topics that matter the most to training and HR professionals. Our Essential Knowledge resources translate the expertise of seasoned professionals into practical, how-to guidance on critical workplace issues and problems. These resources are supported by case studies, worksheets, and job aids and are frequently supplemented with CD-ROMs, websites, and other means of making the content easier to read, understand, and use. Essential Tools Pfeiffer’s Essential Tools resources save time and expense by offering
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Bridge PaPer ™ Developing Ethical Leadership R. Edward Freeman Lisa Stewart Featuring a Thought Leader Commentary™ with Steve Odland, Chairman and CEO, Office Depot, Inc. © 2006, Business Roundtable Institute for Corporate Ethics www.corporate-ethics.org Distribution Policy: Bridge Papers™ may only be displayed or distributed in electronic or print format for non-commercial educational use on a royaltyfree basis. Any royalty-free use of Bridge Papers™ must use the complete document
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Bridge PaPer ™ Developing Ethical Leadership R. Edward Freeman Lisa Stewart Featuring a Thought Leader Commentary™ with Steve Odland, Chairman and CEO, Office Depot, Inc. © 2006, Business Roundtable Institute for Corporate Ethics www.corporate-ethics.org Distribution Policy: Bridge Papers™ may only be displayed or distributed in electronic or print format for non-commercial educational use on a royaltyfree basis. Any royalty-free use of Bridge Papers™ must use the complete document
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A TERM PAPER ON , HR at Google SUBMITTED TO: SUBMITTED BY: Prof. Smitha Roll No 2,12,22,32. “Our employees, who call themselves Googlers, are everything. We hope to recruit many more in the future. We will reward and treat them well.” Larry Page and Sergey Brin, Founders of Google 1. Introduction
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Background of Apple Inc Company 5 3. Background of Samsung Company 7 4. The Comparison Between iPhone and Galaxy SIII 9 4.1 Technical Ability 9 4.1.1 Size 9 4.1.2 Appearance 10 4.1.3 Display 10 4.1.4 Operating System 11 4.1.5 Processor 11 4.1.6 Storage 11 4.1.7 Wireless Connectivity 12 4.1.8 Camera 12 4.1.9 Battery Life 12 4.1.10 Price 13 5.0 The Operation of iOS and Anroid 13 6.0 Research and Development of Samsung Company 17 7.0 Research and Development of Apple Inc 19 8.0 Competitive
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[pic][pic] [pic]Copyright © 2005 West Chester University. All rights reserved. College Literature 32.2 (2005) 103-126 [pic] | |[pic][pic][pic] | | | |[pic] | | | |[pic]
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VANITA YADAV C.V. BAXI CORPORATE GOVERNANCE FAILURE AT SATYAM “Why do you want to quit Satyam,”1 the panel member asked the 30-year-old employee being interviewed. Satyam Computer Services Ltd (“Satyam”) was India’s fourth-largest computer services company; however, many employees had left and applied for new jobs after news of a US$1.4 billion corporate fraud at Satyam became public in December 2008. 2 Satyam’s governance failure had severely shaken its stakeholders and the global business community
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Richard Ivey School of Business The University of Western Ontario 9B12C006 STRATAFIN INC.: AUDITING CHANGE Verity Hawarden, Professor Margie Sutherland and Dr. Mandla Adonisi wrote this case solely to provide material for class discussion. The authors do not intend to illustrate either effective or ineffective handling of a managerial situation. The authors may have disguised certain names and other identifying information to protect confidentiality. Richard Ivey School of Business
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Marketing Plan Samsung Mobile Phone Marketing Management December 4th, 2013 Executive Summary Samsung is a South Korean multinational conglomerate company headquartered in Samsung Town, Seoul. It comprises numerous subsidiaries and affiliated businesses, most of them united under the Samsung brand, and is the largest South Korean chaebol (business conglomerate). Samsung was founded by Lee Byung-chul in 1938 as a trading company. Over the next three decades the group diversified into areas
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becoming the world’s No. 1 Internet services company: the transition of his 7,100 Tokyo employees from their native Japanese to English, the global language of business. The future of his company lay in the success of his boldest step yet. Mikitani’s vision rested with his Japanese employees, who had fifteen months to respond to his controversial two-year English proficiency mandate at the risk of being demoted. Yet the vast majority had not yet reached their target proficiency scores. He needed to
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