Organisational Appraisal of Nike with its competitiors Ratios (Summary) -NIKE Nike Inc.‚ liquidity ratios | May 31‚ 2012 | May 31‚ 2011 | May 31‚ 2010 | May 31‚ 2009 | May 31‚ 2008 | May 31‚ 2007 | Current ratio | 2.98 | 2.85 | 3.26 | 2.97 | 2.66 | 3.13 | Quick ratio | 1.82 | 1.94 | 2.32 | 1.93 | 1.68 | 2.07 | Cash ratio | 0.97 | 1.15 | 1.53 | 1.05 | 0.84 | 1.10 | Source: Based on data from Nike Inc. Annual Reports http://www.stock-analysis-on.net/NYSE/Company/Nike-Inc/Ratios/Liquidity#Ratios-Summary
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INVESTMENT APPRAISAL Exercise1: Project K has a cost of $52‚125‚ its expected net cash inflows are $12‚000 per year for 8 years‚ and its cost of capital is 12%. a. What is the project’s PP (time thu hồi dc vốn)? b. What is the project’s DPP? c. What is the project’s NPV? d. What is the project’s IRR? a) PP = 52‚125/12‚000 = 4.34 b) 52‚125 – 12‚000/1.12 – 12‚000/1.12^2 – 12‚000/1.12^3 – 12‚000/1.12^4 – 12‚000/1.12^5 – 12‚000/1.12^6 = 2788 PV (7) = 12000/1.12^7 = 5428 DPP = 6 + 2788/5428
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Abstract Appraisal Methods are used today to evaluate employees in organizations today. There are many different type of methods that an organization can choose from. When deciding on which methods are used organizations must consider informational‚ motivational‚ and developmental use. Furthermore an organization must consider what is effective for them to accomplish their desire goals for the company and employee. In today’s competitive‚ global environment it is important for
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Inequalities in Health Appraisal Inequalities in health have many factors but these can be argued against as to whether they are the actual cause. Social class is a factor‚ along with region‚ age‚ gender‚ ethnicity etc. Measuring the impact of social class is difficult because social classes have changed over the years‚ eg) working class living conditions have changed‚ and there is a delay in the onset of diseases‚ eg) Asbestos related illness. (NICE 2009) However the Black Reports (1980)
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A REVIEW OF EMPLOYEE SELECTION AND PERFORMANCE APPRAISAL METHODS USED BY CSM PHARMACEUTICAL‚ INC. Executive Summary This report provides an analysis and evaluation of the employee selection and performance appraisal methods of CSM Pharmaceuticals‚ Inc. Methods of analysis included a look at the current processes in place‚ interviews of the Human Resources department‚ research of literature provided by the custom text as well as from scholarly articles and journals. Results indicate
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360 DEGREE PERFORMANCE APPRAISALS Most of the younger Group Organizations and Software Industries have started implementing 360 Degree Appraisals. 360 Degree Means that all round. The employee Concerned at the central Point and he is appraised by all the officials who are all connected with him on the job. I am afraid in most of the organizations‚ this new concepts is being followed very religious and systematically. May be the acceptance level or maturity level is not as aimed. What I want you
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Ideal Appraisal System Abstract To start with‚ a well-developed evaluation process is one that has the support of top administration within the organization and that is viewed as fair and productive by all who participate in them. It is very difficult to create a performance appraisal. It is also difficult if the organization does not have a logical‚ well-tested‚ step-by-step progress to follow in developing their new procedures. Therefore‚ there is no such thing as a perfect appraisal‚ however;
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The SMD Critical Appraisal Check List for Research Papers (50 marks) You will be expected to provide a short detailed answer to each question. Yes or No are not sufficient This may need a literature search to establish the use of any reference used by the authors of this research paper. It is essential to use the format of this checklist to facilitate marking. The potential marks for each question are in brackets. 1) Give the full citation of the paper (1) Kunchur‚ Ranjit‚ Allan Need‚ Toby Hughes
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Characteristics of an Ideal Appraisal System A union of configuration and procedures is necessary by organizations to appraise their employees’ work. The ideal work guidance system is comprised of several elements: job descriptions‚ unfair expectations‚ appraisals‚ corrective policies and praises. Although supervisors and employees often dread yearly production assessments and evaluations‚ many work administration systems service well and predict qualified assistants for a profitable workforce
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support from the public. However‚ what drug court professionals fail to realize is that there are ways for them to implement action research‚ a form of research that “provides immediate and useful feedback about everyday program operations and performance”‚ with limited resources and still retain information that can identify areas of success along with problem areas that need improvement (Rempel‚
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