The document discusses various types of job interviews, including structured interviews, behavioral interviews, and situational interviews. It also discusses potential biases and errors that can occur during interviews, such as first impressions bias, misunderstanding the job, and candidate order errors. The document provides tips for both interviewers and interviewees, such as asking job-related questions, preparing for the interview, making a good first impression, and following up after the interview.
The document discusses five forces that shape industry competition: threat of new entrants, threat of substitutes, bargaining power of suppliers, bargaining power of buyers, and intensity of rivalry among existing competitors. It notes that each force is determined by various factors and that the five forces framework provides an analysis of industry attractiveness and competitive intensity.
This document provides a catalog of audiovisual equipment including projectors, screens, displays, computers, printers, video and audio equipment, microphones, mixers, and more. It includes descriptions of specific models along with their key features and specifications. Brands featured include Panasonic, Apple, HP, JBL, Shure, DBX, Gentner, and more. The document is organized by equipment type and provides over 50 pages of options for building out an AV system.
Strategic human resource management involves using employees to gain a competitive advantage. Core competencies are unique capabilities that create value, such as organizational culture, productivity, and quality products/services. Human resource planning involves forecasting supply and demand of human resources based on the organization's strategic plan. Effectiveness is assessed using metrics like costs, turnover, and benchmarks compared to best practices. HR information systems integrate data for decision-making.
Human resource management involves designing formal systems to ensure effective use of human talent to accomplish organizational goals. HR managers implement processes and systems to fulfill various roles like administrative, employee advocate, and operational roles. Strategic HR roles include participating in strategic planning, decision making on mergers and acquisitions, and redesigning organizations to enhance performance and account for the financial impact of HR activities.
16. 战略的提出、评估和选择
优势-劣势-机会-威胁矩阵
The Strengths-Weaknesses-Opportunities-Threats (SWOT) Matrix
战略地位与行动评价矩阵
The Strategic Position and Action Evaluation (SPACE) Matrix
波士顿咨询集团矩阵
The Boston Consulting Group (BCG) Matrix
内部-外部矩阵
The Internal-External (IE) Matrix
大战略矩阵
The Grand Strategy Matrix
定量战略计划矩阵
The Quantitative Strategic Planning Matrix (QSPM)
恒瑞行传播集团 15
17. 战略的提出、评估和选择
优势-劣势-机会-威胁矩阵
The Strengths-Weaknesses-Opportunities-Threats (SWOT) Matrix
战略地位与行动评价矩阵
The Strategic Position and Action Evaluation (SPACE) Matrix
波士顿咨询集团矩阵
The Boston Consulting Group (BCG) Matrix
内部-外部矩阵
The Internal-External (IE) Matrix
大战略矩阵
The Grand Strategy Matrix
定量战略计划矩阵
The Quantitative Strategic Planning Matrix (QSPM)
恒瑞行传播集团 16
20. 战略的提出、评估和选择
优势-劣势-机会-威胁矩阵
The Strengths-Weaknesses-Opportunities-Threats (SWOT) Matrix
战略地位与行动评价矩阵
The Strategic Position and Action Evaluation (SPACE) Matrix
波士顿咨询集团矩阵
The Boston Consulting Group (BCG) Matrix
内部-外部矩阵
The Internal-External (IE) Matrix
大战略矩阵
The Grand Strategy Matrix
定量战略计划矩阵
The Quantitative Strategic Planning Matrix (QSPM)
恒瑞行传播集团 19