...Adecco Group Adecco Group became a multinational corporation via a merger of Adia and Ecco in 1996; the company is one of several Fortune Global 500 companies, and the world's leading staffing agency that offer clients worldwide Human Resource solutions (Adecco Group, 2014). Adecco Group is headquartered in Zurich-Glattbrugg, Switzerland and operates in over 60 countries and regions; providing employment solutions by staffing individuals in organizations as: temporary or permanent employees (Adecco Group, 2013). The company also helps clients and employees with career changes and talent growth and advancement, as well and outsourcing and consulting services to some of the most well-known large corporations (Adecco, Group, 2013). According to the company’s 2013 financial report, their revenue declined 5% to 19,503 EUR and decreased by 2% in constant currency due to a decline in temporary staffing volume (Adecco, 2014, p. 47). The temporary staffing decline also led to gross profits to decrease by 3% of all 13 segments. Operation strategies are actions that the corporate set to remain competitive in the industry and build brand equity; therefore, Adecco Group’s strategy wants to work alongside associates and clients through every phase of the life cycle. In addition, the Adecco Group conduct audits to make sure each segment are operating efficiently to remain on track through all growth segments and markets while practicing s stringent cost management technique, the Economic...
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...outline and explain the strategic objectives for Adecco Group using the format of a balanced scorecard. The balanced scorecard is a frame work that is used to translate a strategy into operational terms, while providing measures using the following four quadrants; Financial Perspective, Customer Value Perspective, Process or Internal Operations Perspective, and finally Learning and Growth (Employee) Perspective. These objectives are based on an evaluation of a number of potential alternative processes and opportunities that are identified on Adecco’s SWOTT Analysis. Adecco’s financial objective is to achieve an increase in the staffing and placement area of their business. Adecco believes that an average growth of seven percent for the next five years will increase their market share greatly within this five year period. Adecco’s strategy will start with an aggressive plan where they will be looking to increase their market shares in the U.S and North American markets. Those great gains will offer Adecco a chance to continue to compete with its other major competitors. Adecco understands the value of those that they serve and the objectives that they look to implement in their process of growth adecco.com (2014). Shareholder Value According to their press release in Zurich, Switzerland, November 13, 2014, Adecco Group announced that it had completed EUR 250 million buyback program launched in September 2013. Adecco repurchased 4’490’373 of its shares (equal to 2.37%...
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...rewards, employee and labor relations, and risk management. Adecco Group North America is an organization that has been very successful at finding the right people. In order to learn more about their success, I recently interviewed Amy Herron, the SVP of Human Resources at Adecco Group North America. Career History Amy has been with Adecco for nearly 20 years. A graduate from the University of Pittsburgh, with a Bachelor’s degree in Communication, Amy started her career with Adecco in 1995 as a Benefits Administrator where she administered health plans, managed leaves of absence, and provided employee claims assistance. Seven months after starting her career with Adecco, Amy was promoted to Human Resources Coordinator where she was responsible for auditing personnel files and facilitated new hire orientations. In 1996 Amy was promoted to Human Resources Manager where she partnered with managers to resolve employee relation issues, lead the human resources integration for company acquisitions, and conducted leadership and employment law training. In 2003, Amy became the Director of Human Resources where she directed the human resources functions of employee relations, employment, immigration, compliance and training. In 2010 Amy was promoted to Vice President of Human Resources and in 2013, she became the Senior Vice President of Human Resources where she now oversees all Human Resources functions of Adecco. Company Adecco Group...
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...to society. This is what we do, this is what we know about, this is what we care about, this is what we are all about. For more information: www.adecco.com/en-US/About/Pages/default.aspx Corporate Presentation May 2016 Slide 4 Our global reach Corporate Presentation May 2016 Slide 5 Our global reach We help around 700,000 people find work every day through our network of more than 32,000 full-time employees and around 5,100 branches in over 60 countries and territories around the world. The Adecco Group is the world’s leading provider of HR solutions. Our services and solutions fall into the broad categories of temporary staffing, permanent placement, career transition and talent development as well as outsourcing and consulting. Corporate Presentation May 2016 Slide 6 Our strategy Corporate Presentation May 2016 Slide 7 Adecco Group strategy Serving individuals and enterprises The strategy of the Adecco Group is to be alongside each phase in the life cycle of our clients and candidates/associates. Corporate Presentation May 2016 Slide 8 Our services & solutions Corporate Presentation May 2016 Slide 9 How HR...
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...The Accounting Information System http://edugen.wileyplus.com/edugen/courses/crs6348/kieso978... Print this page CHAPTER 3 The Accounting Information System LEARNING OBJECTIVES After studying this chapter, you should be able to: 1. Understand basic accounting terminology. 2. Explain double-entry rules. 3. Identify steps in the accounting cycle. 4. Record transactions in journals, post to ledger accounts, and prepare a trial balance. 5. Explain the reasons for preparing adjusting entries. 6. Prepare financial statements from the adjusted trial balance. 7. Prepare closing entries. 8. Differentiate the cash basis of accounting from the accrual basis of accounting. 9. Identify adjusting entries that may be reversed. 10. Prepare a 10-column worksheet. 11. Apply IFRS to the accounting information system. Needed: a Reliable Information System Maintaining a set of accounting records is not optional. Regulators require that businesses prepare and retain a set of records and documents that can be audited. The U.S. Foreign Corrupt Practices Act, for example, requires public companies to “… make and keep books, records, and accounts, which, in reasonable detail, accurately and fairly reflect the transactions and dispositions of the assets. …” But beyond these two reasons, a company that fails to keep an accurate record of its business transactions may lose revenue and is more likely to operate inefficiently. One reason accurate records are not provided is because of economic...
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...The sovereign debt crisis in the Eurozone, also called euro crisis of the Euro area, is a series of events that have affected negatively from the beginning of 2010 to the 16 European Union member states that make up the Eurozone, that have adopted a single currency and interweave a multinational monetary union within the EU. During this period the states of the Eurozone have been suffering a crisis of confidence without precedent, with speculative attacks on government bonds of various members, turbulent financial and stock markets and a falling exchange value of the single currency, in a context of uncertainty and difficulty to reach a collective agreement that still persists. In this paper, I will discuss some of the impacts that the crisis had over the Eurozone countries. In the last 6 months, the Euro had depreciated around 6 percent, making the exchange rate $1.38/€. This depreciation has caused an improvement in the European exports and a decrease in price for the imports in petroleum. The Euro/Dollar exchange rate touched a minimum on June 2010, when the rate is $1.19/€, and it touched a maximum on May 2011, when the rate was $1.48/€. According to an article from the Financial Times, “the first beneficiaries of a weaker euro are the countries of southern Europe whose difficulties have been putting the future of monetary union in doubt. Greece has been the focus, but Spain, Portugal and Italy also face a sharp loss of competitiveness”. Greece is the country that will benefit...
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...ARTICLE ANALYSIS BRIEF SUMMARY According to a new survey by recruiting firm Adecco, hiring managers are three times more likely to hire a worker that is 50-years-old or older than hire a millennial. The survey of five hundred hiring managers was conducted in late August, and defined millennial workers as those born between 1981 and 2000, meaning workers age 31 and under. The recruiters seemed most concerned with millennials’ long-term commitment, professionalism and reliability. They also said millennial workers need major improvement in their interview skills. Based on the survey results, there are 5 interview mistakes millennials make: • Wearing inappropriate interview attire • Posting questionable social media content • Don’t ask enough questions • Haven’t done their research • Overconfident in their abilities and experience. Lessons Learned • In an interview, always dress appropriately. Stay away from flashy jewelry, plunging necklines, too-short hemlines, t-shirts, and shoes that are too casual or too difficult to walk in. Never wear anything that can be distracting, so if you have to think twice about it—skip it. • Never post inappropriate or explicit photos, share too much personal information about yourself or others, write with poor grammar or spelling, or use profanity on social media sites. • Do internet research on the company, position and interviewer; read as many recent articles as you can find about the industry; and use your LinkedIn connections...
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...COMPETENCY OF GERMAN WORKFORCE There are eleven Universities of Excellence in Germany in addition to several other mediocre and decent Universities. These top Universities have highly competitive students analogous to any university world-wide in the Engineering field. We would definitely look at recruiting graduates from these universities to make sure we have good-performing technical workers for our IT consulting firm. Those Universities are : RWTH Aachen, FU Berlin, HU Berlin, Uni Bremen, Uni Cologn, TU Dresden, Uni Heidelberg, Uni Konstanz, LMU Munich, TU Munich and Uni Tübingen. (The Top 25 best Universities in Germany - engineering and beyond n.d.) The following are the top 5 Business schools in Germany : Münster School of Business Administration and Economics, Humboldt University Berlin Business School, Christian A. lbrechts Universität zu Kiel, Faculty of Business, Economics and Social Sciences, Frankfurt School of Finance & Management, Leipzig Graduate School of Management. (Germany n.d.). We look forward to recruiting graduates from these Business schools as well for our Managerial positions. AVAILABILITY OF TALENT: The number of engineering students in Germany is growing slightly. Around 40,000 will graduate this year from the engineering schools(up about 5000 from five years ago) (Germany Faces a Shortage of Engineers 2011). Among the older group of workforce, Germany has 6.3 percentage of skilled individuals in the industrialized world. Among the young...
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...To obtain a position as a CNA that will enable me to benefit my employers professionally and give the highest level of comfort and care to patients. I am currently CNA certified, cpr certified, first aid, and morc trained. I have experience in Microsoft word and excel. I work well by myself, as with others. I always maintain a positive attitude and working relationship with my patients, employees, and employers. Willing to relocate. I’m seeking a full time position that offers good hours, decent pay and a friendly work environment. Please see the attached documents for information on my background, skills and qualifications. I look forward to hearing from you. EMPLOYMENT HISTORY | | | | Direct Care Worker, Life Center INC. Troy, MI 09/2014-Present Giving assistance to people who are mentally or physically disabled. Working in the home helping and assisting companions with daily activities, personal care, preparing meals, household cleaning, transportation, passing medication following written instructions, and monitoring companions at all times for their health and safety. Direct Care Worker, Cornerstone, Madison Heights, MI 04/2014-05/2014 Duties include direct patient care assisting patients with bathing, feeding, medications, and light housekeeping. Direct Care Worker, Neighborhood Residential Troy, MI 03/2013-09/2014 Giving assistance to people who are mentally or physically disabled. Working in the home helping and assisting companions with daily activities...
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...STUDY A STUDY ON COMPETENCY MAPPING Aakash D. Patel ABSTRACT: Competency mapping is a process of identifying key competencies for a particular position in an organization, and then using it for job-evaluation, recruitment, training and development, performance management, succession planning, etc. Competency based talent management can improve both productivity and performance by identifying key characteristics of top performers and how those traits differ from average employees. These characteristics in turn can filter in a set of core competency profile that consistently leads to successful workforce. Thus the HR department should be alerted about the need for competency mapping & this process of competency mapping should be carried out in the organization on the regular basis both for the benefit of employees and for the organization. KEY WORDS: Competency, Competency Mapping, Employee, Growth, and Gap INTRODUSCTION Competencies refer to skills or knowledge that lead to greater performance. These are formed through an individual and organization’s knowledge, skills and abilities and provide a framework for distinguishing between poor performances through to exceptional performance. Competencies can apply at organizational, individual, team, and occupational and functional levels. Competencies are individual abilities or characteristics that are key to effectiveness in work. Competencies are the characteristics of an employee that lead to...
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...oDesk: Changing how the world works. Business strategy of oDesk (best described in the case) as “remote employment”, a unique employment model that combines aspects of the more traditional models of local employment, local staffing forms and traditional outsourcing. Three strategies to choose: 1) Increase oDesk’s target market from small-medium businesses to large firms 2) Expand the expertise and skills of its contractor base in order to meet a wider range of employer needs 3) Develop oDesk’s global capabilities in order to move from primarily domestic-offshore outsourcing relationships, connecting U.S. businesses with international contractors, to offshore-offshore relationships, connecting global businesses with global contractors. Which option would make oDesk most successful in their market? Strengths | Weaknesses | * The company is cost-conscious * The company is very inventive and keep to achieve their objectives * oDesk offers additional services than their competitors + oDesk focuses on time-based contracts ( see definition in the case ) * oDesk policy is to provide only factual information on its Contractors. * oDesk online platform include payment functionality as well as move towards the worker classification and relates tax services. * oDesk is expanding beyond the area of computer programming, to include technical writing, design, data entry and other related areas. * oDesk is different in the ways of working., e.g...
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...Today’s working environment has experienced a major transformation over the last decade, particularly in terms of population diversity in the workforce. There are currently four main generations dominating the workforce, they are made up of Silents, Baby Boomers, Generation X and Generation Y. It is expected that in the coming decades there will be further changes with emergence of newer generations, and slower removal of older generations from organizations as pension age increases. Understanding differences between the generations, and learning to adapt their management practices is critical to building a successful multigenerational workplace. I would like farther explain each generation’s attributes and their effects on the workforce. Silents are considered among the most loyal workers. They are highly dedicated and the most risk averse. Their values were shaped by the Great Depression, World War II, and the postwar boom years. Silents possess a strong commitment to teamwork and collaboration and have high regard for developing interpersonal communications skills. Silents now consist of the most affluent elderly population in U.S. history due to their willingness to conserve and save after recovering from the financial impact of the postwar era. Baby Boomers, born approximately between 1946 and 1964 were brought up in a healthy post war economy and have seen the world revolving around them as the largest generation of the century. Their lifestyle is to live for work and...
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...Name Here | | Address Here | Objective | To obtain a teaching position that will allow me to grow professionally while contributing to an excellent organization and helping to change students’ lives. | Employment History | Student Mentor, Western Governors University | 2010 — Present | Indianapolis, IN Facilitate new student on-boarding and orientation processes.Assist students in educational planning from initial enrollment through graduation.Evaluate learning styles, skills, goals, etc in order to help students utilize the appropriate learning resources.Meet with students on a weekly basis for coaching, accountability and encouragement.Serve as the student’s advocate in resolving matters of academic difficulty, misunderstanding or confusion.Assist students with career planning. | MBA Recruiter & Public Relations Director, Anderson University | 2005 — Present | Anderson, INOversee public relations for the program including chamber involvement, communication, media promotion, newsletters, online networking and promotion of the program through professional organizations.Developed, implemented and facilitate an effective social media campaign for student recruitment and current student/alumni relations.Work with the university Alumni Association to create quality events and opportunities to connect alumni with the university for the purpose of university promotion.Schedule and facilitate presentations to groups of potential and incoming students.Develop relationships...
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...______________________________________________________________________________________________ Bessie Hunt 30 JR Wilson Lane (910) 897-5642 Dunn, NC 28334 bessie_hunt@hotmail.com An accomplished Facilities Manager that was responsible for the care of 6 mentally ill clients and the supervision of 4 supporting staff members. Responsibilities included scheduling, ensuring best practices and compliance with all federal, state and agency standards as required per the facility. I promoted the professional and personal development of all staff employees. In addition, I formulated community collaborations to create community support of individuals with disabilities. SUMMARY OF QUALIFICATIONS ➢ Implement strategies to assist client’s interactive and social development skills, to achieve independence in the care of themselves and the maintenance and upkeep of their living quarters while preparing them for interaction with the general society at large. ➢ Solid management skills and demonstrated abilities to lead and mentor individuals to maximize levels of productivity, while forming a winning team that exceeds the requirements of regulatory agencies and the expectations of clients. ➢ Analytical...
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...______________________________________________________________________________________________ Bessie Hunt 30 JR Wilson Lane (910) 897-5642 Dunn, NC 28334 bessie_hunt@hotmail.com An accomplished Facilities Manager that was responsible for the care of 6 mentally ill clients and the supervision of 4 supporting staff members. Responsibilities included scheduling, ensuring best practices and compliance with all federal, state and agency standards as required per the facility. I promoted the professional and personal development of all staff employees. In addition, I formulated community collaborations to create community support of individuals with disabilities. SUMMARY OF QUALIFICATIONS ➢ Implement strategies to assist client’s interactive and social development skills, to achieve independence in the care of themselves and the maintenance and upkeep of their living quarters while preparing them for interaction with the general society at large. ➢ Solid management skills and demonstrated abilities to lead and mentor individuals to maximize levels of productivity, while forming a winning team that exceeds the requirements of regulatory agencies and the expectations of clients. ➢ Analytical...
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