| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "TEMP RECRUITMENT EUROPE": |
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Temp Recruitment in Europe, 2002.
A look at the effects of law on the temporary recruitment industry in Europe.
4,900 words (approx. 19.6 pages), 15 sources, $ 178.95
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Abstract
This study will reveal the nature of employment laws that exist in Europe and how they are connected with the great affluence of the Temporary employment agencies through the region. The countries of England, France and others will be covered in describing the way that the laws help or corrupt the employment agencies and their handing of native and immigrating workers. The fact will be given on how laws of the countries tell how the country observes the actions of its workers and how they deal with them.
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E-Recruitment, 2006.
Contrasting e-recruitment to more traditional forms of recruitment.
3,026 words (approx. 12.1 pages), 16 sources, MLA, $ 89.95
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Abstract
The recruitment process has been completely changed and revolutionized by the Internet, and today all the traditional and slower process of recruitment have been bypassed in favor of the new process that is known as 'e-recruitment. This paper shows how e-recruiting, a simple and easy method of recruiting candidates for vacant positions, has become a major force in recruitment today. Most organizations recognize that manpower is the key to success, and, by using e-recruitment, they are hiring better people, at a faster and cheaper rate than ever before.
From the Paper
"Today, the Internet is in fact revolutionizing the entire world, in multifarious aspects, in the business as well as in the personal world. In business, the recruitment process for a new employee to join a firm has been completely changed and revolutionized by the Internet, and today all the traditional and slower process of recruitment have been bypassed in favor of the new process that is known as 'e-recruitment'. In a traditional method of recruitment, the company would have to initially invest an amount for the advertising of a 'situations vacant' column in a newspaper or a magazine or elsewhere, after which the candidate must apply, after which the candidates who have applied would have to be sifted through carefully, their various qualifications analyzed and adjudged, and then called for an interview. There will be many people involved in the entire process, like for example, the advertiser, the agency that handles the advertisement, and so on and so forth. Today, however, the entire process has been reduced to a simple enough procedure, wherein all the company has to do would be to include a short advertisement into their already existing website. Prospective employees would simply have to apply directly to the company for the job, or indicate their interest in working for a particular brand, after which they would be called for the interview. This means that today, companies have in fact become their very own 'agencies', which invite the so called 'passive' job seekers into a database for future reference, when jobs may become available. Those companies that have a high turnover division, such as, for example, a call center, have been the first to recognize the benefits of e-recruitment, and also of maintaining a database where the names and other details of potential future employees may be stored for easy referencing at a later date. Some company career sites provide a facility for potential employees and job seekers wherein they may be able to create a personal account with an e-mail address and a password, and give relevant information about themselves through an online application form, which would be made available to the employers for their own perusal."
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Army Recruitment, 2003.
This study investigates the relationship between the assigned Army recruiter's recruiting mission and their production output.
2,987 words (approx. 11.9 pages), 9 sources, MLA, $ 88.95
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Abstract
The hypothesis of this paper is that there is a positive relationship between providing recruiters with an individual mission assignment and their individual production. The Army promotes teamwork, and Army recruiting supports this by assigning station mission goals. This study determines whether individual mission assignments produce better individual results than station results. One of the measurements of a successful recruiter is the amount of contracts produced per year. Two geographically separate companies of recruiters with an 18-question questionnaire were surveyed ; also gathered was past production data for some of the recruiters who have worked both types of mission assignments. The hypothesis was supported.
From the Paper
"The job of finding quality men and women to serve in the U.S. Army is that of the United States Army Recruiting Command (USAREC). There are approximately 15,000 Army recruiters and guidance counselors that staff and support more than 1,700 recruiting stations and 64 Military Entrance Processing Stations (MEPS)(Documentum, 2003). It is not unusual for the USAREC mission to be between 80,000 and 100,000 persons per year (Documentum, 2003). With this in mind, USAREC employs different strategies and mission assignments to produce the most effective way of recruitment."
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The Recruitment Process, 2001.
This essay looks at effective recruitment methods for small businesses.
2,400 words (approx. 9.6 pages), 8 sources, $ 73.95
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Abstract
This paper describes the recruitment process beginning from the decision to recruit through to the orientation of the new employee. The author describes this process in a generic form but focuses on specific requirements and difficulties faced by small business. Various methods of advertising, interviewing and assessing applicants are discussed. Recommendations for small business are also made.
From the paper:
?Recruitment of the right people is important to the success of any business large or small. Making the wrong decision when recruiting employees can prove to be a costly exercise. Small business is at a distinct disadvantage compared to larger organizations when seeking to hire new staff. Small businesses are not just smaller versions of large organizations; they have their own specific needs, less money, less time and less expertise when it comes time to recruit. Yet good recruitment decisions are even more critical for small businesses where one poorly performing worker has a large impact.?
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Recruitment in the Civil War, 2004.
A discussion of the recruiting methods that were used by the Connecticut state government during the Civil War.
5,350 words (approx. 21.4 pages), 42 sources, APA, $ 132.95
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Abstract
This paper looks at the overall recruitment methods during the Civil War and explores whether or not the draft was needed in Connecticut and whether the draftees were given the same benefits as volunteers. It looks at the bounties, pay rates, and pensions given to soldiers. It also discusses the monetary benefits Connecticut offered to men if they volunteered for service in the Union Army and how they compared with the federal government's benefits. It focuses on the effectiveness of these recruiting methods and how they compared to the recruitment methods of other states. It explores the manner in which the families of slain or injured soldiers were provided for. It also looks at Connecticut?s efforts to recruit African-Americans.
Outline
Introduction
History of Civil War Recruitment
Recruitment in Connecticut
The Draft
Bounties, Pay Rates and Pensions
Pay Rates
Pensions
Monetary Benefits for Volunteers by Connecticut and Federal Government
Families of Slain or Injured Officers
Recruitment of Black Soldiers
Overall Effectiveness of Recruiting Methods
Causes for War
The Aftermath of the War
Discussion
Conclusion
From the Paper
"Volunteers in Connecticut were paid for their services. It is reported that the Westport Board of Selectmen was authorized to take $2,000 from the town?s budget to pay volunteers to enlist in the Army. 10 Additionally individuals could avoid having to enlist in the military by paying other individuals $300 to take their place. This particular practice was known as substitution and was a common practice in Connecticut and other Northern states. By July of 1864 the city of Westport budgeted another $20,000 to pay substitutes for their enlistment.10 Eventually this payment system led to an informal class structure, in which poor Irish families served in the army so that their financial needs would be met."
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Personnel Recruitment Procedures in Rio Linda School District, 2006.
A review of current recruiting procedures and hiring practices under California law.
1,590 words (approx. 6.4 pages), 2 sources, MLA, $ 52.95
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Abstract
This study focuses on reviewing current recruiting and hiring practices, under California law and within school board policy, of the Rio Linda Union School District. The study reviews state, school board, and school district policies on recruitment and hiring of education personnel, analyzes the effectiveness of present recruitment and hiring practices within the Rio Linda Union School District, and makes suggestions for improvement of practice.
Table of Contents:
Introduction
State Law, School Board and District Policies Governing Recruitment and Hiring
Recruitment and Selection
Job Posting Requirement
Hiring Processes, Procedures, and Requirements
Selection of Candidates
Screening
Recommendations for Employment
Teacher Recruitment for Low-Performing Schools
From the Paper
"Many school districts, in California and elsewhere, have their own human resources departments. The Rio Linda Union School District, however, has no human resources department. That, according to Betty Barker, Assistant Superintendent of Personnel for Rio Linda Union School District (Interview, October 17, 2005) is one fact that distinguishes the district from other districts, and left over from the days before some schools began moving toward decentralization."
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Recruitment at the ABC, 2001.
The recruitment and selection policies and practices of the Australian Broadcasting Corporation.
2,600 words (approx. 10.4 pages), 9 sources, MLA, $ 78.95
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Abstract
The main objective of this report is to critically analyze the recruitment and selection policies and practices of the Australian Broadcasting Corporation (ABC). The use of this Australian organization as an example will help link current practices to relevant human resource theories. The ABC is an independent public broadcaster whose main aim to enrich the lives of the Australian public through television, radio and multimedia programs. This paper begins with a brief profile of the company in order to gain a sound knowledge of its background and activities. The recruitment and selection policies and practices of ABC are then discussed in details. This includes the process of recruitment; selection; induction and training and laying-off existing employees respectively.
From the Paper
"ABC started its radio operations in 1932 and extended its services to television broadcast since 1956 (Australian Broadcasting Corporation 2001). The ABC targets a great majority of the Australian population as its audience. This is evident from the fact that its international radio broadcast in eight languages and has an audience of over 50 million (Australian Broadcasting Corporation 2001). The organization also takes the lead in cultural programs."
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High School Sports Recruitment, 2006.
Describes some of the negative aspects associated with the recruitment of high school athletes.
1,751 words (approx. 7.0 pages), 4 sources, MLA, $ 56.95
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Abstract
This paper explains that, while the recruitment of high school students for sports remains one of the most promising means for young people to develop their innate athletic skills, if it is not done in a way that bolsters the importance of ancillary skill development as well as emotional and psychological maturity, the recruitment process can end up causing students serious psychological and physical damage.
From the Paper
"The official process by which the NCAA recruits young athletes begins when a "booster" or representative visits high schools in search of prospective recruits. Even before the ninth grade, colleges may choose to sponsor junior varsity athletes in the hopes that they will develop. The NCAA representatives work in collaboration with school coaches and with parents and the NCAA remains solidly committed to promoting the athlete's scholastic achievements and offering funding and scholarships. In all cases, the NCAA approaches the student, and not the other way around. The NCAA recruitment model is admirable, sound, and balanced. Their emphasis on remaining amateur, that is, not getting any financial reward, prevents many of the psychological problems that can develop when students are recruited too young. Greed and parental pressure are in fact one of the main causes for concern regarding the recruitment of high school students. Recently, the National Basketball Association (NBA) has been in the spotlight for recruiting high school students. With other sports such as hockey or football, students fresh out of high school are generally unable to meet the rigorous standards of their respective sports. The young stars of the NBA bring attention to the disadvantages of high school students being propelled into professional sports before they are psychologically prepared for the pressures such a lifestyle entails."
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Microsoft Recruitment, 2005.
An overview of Microsoft's recruitment policy and methods.
900 words (approx. 3.6 pages), 5 sources, $ 35.95
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Abstract
This paper considers the staffing of Microsoft and the recruitment methods used by the company, noting that the company operates under a particular staffing model that is known and at times emulated by other companies. It looks at how this model has a particular emphasis on recruitment that has been noted by commentators and that can be analyzed for how it serves the needs of the company as well as for any limitations it might have.
From the Paper
"Microsoft is the leading software company in the world. The company operates under a particular staffing model that is known and at times emulated by other companies. This model has a particular emphasis on recruitment that has been noted by commentators and that can be analyzed for how it serves the needs of the company as well as for any limitations it might have. Dave Lefkow describes this staffing model and compares it with that of some other companies. Lefkow notes how many have envied the way Microsoft emphasizes hiring the best and the brightest software professionals, with a major emphasis placed on finding "top performers who can immediately contribute at a high level and drive innovation." The company adopted a recruiting process and structure that would best support this goal. To this end, the staffing team has been told to think creatively and to try different models over the years. "
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Nursing Recruitment and Retention Initiatives, 2008.
An analysis of the organizational and government policies to improve nursing recruitment and retention.
1,720 words (approx. 6.9 pages), 8 sources, APA, $ 55.95
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Abstract
This paper discusses the health care policies that could support recruitment and retention initiatives for nurses. It discusses this at organizational and government levels. The paper specifically examines proposed government policies, as well the assessment of and solutions for the issue of retention and recruitment that are provided in the literature.
Table of Contents:
Introduction
Conclusion
From the Paper
"Currently, the government and health organizations are involved in seeking to maintain quality care during a critical time. Both the literature and the various levels of government agree about the causes and proposed policies that are needed to address the issue of nursing retention and recruitment. The government needs to invest substantial funding and implement legislation that will ensure nursing has a higher status. The nurse indeed comprises the frontline worker and patient well-being depends on nursing. The priorities are to create more full-time jobs for new nursing graduates as well as to provide them with greater incentives to stay in the country. Nurses need better compensation and more power. Perhaps the best option would be for Canada to imitate the United States to the extent of creating an environment that is fully supportive of Canadian nurses."
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Recruitment, Selection, and Training of Police Officers, 2003.
A review of the necessary traits of a police officer, and the recruitment, selection and training process of the police force.
1,576 words (approx. 6.3 pages), 9 sources, MLA, $ 51.95
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Abstract
This paper takes a look at the role of the police officer. The paper then reviews and discusses the recruitment and selection of potential police officers, and their training.
Outline:
Recruitment
Selection
Training
From the Paper
"Different commentaries and reactions were received regarding the proper training police officers should undertake. Training courses should be focused on on-the-job training, programs in human relations, and grounding for the social service purpose of police officers. Later reports focused on the biases and prejudices in the training process that may affect police-community relations. Police officers seemed to be oppressors people were afraid to come near to, regardless of them being criminals or civilians. James Fyfe who made a transcript on police practices stated that a better way to define the police is to understand that they are there to maintain order and not necessarily to look for criminals. He recommended this viewpoint should pass through police training programs. James Fype also said that the avoidance of discriminatory behavior at the early levels of police officer training would make a significant impact since when these officers are still at the initial stages, they are more receptive and eager to learn."
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Techniques used for Recruitment of Employees, 2002.
Discusses the techniques used for recruitment of employees in various organizations.
2,400 words (approx. 9.6 pages), 6 sources, $ 89.95
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Abstract
This paper discusses the techniques used for recruitment of employees in various organizations. The paper gives a in depth analysis of what are the best and cost effective methods used in recruiting employees.
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Recruitment of Quality Employees, 2004.
A review of the recruitment process in companies.
2,313 words (approx. 9.3 pages), 8 sources, MLA, $ 71.95
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Abstract
This paper discusses why it is important to hire quality employees from the start of the recruiting process. While doing so, important issues in the recruiting process, such as legal requirements and barriers to hiring of quality employees, are also mentioned. Other related topics discussed in this paper are: a) what constitutes a quality hiring process; b) finding the best people in a tight labor market; c) how to retain quality employees; and d) terminating the ?mistakes.?
From the Paper
"Until recently the labor market for most organizations was limited to the area in which it was located. This limitation has changed to a large extent with the dramatic improvement in communications and the increasing trend towards telecommuting jobs. It is not a novelty anymore for an organization in, for example, the USA to outsource a major portion of its office to a firm located on the other side of the world in Bangalore, India. Better and faster communications also enables workers to commute longer distances to work than was possible in the past."
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Internet Staffing and Recruitment, 2005.
This paper investigates the use of the internet to staff and recruit employees and its impact on hiring practices.
2,430 words (approx. 9.7 pages), 9 sources, APA, $ 74.95
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Abstract
This paper explains that internet staffing and recruiting have become the norm for large organizations because, for small companies and large corporations, the minuscule associated cost, the fast response times and the potential to reach a broad spectrum of applicants. The author points out that some of the problems are breaches in security, technical problems and falsified information; however, overall it seems that the impact of internet staffing and recruiting is mostly positive. The paper relates that the use of internet staffing and recruitment will continue to expand in both the private and public sectors.
Table of Contents
Introduction
Internet Staffing and Recruitment
Is Internet Staffing and Recruiting Good or Bad
The Good
The Bad
Conclusion
From the Paper
"A final positive feature of internet recruiting is shifting the focus of employment to meet the needs of a new tech savvy generation. New graduates have never lived in a world without computers and because of this they have developed a better acumen for computers than prior generations. Therefore companies that hope to recruit a tech savvy generation must use new and innovative ways to recruit these workers. Internet recruitment allows these workers to evaluate their opportunities and choose positions based on their skills."
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HR Cable TV Recruitment Plan, 2006.
This paper defines recruitment problems for HR in the cable TV industry and suggests ...
1,840 words (approx. 7.4 pages), 8 sources, APA, $ 63.95
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Abstract
This paper defines recruitment problems for Human Resources Department in the cable TV industry and suggests solutions for dealing with them. Specifies issues the HR department needs to address.
From the Paper
Recruitment PlanAbstract This paper examines the many issues that human resources departmentsin the cable TV industry need to address in their recruitment effort bothindustry-specific issues such as changing workforce demographics rapidtechnological chang
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