like employment agencies, educational institutions, job fairs, and professional social networks. New trends in recruitment utilizing online tools are also mentioned.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and details the typical steps in recruitment including internal investigation of needs and external research of available candidates. Common recruitment techniques are described such as using internal promotions, external candidates, colleges and other companies. Recruitment sources like employment agencies, job fairs, and professional networks are also summarized. The document notes that new recruitment trends involve establishing relationships through interactive online tools and social media.
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Mafer interview
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Recruitment
This document discusses recruitment techniques and processes. It defines recruitment as the set of procedures used to attract suitable candidates to fill positions in an organization. The recruitment process begins with searching for candidates and ends when applications are received. There are internal recruitment methods which fill vacancies with current employees, and external recruitment which attracts new candidates from outside the organization. The document also outlines various recruitment sources and techniques including job boards, agencies, universities, job fairs, and professional social networks. It notes that new recruiting trends involve interacting with candidates on the web through profiles, networking, and social media.
Recruitment
This document discusses recruitment techniques and processes. It defines recruitment as the set of procedures used to attract suitable candidates to fill positions in an organization. The recruitment process begins with searching for candidates and ends when applications are received. There are internal recruitment methods which fill vacancies with current employees, and external recruitment which attracts new candidates from outside the organization. The document also outlines various recruitment sources and techniques including job boards, agencies, universities, job fairs, and professional social networks. It notes that new recruiting trends involve interacting with candidates on the web through profiles, networking, and social media.
Recruitment
It is a process of identifying, attracting, interviewing ,selecting ,hiring employees..it is a part of human resources.
sachin agrawal roopak law.pptx
Recruitment involves finding potential job applicants to fill current and future openings in an organization. It is a process of discovering sources of candidates and encouraging them to apply. There are internal sources within the existing workforce, like promotions, and external sources from outside, like new graduates. Internal recruiting has benefits like improving employee morale but can lead to stagnation, while external recruiting brings new skills and diversity but risks losing experienced staff. Common recruitment methods include direct approaches like campus recruiting, indirect methods like job advertisements, and third parties such as employment agencies. The best approach considers a combination of internal and external options.
Unit 2 HRP
Human resource planning identifies an organization's current and future human resource needs. It ensures the right employees are recruited in the right quantities at the right time. The process involves job analysis to understand job requirements, designing jobs, recruitment and selection of candidates, and induction training for new hires. Effective human resource planning links human resource management to an organization's overall strategic plan.
Recruitment article and posts
this PPT covers topics- Different and effective ways of recruitment, recruitment using social media and how to get referrals on LinkedIn.
Recruitment process
The document discusses recruitment, which it defines as the process of searching for prospective employees and encouraging them to apply for jobs. It identifies two main sources of recruitment: internal sources which include current employees; and external sources which are outside the organization, such as new labor force entrants, the unemployed, retired persons, and others not in the labor force. The document also outlines various recruitment techniques used by organizations, including direct methods like campus recruitment, indirect methods like newspaper advertisements, and modern recruitment methods that use technologies like e-recruitment to address traditional challenges.
Recruitment
Recruitment refers to the process of finding and attracting job applicants. It is affected by both internal factors an organization can control, like its recruitment policies and human resource planning, as well as external factors outside its control, like the labor market and political environment. The recruitment process typically involves identifying a vacancy, developing a job description, locating candidates from sources like employee referrals, job boards, or colleges, screening applicants, interviewing candidates, and making a hiring decision.
Recruitment with case study on bhel
This document provides an overview of modern recruitment methods used by Bharat Heavy Electricals Limited (BHEL). It discusses both internal recruitment sources like promotions and referrals, as well as external sources such as employment agencies, educational institutions, job fairs, digital platforms, and consultants. The case study then focuses specifically on the recruitment methods used by BHEL, including utilizing internal sources before exploring options like consultants, vocational schools, applications from casual or walk-in candidates, and coordinating with trade unions.
T 4 - Recruiting Employees.ppt
This document discusses various methods for recruiting employees, including internal and external sources. Internal recruitment sources include job posting and employee referrals. External sources discussed are advertising, employment agencies, temporary help agencies, campus recruiting, and employee referrals. The effectiveness of different recruitment methods is also examined in some studies. Recruitment aims to attract a pool of qualified candidates to fill job vacancies by determining human resource needs and analyzing job requirements.
Chapter 2 Recrutiment & selection.To study and explain employee acquisition a...
This document discusses recruitment and selection as core HR activities. It defines recruitment as finding applicants with the right skills, knowledge, and abilities to fit an organization's values and culture. The recruitment process involves attracting potential candidates through sources like current employees, advertisements, employment agencies, and networking. New methods of recruitment using technology like e-recruitment and talent acquisition on social media platforms are also covered. Factors influencing recruitment include the organization's size, policies, image and the external labor market. The importance of recruitment is to identify current and future skill needs and enhance organizational effectiveness.
Recruitment process at Bharti Airtel
Human resources refer to the individuals who comprise an organization's workforce. HR departments typically handle recruitment, compensation, training, and other employee-related matters. Recruitment involves attracting, screening, and selecting qualified applicants for jobs. It is influenced by factors like strategic plans, organizational policies, and recruitment criteria. Sources of recruitment can be internal, like promotions or transfers, or external, such as advertisements or employment agencies. The selection process includes steps like application reviews, interviews, background checks, and final selection. Effective recruitment and selection are important for organizations to hire suitable candidates and achieve their goals.
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MANPOWER PLANNING , RECRUITMENT & SELECTION|
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By Jayanti R Pande
Free notes by Jayanti Pande
MBA Notes by Jayanti Pande
JRP Notes
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Jayanti Pande HR Notes
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The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and details the typical steps in human resource planning including internal investigation of needs and external research of available candidates. Common recruitment techniques are described such as using internal promotions or external sources like employment agencies, educational institutions, job fairs, and professional social networks. New trends in recruitment utilizing online tools are also mentioned.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and notes that internal investigation determines needs while external research identifies recruitment sources. The recruitment process involves using techniques like internal transfers, external candidates, colleges/universities, and other sources. New trends include establishing relationships through online professional networks and social media.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and notes that internal investigation determines needs while external research identifies recruitment sources. The recruitment process involves using techniques like internal transfers, external candidates, colleges/universities, and other sources. New trends include establishing relationships through online professional networks and social media.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and notes that internal investigation determines needs while external research identifies recruitment sources. The recruitment process involves using techniques like internal transfers, external candidates, colleges/universities, and other sources. New trends include establishing relationships through online professional networks and social media.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and notes that internal investigation determines needs while external research identifies recruitment sources. The recruitment process involves using techniques like internal transfers, external candidates, colleges/universities, and other sources. New trends include establishing relationships through online professional networks and social media.
Recruitment iving
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and details the typical steps in human resource planning including internal investigation of needs and external research of available candidates. Common recruitment techniques are described such as using internal promotions or external sources like employment agencies, educational institutions, job fairs, and professional social networks. New trends in recruitment utilizing online tools are also mentioned.
Recruitment
The document discusses recruitment, which is defined as the process of attracting suitable candidates for open positions. It outlines the relationship between organizations and the labor market, and details the typical steps in recruitment including internal investigation of needs and external research of available candidates. Common recruitment techniques are described such as using internal promotions, external candidates, colleges and other companies. Recruitment sources like employment agencies, job fairs, and professional networks are also summarized. The document notes that new recruitment trends involve establishing relationships through interactive online tools and social media.
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Quizz
Human Capital refers to the knowledge, skills, abilities and other attributes in people that are valuable to an organization. It is represented in the intellectual capital chart along with structural capital and customer capital. The total value chart shows how application of human capital, structural capital and customer capital contribute to the total value of an organization. The document provided is an employment application form seeking personal and educational details of an applicant as well as job history, references and health information.
Mafer interview
The document discusses the importance of job interviews in the hiring process and best practices for conducting effective interviews. It notes that structured interviews following a standardized format are more reliable and valid than unstructured interviews. It also recommends training interviewers to minimize biases, ask relevant questions, evaluate candidates consistently based on job requirements, and avoid making quick judgments. Specific tips for job seekers include preparing a simple but complete resume, being honest, maintaining eye contact, and emphasizing one's values and potential contributions to the employer.
Training
The document discusses the benefits of training for organizations and employees. It states that training improves worker qualities and productivity, leading to greater profits for companies. The training programs provide knowledge to allow workers to perform their jobs and solve problems. Some key benefits of training mentioned are higher profitability, improved job knowledge at all levels, faster decision making, and the development of leaders. The objectives of training are to increase productivity, quality, indirect benefits like remuneration, prevent obsolescence, and support personal development.
TESTING
Tests are used to assess qualities and characteristics that can predict job performance. To be useful, tests must be standardized, reliable by providing similar results over multiple administrations, and valid by reflecting performance on the job. There are several types of tests used in hiring such as general knowledge tests related to the position, oral and written tests, performance tests, and psychological tests assessing abilities, intelligence, and personality. Research is also conducted to check an applicant's job history, family background, criminal history, economic conditions, and references. A medical exam evaluates an applicant's physical health and ability to perform job duties without risk of injury.
Ppp testing original
Tests are used to assess qualities and characteristics through observation and classification. To be useful, tests must be standardized, reliable, and valid. There are oral, written, and performance tests, as well as aptitude, intelligence, and personality tests administered by psychologists. Personality tests are commonly used by human resources departments. Background research checks an applicant's job history, family history, economic conditions, and recommendation letters. Medical exams check for contagious diseases, normal senses, and defects that could cause accidents to determine if a candidate is suitable for a job. Interviews are also part of the testing process.
Reference check and background
This document discusses reference checks and background checks that employers conduct during the hiring process. It defines reference checks as contacting past employers, schools, and colleges to learn more about an applicant's job history and qualifications. It provides sample reference check questions employers may ask. Background checks verify details on a resume like dates of employment, education, and can include credit checks and criminal history checks. The document advises being truthful on applications and preparing for potential questions to avoid issues if inconsistencies are found during the verification process.
Performance appraisal
Performance appraisals evaluate an employee's job performance in terms of quality, quantity, cost, and time, as determined by their manager or supervisor. It involves analyzing an employee's recent work, strengths/weaknesses, and potential for promotion or further training. Performance appraisals are linked to material outcomes, as poor performance may result in a pay cut, while excellent performance leads to a pay rise. However, using appraisals to justify rewards and penalties is uncertain and controversial. Generally, appraisals aim to provide feedback, identify training needs, document criteria for organizational rewards, and inform personnel decisions and development. Common appraisal methods include numerical ratings, multi-source feedback, behavioral observations, and behaviorally anchored scales.
Reference check and background
This document discusses reference checks and background checks that employers conduct during the hiring process. It defines reference checks as contacting past employers, schools, and colleges to learn more about an applicant's job history and qualifications. It provides sample reference check questions employers may ask. Background checks verify details on a resume like dates of employment, education, and can include credit checks and criminal history checks. The document advises being truthful on applications and preparing for potential questions to avoid issues if inconsistencies are found during the verification process.
Performance appraisal
This document discusses performance appraisal methods in human resources. It examines ways to evaluate employees' quality, quantity, cost and time contributions and analyze successes, failures, strengths and weaknesses. The objectives of performance appraisals are to provide feedback, identify needs, form a basis for communication, and enable improvement. Popular appraisal methods include numerical rating systems, 360-degree feedback, management by objectives, behavioral observation scales, and behaviorally anchored rating scales.
What are unions
Unions negotiate collective bargaining agreements or union contracts with employers on behalf of union members. A union contract establishes terms of employment such as wages, benefits, hours, and grievance procedures. It is a legally binding agreement that aims to improve worker status while keeping the employer in business. If employers violate contract terms, unions can file grievances and potentially take disputes to arbitration. The goal of a union contract is to provide consistent rules and protections for all union workers.
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Employee Assistance Programs (EAPs) are benefit programs offered by employers to help employees deal with personal problems affecting their work. EAPs provide support for issues like substance abuse, family/relationship problems, legal/financial concerns, and aging parents. Services are usually free and confidential. Studies show EAPs can lower costs and increase productivity by improving employee health and reducing absenteeism and turnover. However, targets of workplace bullying should be wary of EAPs as managers may view use of EAPs as weakness and some EAP counselors do not properly address bullying by managers. EAPs also may not actually help targets being disciplined or dismissed due to fabricated performance issues resulting from the bullying.
Standard procedure for selecting hospitality industry employees
The document discusses employee selection and the process of comparing job candidates' qualifications to the requirements of an open position. The goal is to maintain or increase organizational efficiency by selecting the most suitable candidates. Selection involves comparing employee characteristics to the job model or standard. There are three main models: model fitting for a single candidate, model selection for multiple candidates and one vacancy, and model classification for multiple candidates and vacancies. Effective selection tools like applications and weighted applications can help predict an applicant's potential workplace success by collecting verifiable background data and determining links to job performance.
10.11.24 employee safety briefing
Management Enhance Employee Safety in the Workplace
The document discusses how companies can enhance employee safety in the workplace. It notes that accidents lead to decreased morale, productivity, and increased costs. To prevent accidents, companies should train employees on hazards, develop safety procedures, and ensure compliance with regulations. Methods to improve safety include safety meetings, committees to address unsafe conditions, and rewards for reducing accidents. Topics to address include emergency plans, personal safety policies, injury procedures, equipment access, and monitoring problematic employees. Overall, companies need to create safety awareness, provide training and protective equipment, and regularly monitor and update safety procedures.
An organizational chart is a visual communication tool
An organizational chart is a visual tool that outlines management control and structure within a company. It shows reporting relationships and relative ranks between positions. Organizational charts are useful for communication, workforce planning, change management, and restructuring. They provide benefits such as displaying basic employee information, making large amounts of data easier to understand visually, and serving as a framework for managing change and planning.
Organization chart
La organización está encabezada por Gabriel Guzman Romero como Gerente General. Reportan directamente a él el Gerente Administrativo y el Chef Ejecutivo. El Chef Ejecutivo supervisa al personal de cocina incluyendo al Chef de Partie y Commis, mientras que el Gerente Administrativo supervisa al Cajero, Maitre, Hostess, Meseros, Runner, Barista y áreas de limpieza, compras y almacén.
Human resources proyect
The document discusses employee orientation and provides steps to make the process faster and more effective. It recommends covering company documents, providing a strategic and cultural overview of the company, introducing the new employee to the team, and cultivating a relationship with the employee. This helps the new hire contribute more quickly by understanding their role and how it fits within the company culture and larger goals.
Job specification
The document discusses job specifications and what they entail. A job specification describes the knowledge, skills, education, experience, and abilities needed to perform a particular job. It includes the required experience such as number of years, skills, knowledge, and characteristics needed based on a job analysis. A sample job specification is provided for a Marketing Manager which outlines the job description, required 10 years of experience including supervising staff, an education requirement of a Bachelor's Degree in Marketing or related field and a Master's preferred, and a list of required skills and knowledge like communication, teamwork, productivity, marketing strategy, and managing campaigns.
Job specification
The document discusses job specifications, which describe the knowledge, skills, education, experience, and abilities needed to perform a particular job. A job specification includes the required experience in years, necessary skills, knowledge, and characteristics based on a job analysis. It also lists the required and preferred education levels such as degrees, training, or certifications. An example is provided of a marketing manager job specification detailing responsibilities, experience requirements, education, skills, knowledge, and characteristics.
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：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、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
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◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
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
Tdasx: In-Depth Analysis of Cryptocurrency Giveaway Scams and Security Strate...
Tdasx: In-Depth Analysis of Cryptocurrency Giveaway Scams and Security Strategies
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After this second you should be able to: Explain the main determinants of demand for any mineral product, and their relative importance; recognise and explain how demand for any product is likely to change with economic activity; recognise and explain the roles of technology and relative prices in influencing demand; be able to explain the differences between the rates of growth of demand for different products.
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NIM is calculated as the difference between interest income earned and interest expenses paid, divided by interest-earning assets.
Importance: NIM serves as a critical measure of a financial institution's profitability and operational efficiency. It reflects how effectively the institution is utilizing its interest-earning assets to generate income while managing interest costs.
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This blog explores the current largest producer of soybean in India and the factors contributing to their dominance.
Earn a passive income with prosocial investing
Invest in prosocial funds that earn you an income while improving the world
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May’s reports showed signs of continued economic growth, said Sam Millette, director, fixed income, in his latest Economic Risk Factor Update.
For more market updates, subscribe to The Independent Market Observer at https://blog.commonwealth.com/independent-market-observer.
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"Does Foreign Direct Investment Negatively Affect Preservation of Culture in the Global South? Case Studies in Thailand and Cambodia."
Do elements of globalization, such as Foreign Direct Investment (FDI), negatively affect the ability of countries in the Global South to preserve their culture? This research aims to answer this question by employing a cross-sectional comparative case study analysis utilizing methods of difference. Thailand and Cambodia are compared as they are in the same region and have a similar culture. The metric of difference between Thailand and Cambodia is their ability to preserve their culture. This ability is operationalized by their respective attitudes towards FDI; Thailand imposes stringent regulations and limitations on FDI while Cambodia does not hesitate to accept most FDI and imposes fewer limitations. The evidence from this study suggests that FDI from globally influential countries with high gross domestic products (GDPs) (e.g. China, U.S.) challenges the ability of countries with lower GDPs (e.g. Cambodia) to protect their culture. Furthermore, the ability, or lack thereof, of the receiving countries to protect their culture is amplified by the existence and implementation of restrictive FDI policies imposed by their governments.
My study abroad in Bali, Indonesia, inspired this research topic as I noticed how globalization is changing the culture of its people. I learned their language and way of life which helped me understand the beauty and importance of cultural preservation. I believe we could all benefit from learning new perspectives as they could help us ideate solutions to contemporary issues and empathize with others.
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What's a worker’s market? Job quality and labour market tightness
What's a worker’s market? Job quality and labour market tightnessLabour Market Information Council | Conseil de l’information sur le marché du travail
In a tight labour market, job-seekers gain bargaining power and leverage it into greater job quality—at least, that’s the conventional wisdom.
Michael, LMIC Economist, presented findings that reveal a weakened relationship between labour market tightness and job quality indicators following the pandemic. Labour market tightness coincided with growth in real wages for only a portion of workers: those in low-wage jobs requiring little education. Several factors—including labour market composition, worker and employer behaviour, and labour market practices—have contributed to the absence of worker benefits. These will be investigated further in future work.How Non-Banking Financial Companies Empower Startups With Venture Debt Financing
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University of North Carolina at Charlotte degree offer diploma Transcript
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Recruitment briefing
- 1. Página 1 Recruitment Briefing Recruitment can be defined as a set of procedures used to attract a sufficient number of suitable candidates for a specific position in a particular organization. There are many recruitment techniques we can use to attract candidates to our job: 1.- Internal The recruitment is internal when particular vacancy to occur, the company tries to fill by relocating employees, which can be promoted or transferred with promotion. 2.- External External recruitment is when the absence particular vacancy, an organization attempts to fill with strangers, for example: external candidates attracted by the techniques of recruitment. Recruitment sources are: Internal (File requests, Union and Recommended) External (Employment Agencies, Job and Educational institutions) Media (Newspaper, radio, televisión and Internet) The new trend is when company-candidate relationship is established by accessing various interactive tools available on the web such as professional networks, twitter, forums and more.