...Personal property Personal property generally is considered private property that is movable rather than immovable property or real estate. In common law systems, personal property may also be called chattels or personal property. In civil law systems, personal property is often called movable property or movables - any property that can be moved from one place to another. This term is in distinction with immovable property or properties, such as land and other personal property buildings.In words is property owned by a person or company that is mobile and not fixed to the land or associated. Basically, it's all personal property, other than real estate. Personal property include a business equipment, furniture and office equipment, cars / trucks acquired and used by the company, and basically everything that is not "stuck". In other words, personal property is movable, while the real property is not. Due to the mobile nature of personal property, it is harder for a credit for personal property used to secure a loan. For example, if a bank loans money on a building, you can be sure that the building will not move. But if a bank loans money on the car, the car can be driven away Distinguish between Real Property and Personal Property By Alan R. Romero from Property Law For Dummies Anything that can be owned legally be called property. All properties can be grouped into two broad categories: real property and personal property. Personal property may be classified as movable...
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...talent 3. Diverse workforce 4. Factors that affect recruitment and selection 5. Recruitment and selection methods 6. Induction 7. Concluding statement 1. Introduction This report aims to assesses factors that affects organisations' approaches towards: attracting talent; recruitment and selection (including an investigatory approach to specific methods used); obtaining a diverse workforce; the process of induction (including a model of an effective induction plan). 2. Attracting Talent 3.1 Brand Identity “‘Brand Identity’: How a business wants a brand’s name, communication style, logo and other visual elements to be perceived by consumers.” (www.investopedia.com 07/10/14) An organisation with positive image will find it easier to attract and retain employees than the organisation with the negative image, this is due to the aspiration qualities associated with a positive image (i.e. wealth, style, charitable nature etc). A business who hasn't been well established in its market will find it more difficult to attract new employees than business who is well know, because it’s perceived to be more economically stable. 3.2 Economic Environment The economic stability and funds available to expend on recruitment will have a direct impact on the quality of recruitment processes. One way in which this affects recruitment is effect on how and where the company advertises, premium recruitment sites charge high fees (however, have very high foot-fall)...
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...1.1 Explain the factors to be considered when planning the recruitment of individuals to work in health and social care. Recruitment is finding the most suitable and qualified person for a company vacancy. In order to do this,companies follow policies and procedures to complete this in cost effective and timely manner. Recruitment is mainly a responsibility of Human resource department of a company. There can be many factors that a particular company need to consider when they plan the recruitment. Here I have identified and analyze the factors which Care Expertise company take into consider when planning recruitment. The Care Expertise Group is a holding company with over twenty years experience in the care sector, providing high quality, individualised care and support for adults with learning disabilities, autism and other developmental disorders, mental health needs (including those who...
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...someone to fill that job. The purpose of this assignment is to outline a recruitment plan to find a candidate to fill your new job opening. Once you’ve identified your recruitment pool, you then need to determine how you will select the best candidate. Then, after your candidate has been on the job for a year, she needs a performance evaluation. Category Criteria Points Recruitment Plan Write a job ad for your job opening. Provide a recruitment plan that includes where you plan to recruit and why, along with how long you plan to recruit and why. You must thoroughly explain your decisions for this recruitment plan. 25 Selection Method Describe the selection method(s) you would use to hire the best candidate. You must thoroughly explain your decisions for this selection method. 25 Performance Evaluation Now you’ve hired a candidate, Cathy. She has been working for you for a year now. Based on the information provided (Performance Results Data document found in Doc Sharing), write her performance evaluation. You must be sure to substantiate your ratings and feedback. 25 Literature Review Find one scholarly source each for recruitment, selection, and performance evaluations that validate your process (three total sources). Provide a summary of your sources in 2–3 page paper. 40 Readability Follow Guidelines and Best Practices sections. 10 Deliverables Submit the following: 1. Recruitment plan (25 points) 2. Selection...
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...process of recruitment and selection of employee, giving proper training and the developing skills, arranging proper orientation and induction, motivating, assessment of employee in terms of appraising performance, providing compensation and benefits, maintaining and retaining relations with the workers, managing wages and salaries, building employee commitment, maintaining employee health and safety and giving them an equal employment opportunity....
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...of Public Administration and Development Studies Zamboanga City CRITIQUE PAPER IN PA206 The Hiring, Selection, and Recruitment of the Human Resource Department in Universidad de Zamboanga Zamboanga City Submitted by: Maelyn P. Marquez Submitted to: Ms. Socorro Rebecca B. Pelonia, Ed.D TABLE OF CONTENTS I. INTRODUCTION a. Overview b. Agency Background b.1. Objective b.2. Mission and Vision b.3. Programs and Services II. SCOPE AND LIMITATION III. CONTENTS IV. COMMENTS AND RECOMMENDATION V. REFERENCES INTRODUCTION Selection is defined as the process of choosing from a large group in order to make a choice out of it. It is a method of sourcing and screening applicants for recruitment. Recruitment on the other hand is defined as looking for someone as for service or employment. The basis of the recruitment is the selection process made after a thorough scrutiny and screening of all applicants who has the potential to make the job as needed by the company. In public office, the selection and recruitment is based on the qualifications set by the Civil Service Commission (CSC). It grants the aspirants the hope to make a job in public offices for public service but with the set standards of the commission. Public office in the same manner has the department or agency handling selection and recruitment for government service. But in private companies regardless of its nature has also set standards for qualified employees...
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...Abstract The Power of Social Networking Sites in the context of Online Recruitment A thesis submitted in part fulfilment of the requirements for the award of BA Honours Management Author: Adeel Qurashi Mr Bill Sutherland 17th of April 2009 Robert Gordon University Aberdeen Business School Garthdee Road Aberdeen AB10 7QE Tel: + 44 1224 262000 Web: www.rgu.ac.uk Supervisor: Date: The Power of Social Networking Sites in the context of Online Recruitment II Abstract Abstract Social Networking Sites are experiencing a rapid growth; there seems to be no limit to their size. Many Social Networking Sites boast with millions of members using their networks on regular basis to communicate, share, create, and collaborate with others. Popular examples of these Social Networking Sites are Facebook, LinkedIn and Bebo. Although most of these sites lack decent business models, they are valued at millions of pounds. Google paid 1.5 billion dollar for YouTube when it wasn’t even earning a single penny. The reason successful Social Networking Sites have become so valuable is due to the amount of people that are using it; and people are exactly what organisations are after. This report aims to find out whether Social Networking Sites have the same value in the context of recruitment. Academic literature extensively discusses online recruitment, however not much is said about recruitment on Social Networking Sites: ‘Sociocruitment’. Research revealed that professionals...
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...Recruitment and Selection at Enterprise Rent-a-car Case Study Introduction Enterprise Rent-A-Car (Enterprise) was founded by Jack Taylor in 1957 in the basement of a car dealership in St Louis in the USA. The business began with only seven cars. Today, Enterprise is the largest car rental business in North America with more than 7,000 offices in the USA and more than 900 in Canada, Puerto Rico, the UK, Germany and Ireland. In 2007, Enterprise had 728,000 rental cars in use, employing over 65,000 people with an annual turnover of over £4.5 billion. There are four operating units: Enterprise Rent-A-Car, Enterprise Fleet Management, Enterprise Car Sales and Enterprise Rent-A-Truck. Whilst customers within each of these markets need different products, all customers, whether business or private, need a speedy, convenient and reliable service. The car rental market is increasingly competitive. Enterprise continues to expand its range of services to meet customers' needs. In addition to business rentals at airport and city locations, it also provides replacement cars for accident repairs, courtesy cars for garages and short-term holiday rentals for breaks or special occasions. Enterprise also offers a collection service to take customers to their hire cars. Maintaining high levels of customer satisfaction is a key driver of growth for Enterprise. Enterprise emphasizes delivering first-class customer service, regularly winning awards for its efforts in this area. Its small, local...
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...Recruitment and selection at Enterprise Rent-A-Car Introduction Enterprise Rent-A-Car (Enterprise) was founded by Jack Taylor in 1957 in the basement of a car dealership in St Louis in the USA. The business began with only seven cars. Today, Enterprise is the largest car rental business in North America with more than 7,000 offices in the USA and more than 900 in Canada, Puerto Rico, the UK, Germany and Ireland. In 2007, Enterprise had 728,000 rental cars in use, employing over 65,000 people with an annual turnover of over £4.5 billion. There are four operating units: Enterprise Rent-A-Car, Enterprise Fleet Management, Enterprise Car Sales and Enterprise Rent-A-Truck. Whilst customers within each of these markets need different products, all customers, whether business or private, need a speedy, convenient and reliable service. The car rental market is increasingly competitive. Enterprise continues to expand its range of services to meet customers’ needs. In addition to business rentals at airport and city locations, it also provides replacement cars for accident repairs, courtesy cars for garages and shortterm holiday rentals for breaks or special occasions. Enterprise also offers a collection service to take customers to their hire cars. Maintaining high levels of customer satisfaction is a key driver of growth for Enterprise. Enterprise emphasises delivering first-class customer service, regularly winning awards for its efforts in this area. Its small, local office structure...
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...TABLE OF CONTENTS I. Introduction …………………………………………………......... 03 II. Theory...............………………………………………………....... 03 1. Definition..........................…………………………………..... 03 2. The Aims of SHRM……...………………………………….... 03 3. Managing Employment Relationship...……………………..... 04 4. Recruitment and Selection…………………………………..... 05 III. Case study: Apple Inc..................................................................... 06 1. Apple Inc Information............................................................... 06 2. Apple Inc Human Resource Management................................. 06 3. Apple Inc Managing Employment Relationships...................... 08 4. Apple Inc Recruitment and Selection........................................ 10 IV. Hanoitourist Travel Company: SHRM…………………………... 12 IV. Conclusion……………………………………………………….. 13 IV. References...................................................................................... 14 There are many factors to create the success of companies and strategic human resource management is one of the most important one to make their companies stronger and more developed. First of all, human resource like workforce or employees is defined as the labor pool in employment; however it describes better about the role, skills, competencies and potential of employees. From the definition of Human resource, the term of human resource management is known as the way employees are recruited, organized...
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...time. This report also includes deep discussion on what kind of people to appoint under the direction of a manager and what activities line managers should do and be responsible for. The next section of the report looks at recruitment over the internet. It looks at its advantages and disadvantages and discusses which method is more appropriate for the company. It describes and gives the possible solutions to the difficulties of recruitment junior and administrative staff over the internet. It gives the possible advice of how to adapt the internet as a resource of recruitment and it answer the question whether it meets the equal opportunities. Finally it determines why the interviews at ProConsul are so poor and gives advice on what should be improved and changed in order to sift out the poor prospects of the recruitment process. Introduction This report focuses on personnel departments in ProConsul organisation, one of the largest independent firms of chartered accountants in the UK. To reflect on the size of the company there is 2000 people working for ProConsul at 12 regional offices around the country. This report also explains main functions of personnel departments as well as looks at the importance of setting up these departments. The main aim of this report is to present to Senior Partners’ Forum how ProConsul may benefit of having personnel...
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...http://www.activitymode.com/product/hrm-531-week-6-learning-team-assignment/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 6 LEARNING TEAM ASSIGNMENT Complete the Recruitment and Selection Strategies Recommendations task, as described in the Email from Traci, located on the Atwood and Allen Consulting page. Individual Assignment: Recruitment and Selection Strategies Recommendations Presentation: You currently work as a human resource management consultant, and you have scheduled a presentation to pitch your organization's value to a company that you have worked for in the past. Prepare a 12-15 slide Microsoft® PowerPoint® 15-20 minute presentation that will be used to present your assignment. Include the following components in your presentation: Purpose of Assignment For this task, Traci has asked you to develop some recruitment and selection strategy recommendations for your client. It is important for you to understand the relationship between the business strategy and the recruitment and selection strategies. Having appropriate alignment and clear goals helps to ensure that a business is recruiting and selecting the right candidates. It is also important that you examine the importance of a diverse and inclusive workforce in today's global economy. This includes diversity in the recruitment and selection strategies. Resources Required Week Six e-mail from Traci and Week Six client communications Includes organizational goals Includes a workforce plan that...
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...information specificity in recruitment advertisements on the application pursuit process in Pakistan Farida Saleem Institute of Engineering and Management Sciences, Foundation University Rawalpindi, Islamabad, Pakistan. E-mail: farida-saleem@hotmail.com. Accepted 22 September, 2010 Recruitment ads play a very important role in generating pool of applications. The aim of all recruitment ads is to attract as many as possible applications for generating hiring options. This study investigates the impact of specificity of information on application pursuing process. Four recruitment ads were used (two general ads and two specific ads) to check their impacts on application pursuing process. The results showed that three variables including ad information, ad appropriateness and ad truthfulness have significant differences for specific job ads and general job ads, while application pursuing process is generally the same for both specific and general job ads. Key words: Specific recruitment ads, general recruitment ads, application pursuing process. INTRODUCTION Marketing is a communication of something which is specifically directed to some one. The target audience of any marketing activity can be its customers, competitors, employees or even potential employees, these communications can be in a direct form like marketing of a new or existing product by a company or it can be in an indirect form such as recruitment advertisements (Ryan et al., 2000). As the major aim of marketers is to...
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...Introduction Human resource management is a field that is concerned with issues that relate to employees. The employees are the main resource for the company as they determine the success or failure of the company. The needs and expectations of these employees should be taken with a lot of concerns in the long run. Human resource management is a process of managing people in the best way so that they can contribute towards attaining the goals of the company. This is meant to manage people in the best way possible and also award them well with an aim of motivating them to be more productive. Task 1 Some people claim that there no differences between personnel management and human resource management. Both of them are important management sectors that work together for the growth of the organization, by managing and serving their employees. It was found that, nowadays, HRM has a broader scope than personnel management. Personnel management involves planning for a short time period while human resource management is concerned with long term planning. 1. Personnel management deals with employees, their payroll and employment laws. On the other hand, Human Resources Management deals with the management of the work force, and contributes to an organization’s success. 2. HRM basically deals with developing personnel management skills. It is Human Resources Management that develops a team of employees for an organization. 3. While Personnel management is external for the locus of...
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...problems. Reviewing business' site, repairing links, add new features are also other duties that CodeBridge can fulfill. During this plan of approach we will describe the main objective of the research, the central research question and the sub-questions. We will also express the research methods that will be used in order to answer the questions and come up with the strategies. 1.1. Problem description The main problem is that CodeBridge being in the market for 3 years hasn't fully completed its staff. The affluence of employees per year is low. People are considered as the best asset or resource for any company in any industry, that is the reason why most of the companies are investing huge amount of capital in HRM process. Specifically, recruitment and selection process are vital,these two are the first and fundamental stages in managing human resource, ensuring that only those candidates with the highest capabilities, skills and talents conforming to the...
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